Mediating Effect of Employee Positive Mood in the Relationship between Employee Job Satisfaction and Employee Performance in Nepal Electricity Authority
Date
2023-06
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Abstract
This study preliminary examines the mediating effect of employee positive mood in the relationship between employee job satisfaction and employee performance. This
study also compare the job satisfaction among technical and non-technical officers in NEA. Philosophical foundation of this research is based on positivist research
paradigm. Based on the philosophical foundation, this research has used quantitative research approach and descriptive cum explanatory research design. Using simple
random sampling method, the responses were collected from 320 officer of NEA through close-ended structured questionnaire based on five point Likert’s scale. The
collected data were organized, analyzed and tabulated using Microsoft Excel and SPSS software. Both descriptive and inferential statistic has used to meet the
objectives of this study. In order to test the mediating effect, regression analysis has done based on Baron and Kenny model. For further confirmation of mediating effect,
Hayes Process is also used. Summated mean based on five point Likert’s scale is used to find the job satisfaction, employee performance and positive mood of officer.
This study revealed that employee job satisfaction and employee positive mood is correlated and correlation coefficient between them is 0.36. Correlation coefficient
between job satisfaction and employee performance is 0.35. Also, employee positive mood and employee performance is correlated and correlation coefficient between
employee positive mood and employee performance is 0.73. Similarly, employee job satisfaction has positive impact in mood of the employee and employee positive mood
has positive impact in employee performance. It has also found that direct and indirect effect both were statistically significant. As a whole, this study has concluded that
employee positive mood partially mediates the relationship between employee job satisfaction and employee performance. This study also shows that job satisfaction of
technical officer in NEA is slightly higher than the non-technical officer and technical as well as non-technical officer both are less satisfied with pay and incentives
provided by NEA as compared to working environment, job security and interpersonal relationship. Based on this fact, it can be concluded that officer of NEA
are more satisfied with non-monetary factor rather than monetary factor provided by NEA. This study also conclude that performance and mood of officer in NEA is good
as their respective mean is greater than point 4. Finding from this research is applicable for academician, practitioner as well as policy makers.