Impact on Psychological Capital and Adaptive Performance During Pandemic: A Study of Malaysia Young Professionals in Malaysia Service Sectors Context

Ummi Kalsum Hassian,Rachel Samuel,Shereen Noranee

doi:10.6007/ijarbss/v12-i1/12059

Ummi Kalsum Hassian, Rachel Samuel + Show 1 more

Open Access

https://doi.org/10.6007/ijarbss/v12-i1/12059

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Abstract

Adaptive Performance Behaviour, the focus of this study, has received much attention as new workplace demands require flexible employees who are tolerant of uncertainties and can successfully perform in dynamic, competitive environments. This study examines the significance of psychological capital on adaptive performance behaviour in the context of young professionals in the Malaysian service sector. PsyCap has continually been a critical factor for optimum organization performance. This study was conducted to determine whether the same elements that impacted PsyCap were still relevant during the pandemic. With the majority of employees being requested to work from home, it is important to determine what factors still affected PsyCap. The study was conducted among young professionals in Malaysia Service Sectors. A total of 173 respondents responded to the questionnaire and data was analysed using PLS. Interestingly, hope was found statistically not a significant factor affecting adaptive performance behaviour.

Highlights

Performance is the behaviour of employees that be able to be observed in their jobs in relevance to the goals of the organization (Tyler et al, 2017)
Performance is the most crucial concept and it could be measured through four components, namely, task, interpersonal, dedicative, and adaptive performance behaviour (Wang et al, 2018)
To test the discriminant validity, we used the HTMT ratio whereby suggested that if the HTMT ratios are lower than 0.90 there is no problem of discriminant validity

Summary

Introduction

Performance is the behaviour of employees that be able to be observed in their jobs in relevance to the goals of the organization (Tyler et al, 2017). Adaptive performance behaviour can simplify encouraging consequences such as enhanced performance capability and career success (Supriyadi et al, 2020). This would lead to organizational outcomes such as organizational learning and coping with changing customer expectations (Kasim et al, 2018). Existing studies ((Alessandri et al, 2018; Choi et al, 2019; Tüzün et al, 2018), believes that there is a strong correlation between Psychological Capital (Psycap) and job performance of employees in organization. The constant evolving of socioeconomic and technological environment highlighted the need for organizations to constantly adapt. PsyCap represents a positive psychological state where hope, optimism, self-efficacy, and resilience are designed to improve individual and organizational performance (Georgiou et al, 2019)

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