International Journal of Work Organisation and Emotion (23 papers in press)

Regular Issues

• From Likes to Loyalty: Building Employer Brand through Social Media  
  by Neelam Dhall, Disha Garg 
  Abstract: The present study aims to examine the relationships between social media marketing, perceived employer attractiveness and job applicants' intent to join. The study also aims to investigate the employer branding activities prevalent across organisations and the role of social media in shaping such employer branding endeavours. The study used a mixed-method approach, employing a descriptive research design. The proposed conceptual model was tested through the quantitative data analysis using Structural Equation Modelling. For this purpose, the data was collected through a questionnaire from 460 post graduate students in management stream studying in top academic institutions located in Delhi, NCR. For qualitative insights, in-depth interviews were conducted with HR professionals involved in employer branding. The quantitative study validates the proposed framework, with all the hypotheses supported, showing social media marketing positively impacting employer attractiveness and job applicant intent to join.
  Keywords: Employer Branding; Employer Attractiveness; Intent to join; Social Media.
  DOI: 10.1504/IJWOE.2026.10069726
   
  
• Role of Workplace Spirituality in Improving Psychological Capital and Wellbeing of Employees in Organisation  
  by Manish Kumar Dwivedi  
  Abstract: The objective of the study is to investigate the impact of workplace spirituality in enhancing psychological capital (PsyCap) aspects and improving wellbeing. The data has been collected from 423 respondents from a diverse group of employees working in various organizations. To construct a research model, an integrated approach of well-being theory (WBT), proposed by Seligman (2011) and Broaden-and-Build theory of Positive Emotions, proposed by Fredrickson (2001) were used. Hierarchical Regression Analysis, Confirmatory Factor Analysis and Structural Equation Modelling were conducted for testing the relationship between variables in the model. The results indicated the following estimates of model fit: CMIN= 2.463, GFI= .909, AGFI= .870, NFI= .863, CFI= .912, RMSEA= .062 and the scores proved the model to be a good fit. The model satisfied the condition of discriminant and convergent validity. The results showed that mindfulness moderates the relationship between workplace spirituality and psychological capital and wellbeing.
  Keywords: Psychological Capital; Workplace Spirituality; Wellbeing; Mindfulness.
  DOI: 10.1504/IJWOE.2026.10069843
   
  
• Emotional Intelligence as a Predictor of Leadership and Job Performance of Teachers in Higher Education Institutions  
  by Vandana Madaan, Sultan Singh 
  Abstract: In Higher Education Institutions (HEI), the performance of educators is influenced by varied factors but the most important factor amongst all includes emotional intelligence (EI) and leadership style (LS). The present study was carried out to understand the role of emotional intelligence in predicting the leadership style and job performance of teachers in HEIs in Haryana. The researcher inspected that association between EI, Leadership style and job performance and found significant relation amongst them. Further, the study also aims to investigate the predictive value of EI and LS on Job performance. The study emphasized that emotional intelligence significantly predicts leadership style and job performance and it is pertinent for academic leaders to develop strong sense of emotions and adopt leadership style as it influences their own and students' performance.
  Keywords: Emotional Intelligence; Leadership style; job performance; gender; HEIs; Educators.
  DOI: 10.1504/IJWOE.2026.10070155
   
  
• Exploring the Dynamics of Professional Relationships: a Grounded Theory Study of Vietnamese EFL Teachers' Collegial Challenges  
  by Trut Thuy Pham, Thanh Thao Le 
  Abstract: This qualitative study aimed to explore the factors that challenge collegial relationships among Vietnamese EFL teachers. Utilising a grounded theory approach, the research involved semi-structured interviews with nine Vietnamese EFL teachers, representing various career stages - novice, mid-career, and near-end - across two educational institutions in Vietnam. The study identified several key themes affecting collegial dynamics: navigating hierarchical dynamics, conflict over educational philosophies, resource competition and allocation, impact of personal values and beliefs, communication barriers and misunderstandings, work-life balance challenges, impact of institutional policies and practices, cultural and generational differences, emotional labour and stress, professional development and growth opportunities, and external pressures and educational reforms. These findings highlight the complexity of factors influencing collegial relationships, emphasising the interplay of cultural, institutional, and personal elements. The study's theoretical framework incorporated social interactionism and the concept of professional identity, offering nuanced insights into how these dynamics shape professional interactions.
  Keywords: A grounded theory study; collegial challenges; professional relationships; Vietnamese EFL teachers.
  DOI: 10.1504/IJWOE.2026.10070162
   
  
• Demographic Fault Lines and Social Exchange Theory: Mapping the Landscape of Faculty Engagement and Creativity  
  by Yuvika Singh, Shivinder Phoolka 
  Abstract: The current study explores the complex relationship between demographic factors, creativity, and work engagement in higher education sector, through the lens of Social Exchange Theory (SET). Using stratified random sampling, data from 389 public university faculty in Punjab, India, were analysed. The study examines how demographic factors like age, gender, marital status, level of education, level of income, designation, employment type, and work experience impact faculty engagement and creativity. The DECS model (DEMO-ENGAGE-CREATIVE-SET Model) charts the demographic factors against the faculty engagement and creativity outcomes, highlighting the disparities in the engagement among married, older, high-income, and experienced faculty members while showcasing higher creativity among the male, highly educated, and senior faculty. These diverse findings highlight the complex nature of intellectual capital development in higher education through DECS model informed by SET. The study enhances the understanding of diversity, engagement, and creativity in academia, aiding university administrators, policymakers, and scholars.
  Keywords: Demographic diversity; faculty engagement; creativity; social exchange theory; higher education.
  DOI: 10.1504/IJWOE.2026.10070374
   
  
• Is Spirituality a Catalyst for Employees’ Staying Intention? An Exploration through Job Crafting and Employee Wellbeing  
  by Jyoti Sharma, Vriti Jain, Anuja Akhouri, Mosab Tabash 
  Abstract: Workplace spirituality has emerged within the fields of positive organisational studies and has garnered global attention from the realm of management. The research explores the influence of workplace spirituality on employees' staying intention through job crafting and employee wellbeing utilising the theoretical approach of JD-R. The research findings are the result of a quantitative analysis of a survey of 200 employees employed in a leading private sector bank. The results indicate that job crafting and employee wellbeing fully and sequentially mediates the relation of spirituality at workplace with intention to stay. The outcomes of the current research underscore the importance of integrating workplace spirituality into the corporate culture so as to improve the wellbeing of employees, which subsequently affects their intention to remain. The spiritual resources can be employed as a means to manage and address perceived levels of stress, thereby enhancing their overall feeling of wellbeing.
  Keywords: Spiritual environment; psychological wellbeing; turnover; bottom-up approach.
  DOI: 10.1504/IJWOE.2026.10070394
   
  
• Intelligent Predictive Hiring Model and Personality Assessment  
  by Mishael Sneha, Gokulapriya Raman, Divya Vetriveeran 
  Abstract: Selecting the right candidates is essential for organisational success, yet traditional hiring methods often fall short. This research introduces an advanced approach integrating natural language processing (NLP), personality assessment, and deep learning to improve candidate selection. NLP extracts key attributes from job descriptions and resumes, while personality assessments evaluate candidate suitability. A fusion of LSTM and RNN models predicts job fit using a dataset of job roles, resumes, and MBTI personality types. Pre processing includes tokenisation, encoding, and data splitting for training and testing. The model architecture combines embedding layers with LSTM units, optimised using binary cross-entropy loss and accuracy metrics. Results show that this fusion model outperforms traditional algorithms, improving job matching accuracy. This research enhances recruitment by leveraging AIdriven insights. Future work will refine predictive models, integrate additional data, and address ethical concerns to ensure fairness and transparency, fostering a more efficient and equitable hiring process.
  Keywords: Natural Language Processing; Intelligent Hiring; Personality Assessment; Deep Neural Networks.
  DOI: 10.1504/IJWOE.2026.10070529
   
  
• Optimising Retention Strategies for IT Professionals: a Comprehensive Analysis using Multi-Criteria Decision-Making Techniques  
  by Arti Gupta, Bhartrihari Pandiya 
  Abstract: This study proposes a hierarchical framework illustrating the antecedents of retention for IT professionals. Three broad categories of antecedents (organisational justice, organisational commitment, and job satisfaction) have been taken into consideration to form a retention framework. These antecedents are ranked with the accordance of their impact on employees intention to stay in the organisation. To analyse data, the percentage agreement statistics method was used as a measure of agreement for initial screening of various factors. This study recommends that organisations should avoid practices that negatively impact on employees intention to stay and should focus on valuable organisational and interpersonal practices. The originality of this study is that for the first time a study has been done which included 48 factors of employees intention to stay. This study bridges the gap between previous literature. Moreover, this study used AHP technique, which represents a novelty in the literature of employee retention.
  Keywords: Analytical Hierarchy Process; Intention to stay; Multi-Criteria Decision-Making Technique; Software professionals; Employee turnover.
  DOI: 10.1504/IJWOE.2026.10071049
   
  
• A Comprehensive Model to Expand our Understanding of Creation of Facades of Conformity in Organisations  
  by Muhammad Mohtsham Saeed, Danny Soetanto, Santoshi Sen Gupta, Parth Patel, Verma Prikshat 
  Abstract: While drawing its theoretical foundations from Marxs alienation/Rogers protection motivation theories, the study presents a comprehensive theoretical framework to enhance our understanding of why employees create false representations at workplace. The model not only introduces two new antecedents (i.e., person-group fit and person-supervisor fit) of creation of facades of conformity (FOC) in organisations; it also draws upon Hofstedes work to highlight the moderating role of national culture therein. Our research suggests while all employees are likely to engage in some level of surface level acting as a part of their coping mechanisms if they perceive a lack of fit between themselves and their 0rganisation/their supervisor/ team members; employees with certain cultural backgrounds are more likely to engage in creation of FOC than others. Study offers valuable insights for managers/practitioners seeking to create inclusive work environments and enhance their employees emotional/psychological wellbeing while operating in highly diverse/complex workplace settings of today.
  Keywords: Facades of conformity; Person-organisation fit; Person-group fit; Person-supervisor fit; National culture; Job performance.
  DOI: 10.1504/IJWOE.2026.10071289
   
  
• Mediating Role of Employee Engagement in Relationships between Personal Resource and Organisational Performance  
  by Asma Bano, Dinesh Kumar, Ayesha Khatun 
  Abstract: The present study aimed to examine the interceding role of employee engagement in the connection between personal resources and organisational performance among Information Technology companies in Hyderabad. The sample consisted of 225 respondents for personal resource and employee engagement and 60 respondents for organisational performance aimed at the purpose of data collection from three IT companies. The information was collected by means of measures for personal resources, the ISA engagement scale, and measures of organisational performance. The outcomes specified that personal resources had a substantial optimistic influence on both employee engagement and organisational performance. Furthermore, employee engagement had a noteworthy intervening influence in the relationship amid personal resources and organisational performance. These results stress the significance of employee engagement in stimulating constructive organisational results.
  Keywords: employee engagement; personal resources; organisational performance; mediation role; multiple linear regressions.
  DOI: 10.1504/IJWOE.2026.10071610
   
  
• From Inclusion to Impact: a Social Cognitive Theory Approach with Serial Mediation of Self-Efficacy and Engagement  
  by Apoorva Tiwari, Vishakha Kumari 
  Abstract: This study explores how inclusive leadership enhances employee experience in Indias IT services sector, focusing on the mediating roles of self-efficacy and employee engagement. Grounded in social cognitive theory, it examines how leadership influences psychological mechanisms shaping workplace experiences. A quantitative method using a structured questionnaire yielded responses from 474 employees in mid-sized IT firms. Structural equation modelling (SmartPLS 4.0) was used to test the proposed relationships. Findings reveal that inclusive leadership does not directly affect employee experience but does so indirectly by enhancing self-efficacy and engagement. Inclusive leaders foster employees confidence and involvement, which improves their overall work experience. The study contributes to the growing literature on inclusive leadership by demonstrating its indirect impact through motivational pathways. It also extends social cognitive theory in high-pressure sectors like IT. Practical implications include guiding HR and leaders in adopting inclusive practices to strengthen employee engagement and improve workplace experiences.
  Keywords: inclusive leadership; employee experience; self-efficacy; employee engagement; social cognitive theory.
  DOI: 10.1504/IJWOE.2026.10071728
   
  
• Exploring the work-life balance of gig workers in gig economy: evidence from ride-hailing industry  
  by Lin Du, Rohayu Abdul Ghani, Elaina Rose Johar 
  Abstract: This study aims to explore how gig workers navigate the dilemmas posed by highly flexible work environments and strive to achieve work-life balance (WLB). Based on insights from 16 semi-structured interviews with ride-hailing drivers, the findings revealed that the realisation of WLB is not determined by flexibility alone but is determined by whether individuals possess effective coping mechanisms to manage both functional demands (ability of control and external vulnerability) and affective demands (self-originated emotion and customer satisfaction). In addition, while gig platforms promoted flexibility as a core resource, they simultaneously imposed additional responsibilities that may undermine their potential benefits. By extending the job demandsresources model to WLB framework in the gig work context, this study contributes to the limited body of research on nonstandard workers and highlights the necessity of functional and affective demands in achieving WLB.
  Keywords: Gig economy; Flexible work; Work-life balance; Ride-hailing; Job Demand-Resource.
  DOI: 10.1504/IJWOE.2026.10071827
   
  
• Resilience in the Workplace: Unveiling the Impact of Compassion at Work on Happiness within IT/ITeS Organisations through Moderated Mediation Analysis  
  by Sonu Kumari, Kulwinder Kaur 
  Abstract: This study examined how organizational virtuousness affects organizational resilience with the mediating role of Workplace Happiness. Furthermore, the study also investigated through moderated mediation relationship through Compassion at Work as moderator. Quantitative research methods were employed, surveying 470 IT and ITeS sector employees using a questionnaire and Purposive sampling. A moderated mediation analysis was conducted to examine the research hypothesis and analyse the research framework in SmartPLS4. The findings indicated that perceiving organizations as virtuous was correlated positively with amplified experiences of Workplace Happiness. Further, Workplace Happiness among employees made the organisations resilient. While studying the moderating role of compassion at work, it was found that compassion at work negatively moderated the interaction between Perceived Organizational Virtuousness and Organisational Resilience. The study holds significant role in contributing towards organisational policies that will lead to enhanced organisational effectiveness and improved performance eventually making the organisations more resilient to face the crisis.
  Keywords: Compassion at Work; Workplace Happiness; Information Technology; Virtuousness; Affective Events Theory.
  DOI: 10.1504/IJWOE.2026.10072257
   
  
• Balancing Work and Life: Exploring Job Satisfaction among Female Garment Workers in Bangladesh's RMG Sector to Support Sustainable Growth and Gender Equality  
  by Md. Saiful Islam, Md Solaiman Chowdhury, Md. Nurul Islam Nepo 
  Abstract: This study explores the relationship between work-life balance and job satisfaction among female garment workers in Bangladesh. The participants were selected using purposive random sampling to capture perspectives from diverse segments of female garment workers. A structured questionnaire was used to collect data from 633 female workers in Dhaka and Gazipur. Demographic information was analysed using SPSS software, and SmartPLS 4 software was used to examine the relationships between constructs. The R2 for financial benefits and work environment is 80.9%, and for workplace stability and growth opportunities, it is 77%, indicating that work-life balance strongly explains the variance in job satisfaction constructs. This study showed that work-life balance has a significant impact on job satisfaction. The findings offer practical implications for both policymakers and industry leaders, reinforcing the objectives of SDG 5 and SDG 8 and emphasising the necessity of sustainable practices that enhance employee satisfaction within Bangladeshs RMG industry.
  Keywords: Work-Life Balance; Job Satisfaction; Garment Industry; RMG; Employee Well-Being; Work Flexibility.
  DOI: 10.1504/IJWOE.2026.10072413
   
  
• Reconceptualising Complexity: Generative AI as both Enabler and Disruptor in India's IT Project Ecosystem  
  by A. Sivan Ammamuthu, K. Priya 
  Abstract: Generative AI technology revolutionising modern project management enables IT organisations to transform their operations and achieve better results. This study examines the critical factors influencing the successful integration of Generative AI tools in Indian IT projects by extending the Technology-Organisation-Environment (TOE) framework with three key constructs: regulatory compliance, stakeholder trust, and project complexity. Structured survey data from 326 IT professionals in major Indian companies underwent rigorous analysis through covariance-based structural equation modelling (CB-SEM) in AMOS. The research supports the TOE framework's relevance to AI adoption within India's IT sector by showing substantial explanatory power. Research demonstrates that advanced AI capabilities, compliance readiness, and trust-building activities are essential for successful project outcomes. Task-technology fit partially mediates these relationships, while organisational and environmental factors enhance its Effect. This research offers practical guidance for professionals implementing AI solutions and indicates future research avenues to understand cross-cultural and longitudinal AI adoption in emerging economies.
  Keywords: Generative AI; IT Project Success; Task-Technology Fit (TTF); Regulatory Compliance; Stakeholder Trust; TOE Framework; Indian IT Sector; Sociotechnical Systems; Digital Transformation.
  DOI: 10.1504/IJWOE.2026.10073444
   
  
• Green HRM as a Tool to Address Climate Change Organisational Perspectives  
  by S.S.M. Sadrul Huda  
  Abstract: The article explores GHRM's role in reducing climate change and the degree to which e-HRM functions as a mediator in the process of GHRM in climate alteration mitigation. It also sheds light on the green practices adopted by different industries to address sustainable development and the challenge involved with climate change. Afterward, the research meticulously assesses the key research variables after a thorough evaluation of the literature connecting the past works to the focus of the research. In order to achieve that, a survey-based method in which a 5-point Likert scale questionnaire was used in collaboration with managers and key stakeholders as this study's target group consists of managers and decision-makers who play an important role in establishing HR strategy inside firms. From this research, it can be concluded that GHRM indeed plays a pivotal role in reducing the adverse impacts of carbon emissions, contributing positively to the global efforts against climate change.
  Keywords: GHRM; Climate Change; EHRM; Green Policy; Sustainability.
  DOI: 10.1504/IJWOE.2026.10073749
   
  
• Decoding Quiet Quitting: A Comprehensive Systematic Literature Review and Research Agenda  
  by Tayfun Arar 
  Abstract: The term quiet quitting has gained significant scholarly attention in organisational studies since 2022. To provide a comprehensive understanding of the phenomenon, this study conducted a systematic literature review following the PRISMA-P guidelines. The selected studies were analysed in terms of their type, methodology, and primary focus areas. Results indicate that most are empirical and predominantly investigate the antecedents of quiet quitting, such as burnout, job satisfaction, and work engagement. Additionally, the healthcare and education sectors appear most frequently across the literature. The discussion section critically evaluates existing research, identifying key gaps and offering suggestions for future studies aimed at both academics and practitioners. Given the topics relevance and evolving nature, it is expected that quiet quitting will continue to attract academic interest. This review contributes to the growing body of knowledge by synthesising current findings and proposing new directions for understanding and addressing quiet quitting in diverse organisational contexts.
  Keywords: Quiet Quitting; Systematic Literature Review; PRISMA; Antecedents; Outcomes.
  DOI: 10.1504/IJWOE.2027.10074185
   
  
• Human Resource Flexibility and Organisational Effectiveness: the Role of Employee Intent to Stay  
  by Itishree Gita Kumari, Sharada Prasad Sahoo, Arjyalopa Mishra 
  Abstract: Drawing from the literature on employee flexibility, authors in this work have postulated the mediating effect of employee intent to stay on the relationship between HR flexibility and organizational effectiveness. To empirically examine the constructed hypothesis, using structured questionnaire responses from 391 manufacturing executives were analysed using correlation, regression and structural equation modelling. The results indicate that HR flexibility is positively associated with organisational effectiveness and intention to stay. The regression analysis revealed that HR flexibility positively influences the employee intent to stay and intent to stay positively influences organizational effectiveness. The fitness of the model was examined through structural equation modelling. The model was well explained by the path diagram and it explained employee intent to stay partially mediates the relationship between HR flexibility and organisational effectiveness.
  Keywords: HR Flexibility; Employee Intent to Stay; Organizational Effectiveness; Mediation Analysis.
  DOI: 10.1504/IJWOE.2027.10074202
   
  
• From Leadership to Learning: Resonant Leadership as a Catalyst for Resilience and Knowledge Sharing in IT Firms  
  by A. Kranthi Kumar, Anjali Rai, Mendemu Showry 
  Abstract: The current research investigated the influence of follower resilience and knowledge sharing in the context of resonant leadership and learning organization The constructs theoretical and relational narratives are drawn from complexity leadership theory (CLT) and social exchange theory (SET) CLT and SET provide patterns of resonant leader behaviour that affect flexibility, resilience, knowledge sharing through exchange and emotional assurance within organisational settings at a systemic and individual level The sample chosen for the study were the employees of Indian IT companies, using a combination of offline and online methods, including Google Forms, to collect 612 responses from two different time points The data was analysed using structural equation modelling (SEM) using Smart PLS 3 2 9 to establish a causal relationship between the variables The results indicated a significant mediation effect that highlights the impact of follower resilience, knowledge sharing, and resonant leadership on learning organization amounting to 62 1% variance.
  Keywords: Follower Resilience; knowledge sharing; Flexibility; Learning Organization and Resonant Leadership.
  DOI: 10.1504/IJWOE.2026.10074639
   
  
• Work-Life Balance as a Mediator of the Relationship Between Perceived Organisational Support and Employee Well-being in the Hotel Industry  
  by Anjali Rai, A.K. Kranthi, Mendemu Showry 
  Abstract: Employee well-being is an important determinant of the hotel industrys success, influencing individual performance and organisational outcomes. This study investigates the antecedents that enhance employee well-being in the hotel sector. This research proposes perceived organisational support (POS) and work-life balance (WLB) as antecedents that affect well-being. High levels of POS are essential for fostering employee well-being, as they reduce stress, enhance job satisfaction, and improve hotel industry performance. To achieve this research objective, data were collected from 305 full-time employees in the Indian hotel industry. Structural equation modelling and bootstrapping procedures assessed the hypothesised relationships between POS, WLB, and well-being. This study posits that WLB acts as a mediator, wherein employees who perceive strong organisational support are more likely to achieve a pleasant balance between their work and individual lives, resulting in greater well-being. Findings from this research contribute to academic work on employee well-being and highlight the significance of POS in creating work environments that support work-life balance. Additionally, these insights provide hospitality managers with evidence-based strategies to implement supportive practices that enhance employee well-being and foster a more effective workforce in the hotel industry
  Keywords: Work–life balance; Perceived Organizational Support and Employee Well-Being; Hotel Industry and Hospitality Sector.
  
  
• Unlocking the Nexus: Exploring Happiness at Work, Workplace Spirituality, and Organisational Citizenship Behaviour in Indian Private Sector Banks  
  by Rashi Banerji, Animesh Singh 
  Abstract: The paper investigates the impact of happiness at work (HAW) reflected by job satisfaction, engagement, and affective commitment on organisational citizenship behaviour (OCB) in Indian private sector banks. The study examines the mediating influence of workplace spirituality (WPS) represented by meaningfulness, compassion, embracing diversity, resilience and inner peace. The study sampled 522 respondents employed in five leading private-sector banks. The data was analysed using structural equation modelling (SEM) to investigate the relationship between independent (HAW), dependent (OCB), and mediating variables (WPS). The results explained that HAW positively impacts OCB, and all four dimensions of WPS (meaningfulness, compassion, embracing diversity, resilience and inner peace) mediate the relationship between HAW and OCB.). The findings conclude that organisations should use WPS as an effective tool to retain proficient employees who exhibit OCB and contribute to organisational performance.
  Keywords: Happiness of work; organization citizenship behavior; workplace spirituality; private sector banks.
  DOI: 10.1504/IJWOE.2026.10074738
   
  
• Mindfulness Among Medical Practitioners: The Role of Emotional Intelligence in Work-Life  
  by Shobha U. P., Ajoy S. Joseph 
  Abstract: Young medical practitioners are in the process of experiential learning and advancing to a maturity level of professionalism and expertise. The population of this study includes medical practitioners of less than 15 years of experience after completing graduation. It includes PG students in Medicine as well. There are many issues reported in media on the difficulties faced by the young doctors in hospitals, especially in their security. The first level of any treatment is to build confidence in patients and relatives that the disease can be cured. The senior doctors are matured, experienced and able to manage the mindset of patients efficiently. The results shows that as the experience increases, the doctors chose their preferred career line based on their potential to withstand occupational stress. Another fact observed among the medical practising as a job or a means for living hood than exploring and experiencing medical challenges.
  Keywords: Medical practitioners; mindfulness; occupational stress; Psychological level; Patient management; Hospital.
  DOI: 10.1504/IJWOE.2027.10074837
   
  
• Can Creativity Help me Keep my Job? Impact of Job Anxiety Components on Job Performance and Energy Depletion, Mediated by Creativity ?  
  by Vinit Singh Chauhan  
  Abstract: Research across the globe has revealed inconsistent findings regarding the relationship between job anxiety and job performance. Indeed, there is no conclusive empirical evidence of this association in the existing literature. Therefore, this study clarifies the relationship between job anxiety and job performance, considering the mediating effects of creativity. The findings revealed that inconsistencies in the relationship between job anxiety and job performance exist on account of oversight. Existing research has not explicitly investigated the underlying mechanism by which job anxiety components and their spillover effects impact the outcome variables -in this case, job performance. This study augments our understanding of the relationship between job anxiety and job performance by studying the components and their linkage with job performance. Further, it provides plausible solutions to address the unpredictability of job anxiety with various variables. These findings offer practitioners crucial insights into the underlying mechanism between job anxiety and performance; further, resulting recommendations will help employees better handle job anxiety and subsequently, enhance performance.
  Keywords: creativity; job anxiety; job performance; conservation of resources theory; career planning; job components; creativity.
  DOI: 10.1504/IJWOE.2027.10074841