Role of Organizational Practices on Employees’ Performance: The Mediating Role of Organizational Based Self Esteem

Abstract

The purpose of this research was to extend the existing body of knowledge on the relationship between organizational practices and employees’ performance into the context of private Insurance organizations of Pakistan. It was an empirical quantitative study. The framework illustrates two dimensions of organizational practices including gender discrimination and organizational justice and their hypothesized relationship with employee performance, as well as the influence of organization based self esteem as mediating variable on the relationship between organizational practices and employees’ performance. Questionnaire used for data collection was adapted from previous researches. Several statistical techniques, including reliability, normality, arithmetic mean, standard deviation, regression analysis and correlation coefficients were used to test the hypotheses of the study. Consistent with prior research, a direct and significant relationship was found between organizational justice and employee performance. But the gender discrimination as hypothesized does proved insignificant while showed strong association with employee performance. The mediation relationship between IVs and DV reported positive association with only Organizational Justice and Employee Performance.