An Empirical Investigation of the Effects of Supportive Organizational Climate on Psychological Well-Being by Using Job Satisfaction as Mediator and Person-Job Fit as Moderator in Higher Educational Systems

Abstract

Background: Employee psychological well-being is increasingly recognized as a critical determinant of organizational effectiveness, particularly in higher education institutions where academic staff face complex professional demands, performance pressures, and evolving institutional expectations. Supportive organizational climates may provide psychosocial resources that improve employee attitudes and mental health outcomes, yet the mechanisms linking workplace climate to psychological well-being remain insufficiently explored within academic environments. Objective: This study examined the relationship between supportive organizational climate and psychological well-being among employees in higher education institutions, while evaluating the mediating role of job satisfaction and the moderating role of person–job fit. Methods: A cross-sectional observational study was conducted among 200 employees working in higher education institutions in Rawalpindi, Pakistan. Data were collected using a structured questionnaire measuring supportive organizational climate, job satisfaction, person–job fit, and psychological well-being on five-point Likert scales. Descriptive statistics, Pearson correlation analysis, and regression-based mediation and moderation analyses were performed using the PROCESS macro in SPSS (version 28) with bootstrapped confidence intervals based on 5,000 resamples. Results: Supportive organizational climate was positively associated with psychological well-being (β = 0.271, p < 0.001) and job satisfaction (β = 0.709, p < 0.001). Job satisfaction was strongly associated with psychological well-being (β = 0.711, p < 0.001) and significantly mediated the relationship between supportive organizational climate and psychological well-being (indirect effect β = 0.631, 95% CI: 0.504–0.756). Person–job fit demonstrated positive associations with job satisfaction and psychological well-being but did not significantly moderate the relationship between supportive organizational climate and job satisfaction (β = −0.013, p = 0.302). Conclusion: Supportive organizational climates contribute to improved psychological well-being among higher education employees primarily through enhanced job satisfaction, highlighting the importance of supportive institutional practices for promoting employee mental health and positive workplace experiences.