Abstract
Individual performance is measured by a person's contribution to attaining this objective, whereas public organisation performance is measured by goals achieved in accordance with its mission statements. Positive individual behaviour is important for positive life outcomes, such as professional ethics. Individuals with strong integrity between their psychological (spiritual) and physical (physical) functions are one of the determinants of individual performance in organisations. Integrity is a promise to do everything in line with right and ethical principles, as well as values and standards, and there is consistency in continuing to make these commitments in every scenario without seeing any chance or coercion to break them. Individual integrity and performance are strongly influenced by the person-environment fit (person-job fit and person-organization fit). Due to the several corruption cases in Malaysia, the impacts of person-environment fit (person-job fit and person-organization fit) on individual integrity and performance of public sector personnel are investigated in this study. The suggested model was tested using partial least squares on a sample of 214 public sector employees in Penang. Integrity and individual performance is positively influenced by both person-job fit and person-organization fit, with person-organization fit having a stronger effect. Furthermore, the moderating effects of Public Service Motivation in the relationship between person-environment fit and the integrity and individual performance are not significant. As a result, it is critical to design strategies and implement suitable organisational environments in order to successfully raise the integrity and performance levels of public sector employees/
Highlights
Individual performance is a requirement for professional advancement as great performers get promoted sooner and have better career alternatives (Sonnentag & Frese, 2002)
The results indicate that Public Service Motivation does not moderate the relationship between person-job fit (PJ fit) (β=0.010, p=0.473) and person-organisation fit (PO fit) (β=0.169, p=0.119) and individual performance
The study aimed to test the effects of PJ fit and PO fit on integrity and individual performance and investigate the moderation effect of Public Service Motivation (PSM) on the integrity and individual performance of public service employees
Summary
Individual performance is a requirement for professional advancement as great performers get promoted sooner and have better career alternatives (Sonnentag & Frese, 2002). Individual performance is what organisations try to optimise and improve. The study of employee performance is vital in the field of human resource management. In the present situation where the government emphasises the human model of the country in terms of intellectual knowledge, competence and skills, integrity plays a crucial role as a component in enhancing the robustness of the country’s performance model. Mahdavikhou, Hossein, Moez, Khotanlou, & Karami (2014), based on Iranian culture, indicated that moral intelligence among employees such as integrity and accountability could create a chain effect to ethical thinking and decision making and sequentially adds to higher job performance Integrity is a contributor to acknowledging lives enriched by work and relationships (Sani, Endin, Masrek, Sahid, Baba & Kamis, 2016). Mahdavikhou, Hossein, Moez, Khotanlou, & Karami (2014), based on Iranian culture, indicated that moral intelligence among employees such as integrity and accountability could create a chain effect to ethical thinking and decision making and sequentially adds to higher job performance
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