Determinants of Job Performance in Professional Workers and Moderating Effect of Gender: The Peruvian Case

As the workforce adapts to evolving professional demands, working conditions simultaneously become increasingly stressful, competitive, and challenging, making it essential to examine the determinants of job performance among highly educated workers. This study investigates the influence of psychological capital, work–life balance, rewards, and incentives, and work commitment on job performance among higher education professionals, with particular attention to gender differences. A survey was administered to 661 university-educated workers, and the data was analyzed using covariance-based structural equation modeling (CB-SEM). Results demonstrate that psychological capital, work–life balance, and rewards and incentives positively influence job performance across both genders. However, the mediating effect of work commitment between rewards and incentives, work–life balance, and job performance was confirmed only among women. Work–life balance emerged as the primary factor influencing psychological capital, surpassing the impact of rewards and incentives. The findings reveal significant gender differences in professional commitment patterns, suggesting that women workers exhibit stronger emotional connections between organizational support mechanisms and performance outcomes. Practical implications emphasize the need for organizations to prioritize work–life balance strategies as foundational elements of human resource management, while implementing comprehensive reviews of gender equality policies to ensure equitable workplace experiences. This research contributes valuable insights for developing targeted interventions that optimize professional performance while addressing gender-specific workplace dynamics in emerging economies.