The Impact of Internal Identity Asymmetry on Employee Behavior, Performance, and Job Satisfaction in Batam City

The Mediating Role of Psychological Distress

Abstract

Internal identity asymmetry is a psychological condition that arises when an individual feels misunderstood or misidentified by colleagues in the workplace. This experience can lead to psychological distress and affect employee behavior, performance, and job satisfaction. This study aims to evaluate the impact of internal identity asymmetry on three key organizational outcomes —work behavior, performance, and job satisfaction —with psychological distress serving as a mediating variable. A quantitative approach was used by distributing surveys to 98 employees from three sectors in Batam City: property, manufacturing, and logistics. Data were analyzed using partial least squares structural equation modeling. The results showed that internal identity asymmetry had no significant direct effect on behavior, performance, or job satisfaction. However, the indirect effect through psychological distress as a mediator was significant. Interestingly, despite the presence of psychological distress, employees still exhibited positive work outcomes. This suggests that psychological experiences at work can be complex and do not always lead to negative impacts. The findings underscore the significance of understanding identity perceptions in the workplace to promote employee well-being and organizational effectiveness.