LidFemme

CIGE/2023/54

ABSTRACT AND OBJECTIVES

The relationship between well-being and job performance has been a major topic in work and organizational psychology research. However, despite the attention this topic has received, many questions remain unanswered.

First, the study of the relationship between well-being and job performance has mainly assumed the positive influence of job satisfaction on task performance. However, recent studies have pointed out that the direction of this relationship could be inverse or even reciprocal, and so far, very few studies have analyzed the positive impact of performance on well-being or
have proposed a reciprocal relationship between the two constructs.

Second, performance and well-being are multifaceted constructs that encompass different relevant facets of individual and organizational life. However, most research has only focused on general or task performance as indicators of performance, and on job satisfaction as an indicator of hedonic well-being. Recent research has highlighted the need to focus on the relationships between other facets of performance and well-being. Also,
in terms of context, the added value of adopting a broader life perspective in the study of work well-being has been emphasized. Therefore, there is a need to investigate these relationships considering work and non-work elements. Third, another issue concerns the moderating role of some contextual and personal variables in the well-being-performance relationship. Since some meta-analyses have also shown low correlations between these two constructs, research has suggested that some environmental or personal variables may modify this relationship. Therefore, studies seeking to better understand the well-being-performance relationship should consider potential moderators. In this sense, based on role theory, which suggests that the female gender role is socially associated with high levels of empathy, community orientation, concern for others, etc., while the male gender role is associated with high levels of trust and independence, etc., it would be worth studying the impact of the gender of leaders on the relationships between well-being and workers' job performance. In this sense, it would be expected that female leaders can contribute to a greater extent to improving workers' well-being and organizational climate due to their high community orientation.

In short, understanding the nuanced dynamics between these constructs is crucial to effectively supporting people in their professional careers. Exploring these unanswered questions will not only deepen our understanding of the intricate interaction between well-being and performance, but will also provide valuable information for interventions and professional development initiatives, to promote people's success and overall well-being. Taking all this into account, the general objective of this study is to analyze the reciprocal relationships (bidirectional influence) between well-being (general and occupational) and job performance, considering the moderating role of female leadership. Also, taking into account the impact that gender has on the way in which individuals experience life at work, the purpose is also to explore differences based on this variable.

• Nia Plamenova Djourova. UPF-Barcelona School of Management
• Luminita Patras. ESIC Business & Marketing School

Conselleria d´Educació, Universitats i Ocupació - Generalitat Valenciana.