Impact of loneliness in the workplace on employees' job performance: Mediating role of affective commitment

This study investigates the impact of workplace loneliness on job performance among Generation Z employees in Malaysia, with affective commitment as a mediating factor. Grounded in the Affective Theory of Social Exchange (ATSE), it explores how emotional disconnection at work influences employee commitment and performance, particularly within collectivist cultural contexts. A quantitative methodology was employed using survey data from 271 Gen Z employees across Malaysia. Data were analysed via PLS-SEM to test four hypothesised relationships between workplace loneliness, affective commitment, and job performance. Findings indicate a significant negative relationship between workplace loneliness and both affective commitment and job performance. Conversely, affective commitment has a positive influence on job performance and mediates the relationship between workplace loneliness and performance outcomes. These results underscore the importance of fostering emotional attachment in digitally native yet socially vulnerable Gen Z employees. The cross-sectional design and cultural specificity limit the study, affecting generalisability. Nonetheless, it contributes to the underexplored discourse on workplace loneliness in non-Western settings and extends the application of ATSE. Its value lies in offering practical insights for organisations aiming to enhance Gen Z's workplace experiences through supportive, socially connected environments.