Mediation Effect of Employees’ Well-Being in the relationship between Perceived Organizational Support and Adaptive Job Performance among Malaysian Government Servants
Abstract
Perceived organizational support (POS) is vital in boosting employees' adaptive job performance and well-being. Workers who sense that their organization supports them will be less stressed, happier about their jobs, experience improved mental health, increase their job performance drive and effectiveness. However, little research has been conducted to analyze this relationship, particularly in the context of the Malaysian public sector. Thus, this study aimed to clarify the interaction between POS, employees' well-being, and adaptive job performance among Malaysian government servants. Hypotheses were formulated based on the Job Demands-Resources (JD-R) Model and Broaden-and-Build Theory. These hypotheses encompass the direct influence of POS on adaptive job performance and the indirect effect of employees' well-being as mediators. The study used a questionnaire completed by 733 public sector employees in Malaysia and data was analyzed by way of multiple regression analysis. Result of the analysis asserted that while POS may directly influence performance, its effect is amplified when mediated through employee well-being. Thus, the findings of this study support the proposition that employees' well-being mediates relationship between POS and adaptive job performance. Based on the analyzed results, the study provides implications and recommendations to enhance adaptive job performance by improving POS and fostering employee well-being. Additionally, recommendations for future research are also provided.
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