Impact of Perceived Job Security on Employee Job Performance; Mediating Role of Employee Well-Being and Intrinsic Motivation

Abstract

This study investigates the impact of Perceived Job Security (PJS) on Employee Job Performance (EJP), with a focus on the mediating roles of Employee Well-being (EWB) and Intrinsic Motivation (IM) among faculty members in private universities located in Pakistan's twin cities—Islamabad and Rawalpindi. Guided by the Social Cognitive Career Theory (SCCT), this research utilizes a quantitative approach, collecting data from 350 respondents through a structured questionnaire. The findings reveal that PJS does not have a significant direct effect on job performance, but shows a strong indirect effect via EWB and IM. Specifically, both EWB and IM significantly mediate the relationship between job security and dimensions of job performance, including task and contextual performance. These results emphasize the importance of psychological and motivational factors in translating job security into actual performance gains. Theoretically, this research extends SCCT in a non-Western academic context by highlighting the role of job-related perceptions and internal motivators in professional performance. Practically, it underscores the need for universities to develop strategies that not only ensure job stability but also foster well-being and intrinsic motivation to enhance faculty productivity. The study contributes to the growing literature on workplace psychology and offers insights for HR policy improvements in Pakistan’s higher education sector.