Main Article Content
Job performance quality, positive organizational behaviour, work engagement, workforce capabilities, psychological capital.
This study is directed to answer the utilization of positive organization behaviour (POB) theory to encourage the actual state-like psychological resource capacities such as self-efficacy, hope, optimism, and resilience to ascertain workforce capabilities and issues of job performance quality aspects of in-role behaviour and extra-role behaviour, which the researcher believes it can contribute to the development of the workforce. The questions and relationship of many factors towards job performance quality has been widely debated in human resources field, with scholars discusses various facets such as psychological well-being, performance appraisal, and workplace environment, however the application and implementation of POB are still less discussed in the Asia country as a whole and Malaysia context as compared to the Western region.
This study will also examine the moderating effects of work engagement on the relationship of POB and job performance capabilities among public sector staff in Wilayah Persekutuan Putrajaya, which focuses to the “Pegawai Tadbir dan Diplomatik” (PTD) officer with the current service year maximum of 5 years. Data will be collected via questionnaires and the study will be using SPSS and AMOS to analyse the data. A quantitative study will be conducted towards the process of gaining data and a result regarding POB, work engagement and job performance quality to uncover the philosophy of organizational behaviour with the psychology adding concept and directly it hopes to reveal its antecedents and consequences.
Therefore, the findings will be expected to show the effects of POB and work engagement in job performance capabilities which substantial for the public sector staff in order to improve their service quality and higher performance.
2. Bandura A. (1982) Self Efficacy Mechanism in Human Agency. American Psychologist. Vol. 37 (2). http://psycnet.apa.org/doi/10.1037/0003-066X.37.2.122
3. Byrnes (2006). The art of motivation. Business Week, pp. 57-62.
4. Campbell, J.P. (1990). Modeling The Performance Prediction Problem In Industrial And Organizational Psychology. In M.D. Dunnette and L.M. Hough (Eds.), Handbook of Role-Based Performance Scale Psychology, Vol. 1 (2) pp 687-732.
5. Fleishman E. A. (1973). Twenty years of consideration and structure. In Fleishman E. A., Hunt J. G. (Eds.), Current developments in the study of leadership (pp. 1-37). Carbondale: Southern Illinois University Press.
6. Friedrich, G.W. (2000). Methods of Inquiry: Sampling Theory. Retrieved April 1, 2015, from www.scils.rutgers.edu.
7. Gorgievski, M.J., Bakker, A.B. & Schaufeli, W.B. (2010). Work engagement and workaholism: Comparing the self-employed and slaried employees. The Journal of Positive Psychology, 5(1), 83-96. http://dx.doi.org/10.1080/17439760903509606
8. Jasmani, M.Y. & Mahajar, A. J. (2011). Stress and psychological well-being of government officers in Malaysia. The Journal of Human Resource and Adult Learning, 7(2), 40.
9. Haenisch J. P. (2012). Factors Affecting the Productivity of Government Workers. Sage Journals. Vol. 2 (1). https://doi.org/10.1177/2158244012441603
10. Hiebert, b. (2006). A Contemporary Look at Stress and Burnout: Clarifying the Nuances. The Alberta Counsellor, 29(1), 16-25. Retrieved April 1, 2015, from www.ijsrp.org.
11. Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Schaufeli, W. B., De Vet, H. C. W., & Van der Beek, A. J. (2011). Conceptual Frameworks of Individual Work Performance: A Systematic Review. Journal of Occupational and Environmental Medicine, 53, 856-866. https://doi.org/10.1097/JOM.0b013e318226a763
12. Krejcie, R.V. & Morgan, D.W. (1970). Determining Sample Size for Research Activities. Educational & Psychological Measurement. Vol. 30. Pp 607-610.
13. Luthans, F. (2002), Positive Organizational Behaviour: Developing and Managing Psychological Strengths, Academy of Management Executive, Vol. 16, pp. 57‐72. https://doi.org/10.5465/AME.2002.6640181
14. Luthans, F. and Youssef, C.M. (2007), Emerging Positive Organizational Behaviour, Journal of Management, Vol. 33, pp. 321‐49. https://doi.org/10.1177/0149206307300814
15. Luthans, F. & Peterson, S.J. (2002) "Employee Engagement and Manager Self‐Efficacy". Journal of Management Development. Vol. 21(5). pp.376-387. https://doi.org/10.1108/02621710210426864
16. Luthans, F., Avolio, B. J., Walumbwa, F. O. and Li, W. (2005), The Psychological Capital of Chinese Workers: Exploring the Relationship with Performance. Management and Organization Review, 1: 249–271.
17. Mahazril A.Y., Zuraini Y.Z., Hafizah H.A.K., Aminuddin A., Zakaria Z., Noordin N., Mohamed B.A.
(2012) Work Motivation among Malaysian Public Servants. Asian Social Science, 8 (12) , pp. 238-242. http://dx.doi.org/10.5539/ass.v8n12p238
18. Maxham JGI, Netemeyer RG, Lichtenstein DR. The Retail Value Chain: Linking Employee Perceptions to Employee Performance, Customer Evaluations, and Store Performance. Market Sci. 2008; 27:147–167. https://doi.org/10.1287/mksc.1070.0282
19. Munir, S. Muhammad, J.M. & Mohammad, S. (2012). The Impact of Job Satisfaction on organizational Commitment. A Study of Faculty Members of Private Universities.Vol. 3(11). Pp 799-808.
20. Nelson, D. & Cooper, C.L. (2007). Positive Organizational Behavior : Accentuating Positive at Work. Yhousand Oaks, California: Sage.
21. Nur, Z. & Narehan, H. (2015). The Relationship between Workplace Environment and Job Performance in Selected Government Offices in Shah Alam, Selangor. International Review of Management and Business Research. Vol. 4 (3).
22. Pekrun, R., Elliot, A. J., & Maier, M. A. (2006). Achievement Goals and Discrete Achievement Emotions: A Theoretical Model and Prospective Test. Journal of Educational Psychology, 98, 583–597. https://doi.org/10.1037/0022-0622.214.171.1243
23. Proctor, C. (2014) Effective Organizational Communication Affects Employee Attitude, Happiness and Job Satisfaction. Master Dissertation. Southern Utah University.
24. Pushpakumari, M.D. (2008). The Impact of Job satisfaction on Job Performance: An Empirical Analysis. Pp 89-105.
25. Salkind, Neil J. (2003). Exploring Research. 5th ed. New Jersey: Prentice Hall.
26. Schaufeli, W.B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The Measurement Of Engagement And Burnout: A Confirmative Analytic Approach. Journal of Happiness Studies, vol. 3, 71-92 https://doi.org/10.1023/A:1015630930326
27. Sekaran, Uma. (2006). Research Methods for Business: A Skill Building Approach. 4th ed. New Delhi: Wiley India.
28. Scheier, M. F., & Carver, C. S. (1985). Optimism, Coping, and Health: Assessment and Implications of Generalized Outcome Expectancies. Health Psychology, 4 (3), 219-247. https://doi.org/10.1037/0278-6126.96.36.199
29. Snyder, C. R., Kevin L. Rand, and David R. Sigmon (2002). Hope Theory: A Member of the Positive Psychology Family. in Handbook of Positive Psychology, C. R. Snyder and Shane J. Lopez, eds. Oxford, UK: Oxford University Press, 257-276.
30. Strutton, D., and J. Lumpkin.(1992)Relationship Between Optimism and Coping Strategies in the Work Environment. Psychological Reports, Vol. 71, No. 3, pp. 1179-1186. https://doi.org/10.2466/pr0.1992.71.3f.1179
31. Walsh, J. P., Weber, K., & Margolis, J. D. (2003). Social issues in management: Our lost case found. Journal ofManagement,29, 859–881. https://doi.org/10.1016/S0149-2063_03_00082-5
32. Welbourne, T. M., Johnson, D. E. & Erez, A. (1997). The Role-Based Performance Scale: Validity Analysis Of A Theory-Based Measure. Retrieved April 1, 2014015 from digital