Impact of internal identity asymmetry on employee's behaviors and feelings: A mediating role of psychological distress.

Individuals may experience internal identity asymmetry when they feel misidentified and believe their colleagues do not recognize their work-related identities. This research examines the impact of internal identity asymmetry on their behavior and emotional outcomes at the workplace in Pakistan. Data was collected through a survey and received responses from 393 participants at different levels of management in various sectors of Pakistan. A partial least square-based structural equation modeling technique has been used to validate the proposed research model and develop hypotheses. The findings indicate that psychological distress has a positive indirect effect on both outcomes, such as individual work performance and well-being during personal and professional base asymmetries time. The result indicates that employees face psychological distress while experiencing internal identity asymmetries, which may decrease the performance and well-being of the employees. Findings highlight the importance of coping strategies in improving the performance and well-being of employees. Managers can be supportive in maintaining a positive workplace environment where individuals can have a more accurate self-perception and a better understanding of their colleagues' perspectives. This, in turn, enables them to adopt appropriate coping strategies to enhance both performance and well-being.

Remuneration differences in the emerging economies of China and India.

Emerging economies by definition tend to be less dependent on expatriate skills and labour than lower-income countries, yet remuneration (pay plus benefits) differences between expatriate and local workers persist in them to some degree. According to relative deprivation theory, economic development paradoxically elevates the salience of relatively small gaps in remuneration. We therefore expected workers to report injustice and demotivation regarding relative remuneration, despite the closing of remuneration gaps between expatriate and local workers due to the economic development of recent years. To explore that possibility, 482 skilled professionals from a variety of sectors and organizations in two emerging economies, India (n = 233, response rate = 54%) and China (n = 249, response rate = 58%), participated in the research. International salaries were greater than local salaries by a factor of 2.73:1 in India and 1.90:1 in China; these mean ratios bordered on intolerable in the India sample and were largely tolerable among the sample from China. In both countries, differently remunerated workers differed in their justice cognitions and their demotivation, with lowered motivation and fewer justice cognitions in the locally salaried, local workers. These differences were however more statistically significant between people working in India than in China. Insofar as the motivational and justice gaps persisted, the findings support relative deprivation theory. Insofar as the same gaps appear to be sharper in the country with the higher-not lower-mean remuneration differential, they do not. An in-country workshop with local experts who interpreted the findings (in India), and content analysis of the participants' recommendations (in China) jointly recommended linking remuneration to (i) workplace performance instead of (ii) economy-of-origin, to help promote (iii) fairness.