THE INFLUENCE OF DECENT WORK (SDG 8) ON EMPLOYEE WELL-BEING (SDG 3) IN STRESS RELATED JOBS IN THE HOSPITALITY SECTOR: ASSESSING JOB SATISFACTION AS A MEDIATOR AND THE MODERATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT
Abstract
This study explores the influence of Decent Work (SDG 8) on Employee Well-Being (SDG 3) in high-stress roles within Pakistan’s hospitality sector, with a particular focus on the mediating role of Job Satisfaction and the moderating effect of Perceived Organizational Support (POS). Grounded in the Job Demands–Resources (JD-R) model, and the Self-Determination Theory, the research adopts a time-lagged survey design across three-star hotels in Lahore. Data were collected from 300 customer service employees using validated scales for decent work, job satisfaction, employee well-being, and Perceived Organizational Support. Structural Equation Modeling (SEM) revealed that while decent work did not have a significant direct effect on employee well-being, it significantly enhanced job satisfaction, which in turn positively influenced well-being. Job satisfaction was found to mediate the relationship between decent work and well-being. Furthermore, POS negatively moderated the relationship between decent work and job satisfaction—indicating that higher organizational support reduced the marginal benefit of decent work on satisfaction. However, POS did not significantly moderate the link between job satisfaction and well-being. The findings emphasize the importance of creating supportive, equitable, and fulfilling work environments to foster sustainable workforce outcomes in stress-intensive service roles. Implications for HR practices and sustainable employment policy are discussed.
