Does Psychological Capital Matter for the Public Sector Employees? A Survey of the Impact of Psychological Capital on Individual Job Performance in Malaysia

Alias, Nurul Ezaili; Abu, Norfatiha; Koe, Wei-Loon; Marmaya, Najihah Hanisah; Romaiha, Rozana Othman Noor Rafhati

doi:10.6007/ijarbss/v10-i8/7625

Cited by 6 publications

(6 citation statements)

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“…PsyCap has attracted significant attention in Malaysia and has been the primary subject of extensive investigations aimed at examining its influence on employee well-being and organisational performance (Othman, 2021;Jiony et al, 2021;Alias et al, 2020;Abdullah & Sabri, 2022). Scholars also have underscored the importance of cultivating PsyCap among individuals in the social welfare sector to ensure their well-being and effectiveness (Al-Abrarb et al, 2023).…”

Section: Psycap and Job Performancementioning

confidence: 99%

“…Moreover, Hassian et al (2022) have highlighted the pivotal role played by PsyCap in optimizing organisational performance. However, the exploration of PsyCap in Malaysia has been confined to a select few domains, namely education (Othman, 2021), the hospitality sector (Jiony et al, 2021), and the governmental sphere (Alias et al, 2020), despite the introduction of PsyCap as early as 2002. These studies have identified gaps in the theoretical development and empirical research on PsyCap in Malaysia, thereby underscoring the necessity for further investigation.…”

Section: Psycap and Job Performancementioning

confidence: 99%

“…Despite a limited body of literature within the Malaysian context, the authors agreed with the crucial role of hope in augmenting both employee job performance and wellbeing. For instance, Alias et al (2020) examined the concept of PsyCap in the public sector, while Chan and Hooi (2023) investigated the impact of rewards and acknowledgments on employee motivation, which in turn influences employee performance. Therefore, hope has been recognized as a significant psychological asset that contributes to academic achievement, career advancement, and job performance.…”

Section: Hope and Job Performancementioning

confidence: 99%

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The moderating effect of generational characteristics on the relationship between psychological capital and job performance: the development of conceptual framework

Sipon,

Majid,

Sahari

2024

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Employee job performance plays a pivotal role in ascertaining an organization's competitive edge. Despite the recent surge in interest in Psychological Capital (PsyCap) as a novel approach to augmenting employee job performance, this area of study has received limited attention in the Malaysian context. Meanwhile, the issue of stress and anxiety appears to be closely associated with Generation Z (Gen Z). As the youngest cohort in the workforce, the initial phase of Gen Z's entry into the workplace gives rise to various concerns, including job engagement and job turnover. Despite extensive discussions on these matters in recent studies, the understanding of their impact on job performance and the underlying mechanisms remains limited. Hence, the aim of this conceptual paper is to propose a conceptual model that empirically examines the relationship between PsyCap and job performance. Additionally, the role of generational characteristics as a moderator in this relationship will also be explored. The proposed conceptual framework holds significant potential for contributing to future research endeavours.

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Section: Psycap and Job Performancementioning

confidence: 99%

Section: Psycap and Job Performancementioning

confidence: 99%

Section: Hope and Job Performancementioning

confidence: 99%

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The moderating effect of generational characteristics on the relationship between psychological capital and job performance: the development of conceptual framework

Sipon,

Majid,

Sahari

2024

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“…Studies regarding PsyCap are increasingly massive because Psycap has contributed to individuals' life and career. Scholars claimed that PsyCap influences performance (e.g., Imran & Shahnawaz, 2020;Rodríguez-Cifuentes et al, 2020;Alias et al, 2020, Ali et al, 2021. Moreover, PsyCap has significantly affected career outcomes (Baluku et al, 2021), innovative behavior (Slatten et al, 2020; Wang, Chen, & Zhu, 2020), and job satisfaction (Burhanuddin et al, 2019).…”

Section: Psycap and Ocbmentioning

confidence: 99%

On Psychological Capital Affects Organizational Citizenship Behavior Through Affective Commitment

Widodo

Gustari

2021

jhsss

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This study explores the empirical effect of psychological capital (PsyCap) on organizational citizenship behavior (OCB) mediated by affective commitment. A questionnaire in the Likert scale model collected research data. The sample of this research is 469 teachers of senior schools in Indonesia selected by accidental sampling. Data analysis uses path analysis supported by descriptive statistics and correlational matrics. The study indicates that PsyCap significantly affects teachers’ OCB, directly and indirectly, mediated by affective commitment. Thus, the teachers’ OCB can enhance through PsyCap and affective commitment. Therefore, a new model regarding the effect of PsyCap on teachers’ OCB, mediated by affective commitment, was confirmed. Thus, the researchers and practitioners can adopt or adapt a new empirical model to increase teachers’ OCB through PsyCap and affective commitment in the future.

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“…This concept, closely aligned with positive psychology and positive organizational behavior (Ngwenya and Pelser, 2020), encapsulates the inherent capabilities and skills of individuals that can be nurtured to elevate their performance (Olomi, 2022). Moreover, Alias et al (2020) posit that psychological capital encompasses the mechanisms through which positive attitudes are cultivated, empowering individuals to assume responsibilities and contribute to the enhancement of individual, group, and organizational performance. Furthermore, Purwanto et al (2021) underscore that psychological capital varies among individuals, influenced by their personal attributes and the conditions of the work environment.…”

Section: Introductionmentioning

confidence: 99%

Enhancing entrepreneurial strategy skills in Saudi universities employees: The impact of psychological capital

Hassan,

Aldawsari,

Frikha

et al. 2024

J. Infras. Policy. Dev.

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Psychological capital is recognized as a positive and unique factor that plays a crucial role in human resource development and performance management. It has the potential to increase employees’ efforts towards achieving organizational goals and improving their entrepreneurial strategy skills. The objective of this study was to examine the contribution of psychological capital in enhancing the entrepreneurial strategy skills of employees in Saudi universities. The study employed a descriptive approach, specifically utilizing the survey study method. The study sample was intentionally selected from different categories within the study population. Data was collected from 530 participants using two questionnaires. The findings revealed that employees exhibited an average level of psychological capital, while their practice of entrepreneurial strategy skills was rated as poor. The study also demonstrated that psychological capital significantly contributes to enhancing employees’ entrepreneurial strategy skills. Furthermore, statistically significant differences were observed in the psychological capital of employees across certain variables, such as personal and functional aspects. The average level of psychological capital among employees indicates the need for further development in this area. By focusing on enhancing psychological capital, organizations can effectively improve the entrepreneurial strategy skills of their employees. It is clear that investing in the psychological capital of employees can lead to significant improvements in their entrepreneurial strategy skills. This highlights the potential for organizations to foster a more entrepreneurial mindset and approach among their staff members. Additionally, the study’s findings underscore the need to tailor interventions and development programs to address specific aspects of psychological capital that may vary across different employees. Overall, the study emphasizes that psychological capital is a valuable resource that should be nurtured and developed within the organizational context. By doing so, organizations can not only enhance the entrepreneurial strategy skills of their employees but also cultivate a more resilient, motivated, and engaged workforce. This has the potential to contribute to the overall success and innovation of Saudi universities and similar institutions.

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Does Psychological Capital Matter for the Public Sector Employees? A Survey of the Impact of Psychological Capital on Individual Job Performance in Malaysia

Cited by 6 publications

References 0 publications

The moderating effect of generational characteristics on the relationship between psychological capital and job performance: the development of conceptual framework

The moderating effect of generational characteristics on the relationship between psychological capital and job performance: the development of conceptual framework

On Psychological Capital Affects Organizational Citizenship Behavior Through Affective Commitment

Enhancing entrepreneurial strategy skills in Saudi universities employees: The impact of psychological capital

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