الفهرس 
CHAPTER ONE: INTRODUCTIONOnly 14 pages are availabe for public view
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Abstract
This study examines whether the work-based identity occupies a spot within the Job Demands and Resources model (JD-R). It further investigates the mediating and/or suppressing role that work-based identity were expected to play within the model, instead of psychological states. The JD-R model became a prevalent instrumental tool since its appearance in the turn of the twenty-first century. Its inherent flexibility imposes appealing popularity as it is tailored to a wider variety of work settings. Initially, “the early and revised versions of the JD-R model only considered characteristics of the work environment”. The model was then extended to include some organizational and individual outcomes, such as organizational commitment, performance, and job satisfaction, which were conceived as outcomes of some mediating and moderating variables (e.g. personal resources, psychological states, etc.). The aim of this study is to expand the explanatory power of the JD-R model using a new test factor (i.e. the work-based identity) that is considered a multidimensional construct and also regarded as a new form of firm capital ”motivational capital”. In other words, the study suggests that the JD-R model influences satisfaction and performance, but not for the reasons those researchers believed. The study suspects that, rather than influencing the psychological states proffered by Bakker and his colleagues (2011), job’s motivational and stressful factors, instead, impacts the work-based identity. This in turn is expected to impact satisfaction and performance. Thus, a theoretical and empirical rationale is presented for integrating a variable capturing the internalization of self-image within the workplace to the JD-R model. The study’s population consists of all academic professionals who are currently filling administrative positions within 18 accredited faculties that are subjected to international standards (NAQAAE, 2010). Those faculties were chosen precisely, as this study seeks to investigate the impact of some variables on job performance. Those faculties evaluate the teaching performance of their academic staff regularly. In addition to this, the staff was expected to do more research than other staff in other faculties. Moreover, the professors filling administrative position are chosen to fit the comparable context of the questionnaire. Higher professional ranks have larger publication records than the faculty in lower ranks. So, it is expected to evaluate their research performance, as the publication in international journals is the main criteria. Besides, the academic leader at those faculties confronted stressful factors more than other leaders in other faculties, where one of the constant struggles facing academic leaders is to maintain the quality criteria. from these faculties, the population was restricted to the professors who worked on faculties located in Cairo and Alexandria. These restrictions were due to time, cost, juncture, and political instability. Thus, the sampling frame of this study is one based on professors filling administrative positions at accredited faculties located in Cairo and Alexandria.