SavedAdd your journal

Journals / Mehmet Akif Ersoy Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi / 2026 / Volume: 13 Issue: 3

The Multidimensional Mediating Role of Happiness at Work in the Effect of Creative Personal Identity on Employee Performance

Selçuk Kılıç(AKSARAY ÜNİVERSİTESİ)0000-0002-9287-4754
Pages
—
Publication Date
2026-09-30
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

The results indicate that CPI has a positive and direct effect on EP.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:The present research investigates how creative personal identity (CPI) impacts employee performance (EP).
📊
Key Findings & Data:Data collection was conducted using a web-based questionnaire administered to 423 professionals working in both public and private sectors in Türkiye.
💡
Conclusion & Impact:The results indicate that CPI has a positive and direct effect on EP.
🔬Design:Survey & Empirical Study
📍Scope:Comprehensive Sample
⚙️Variables:Creative Personal Identity · Employee Performance · Happiness at Work

Abstract

The present research investigates how creative personal identity (CPI) impacts employee performance (EP). Additionally, it evaluates the parallel mediating role of three distinct dimensions of happiness at work: work engagement, job satisfaction, and affective commitment. Data collection was conducted using a web-based questionnaire administered to 423 professionals working in both public and private sectors in Türkiye. Hypotheses were tested using a parallel mediation model with seven control variables. The results indicate that CPI has a positive and direct effect on EP. Among the three mediators, only work engagement was found to be a significant partial mediator between CPI and EP. The mediating effects of job satisfaction and affective commitment were not significant. Consequently, the study highlights that the sub-dimensions of happiness at work play differing roles in shaping behavioral outcomes. Work engagement serves as the key mechanism through which creative self-perception translates into higher performance. Practically, organizations should focus on fostering work engagement rather than relying solely on job satisfaction and affective commitment.

🔖

Cite This Article

Kılıç, S. (2026). The Multidimensional Mediating Role of Happiness at Work in the Effect of Creative Personal Identity on Employee Performance. Mehmet Akif Ersoy Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, Volume: 13 Issue: 3. https://doi.org/10.30798/makuiibf.1918373

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (11)

  1. Al-Fazari, M. K., Omara, E. M. N., Al-Bahrani, M. A., & Al Basami, A. S. S. (2026). A network analysis of the relationship between happiness at work, psychological safety, and job satisfaction dimensions: education context. BMC Psychology, 14(1), 369. https://doi.org/10.1186/s40359-026-04031-5
  2. Al-shami, S. A., Al mamun, A., Rashid, N., & Cheong, C. B. (2023). Happiness at workplace on innovative work behaviour and organisation citizenship behaviour through moderating effect of innovative behaviour. Heliyon, 9(5), e15614. https://doi.org/10.1016/j.heliyon.2023.e15614
  3. Amabile, T. M., & Pratt, M. G. (2016). The dynamic componential model of creativity and innovation in organizations: Making progress, making meaning. Research in Organizational Behavior, 36, 157–183. https://doi.org/10.1016/j.riob.2016.10.001
  4. Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411–423. https://doi.org/10.1037/0033-2909.103.3.411
  5. Bakker, A. B., & Bal, M. P. (2010). Weekly work engagement and performance: A study among starting teachers. Journal of Occupational and Organizational Psychology, 83(1), 189–206. https://doi.org/10.1348/096317909X402596
  6. Bakker, A. B., & Demerouti, E. (2007). The job demands‐resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/02683940710733115
  7. Becker, T. E., Atinc, G., Breaugh, J. A., Carlson, K. D., Edwards, J. R. and Spector, P. E. (2016). Statistical control in correlational studies: 10 essential recommendations for organizational researchers. Journal of Organizational Behavior, 37(2), 157–167. https://doi.org/10.1002/job.2053
  8. Woodman, R. W., Sawyer, J. E., & Griffin, R. W. (1993). Toward a theory of organizational creativity. The Academy of Management Review, 18(2), 293–321. https://doi.org/10.2307/258761
  9. Wright, T. A., & Cropanzano, R. (2000). Psychological well-being and job satisfaction as predictors of job performance. Journal of Occupational Health Psychology, 5(1), 84–94. https://doi.org/10.1037/1076-8998.5.1.84
  10. Wulandari, G. A., Susita, D., & Effendi, M. S. (2025). The impact of work engagement on job performance: Exploring the mediating role of innovative work behavior in the public sector. Pakistan Journal of Life & Social Sciences, 23(1), 5005–5017. https://doi.org/10.57239/PJLSS-2025-23.1.00399
  11. Yusuf, F., Husen, A., Suparno, & Suhendra, A. D. (2025). The determinant analysis of happiness at work (HAW): A systematic literature review. Ilomata International Journal of Social Science, 6(2), 371 – 391. https://doi.org/10.61194/ijss.v6i2.1702