GASLIGHTING AND JOB SATISFACTION IN EMPLOYEES WORKING IN THE CORPORATE SECTOR; THE MODERATING ROLE OF GENDER

Abstract

This study examined the impact of organizational gaslighting on job satisfaction, with gender considered as a potential moderator. Drawing on Human Relations Theory, two dimensions of gaslighting, Trivialization and Affliction, were assessed among 401 employees in Pakistan using a correlational cross-sectional design. Reliability analysis indicated acceptable internal consistency for both dimensions, though average variance extracted (AVE) values suggested convergent validity. Discriminant validity, tested through HTMT ratios, was satisfactory. Structural model results showed that neither Trivialization nor Affliction significantly predicted job satisfaction, and gender did not moderate these relationships. The predictors accounted for only 5.4% of the variance in job satisfaction (R² = .054). These findings suggest that gaslighting may influence job satisfaction indirectly and that broader organizational and psychosocial variables should be explored. Practical implications emphasize the importance of anti-gaslighting policies and supportive workplace climates to protect employee well-being