This study, using affective events theory (AET) as a framework of reference, focuses on job satisfaction and job performance of academics with social sciences backgrounds working in Malaysian universities and colleges. More specifically, it aims at examining the influence of workplace features such as involvement, workload, and welfare on job satisfaction through role conflict, as a work event, and positive affect. In addition, the mediating role of job performance on the relationship between positive affect and job satisfaction was considered. Data were collected from 1000 academics via an online platform, and partial least squares structural equation modeling (PLS-SEM) method was adopted for data analysis. While all the four hypotheses were empirically supported, the results highlighted the considerable role of workload in increasing role conflict and the negative impact of role conflict on positive affect. We extended the results using finite mixture partial least squares (FIMIX-PLS) segmentation method, as a recommended PLS robustness check, and importance-performance map analysis (IPMA), to identify the major areas of improvement to be addressed by management activities on the grounds of the proposed model. Implications, limitations, and recommendations were discussed too.

本研究使用情感事件理论 (AET) 作为参考框架，重点关注在马来西亚大学和学院工作的具有社会科学背景的学者的工作满意度和工作绩效。更具体地说，它旨在通过作为工作事件和积极影响的角色冲突来检查工作场所特征（例如参与度、工作量和福利）对工作满意度的影响。此外，还考虑了工作绩效在积极情感和工作满意度之间的中介作用。通过在线平台收集了1000名学者的数据，并采用偏最小二乘结构方程模型（PLS-SEM）方法进行数据分析。虽然所有四个假设都得到了经验支持，结果突出了工作量在增加角色冲突方面的重要作用以及角色冲突对积极影响的负面影响。我们使用有限混合偏最小二乘 (FIMIX-PLS) 分割方法扩展了结果，作为推荐的 PLS 稳健性检查和重要性 - 性能图分析 (IPMA)，以确定管理活动要解决的主要改进领域建议模型的依据。还讨论了影响、局限性和建议。以建议的模式为基础，确定管理活动要解决的主要改进领域。还讨论了影响、局限性和建议。以建议的模式为基础，确定管理活动要解决的主要改进领域。还讨论了影响、局限性和建议。