The Impact of Workplace Inequality on Employee Performance: Moderating Role of Work Social Support and Workplace Resilience in Mitigating the Effect of Perceived Discrimination

Abstract

This paper aims to examine how workplace inequality effect employee performance of Academia of South Punjab, Pakistan; exploring the mediation role of perceived discrimination and moderating role of work social support and workplace resilience. The targeted population for this research comprised the 470 employees (faculty) in the academia of South Punjab in Pakistan. These participants included a diverse range of faculty members from numerous academic fields, offering a complete view of the impact of workplace inequality in the academic sector. As per the research, workplace inequality effects the employee performance. Workplace inequality is a serious and pervasive issue, affecting both employee productivity and ability to design job responsibilities. This study delves into intricate dynamics of workplace inequality, and analyzes the impact of workplace inequality on employee performance by examining the moderating role of work social support and resilience. The negative impacts of inequality are exacerbated by perceived discrimination, which causes disengagement and reduces desire for proactive efforts such as employee performance. Moreover, the study also examines how the impact of work social support and resilience can influence results. Receiving emotional and practical help from colleagues and supervisors at work, known as workplace social support, can decrease the negative effects of inequality and discrimination by lowering stress levels and fostering a more inclusive atmosphere. Resilience, as a characteristic of individuals, helps
employees to recover from obstacles, reducing the impact of stress and encouraging a proactive approach to adapting work duties in challenging circumstances. This research highlights the importance of addressing workplace inequity and establishing supportive work atmosphere in order to enhance both employee performance and their efficiency