A Study of the Factors of Job Performance during COVID-19: an Empirical Analysis

Kwong, Brian (2023) A Study of the Factors of Job Performance during COVID-19: an Empirical Analysis. Masters thesis, Tunku Abdul Rahman University of Management and Technology.

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Abstract

This research examines the perception of the Information Technology (IT) employees on the factors that may affect job performance in the remote working environment during the Covid-19 pandemic in Malaysia. This study is conducted using the quantitative research method. The results indicated that perceived compensation and perceived supervision were found to be positively associated with job performance. Additionally, perceived job insecurity was also found to be negatively related to job performance. Perceived interpersonal trust and perceived compensation also positively affects job satisfaction, however job satisfaction does not mediate (1) the positive association between perceived interpersonal trust and job performance and (2) the positive link between perceived compensation and job performance. Unexpectedly, job satisfaction was found to not be related with job performance in this study and also employees’ satisfaction with organization Covid-19 responses is also not associated with job performance. The moderating effect of self-discipline on the relationship between perceived supervision and job performance was significant and positive. This study fills a significant gap in the change of working environment from conventional to remote working by exploring the factors that may affect job performance of Malaysia's IT employees during the Covid-19 pandemic. Theoretically, this research revealed that perceived compensation and supervision helps in raising job performance and higher perceived job insecurity will lower job performance. It is also revealed that perceived interpersonal trust and perceived compensation will raise job satisfaction, but not entirely in terms of job performance. Moreover, self-discipline may mitigate the positive influence of perceived supervision and job performance. IV It is found that if an employee has high self-discipline, it will improve the influence of perceived supervision and job performance and low self-discipline will mitigate this relationship.