Model of the Influence of Psychological Ability on Work Performance by Nguyen & Nguyen (2011)

employees contribute to the organization's goals (Motowidlo, 2003).

Performance is how employees perform their jobs. Employee performance is determined during a performance appraisal by the employer, which takes into account factors such as leadership skills, time management, organizational skills, and productivity. Performance appraisals are usually conducted annually to determine which employees are qualified, which employees are rewarded, or even fired.

Reality has shown that when employees are aware of their responsibilities for the assigned work, they will try harder at work, so their work results will be better. Tasks here are understood as work goals that need to be completed. Therefore, building a specific and clear goal is an issue that managers need to pay attention to in order to improve work results for employees.

Professional theory also develops the concept of work effectiveness. There are three distinct aspects of work involved, the relationship between employer, employee, and community. Each aspect of the goals may be different, and these differences may even lead to incompatible goals.

According to Baldrige Standard: Work results refer to outputs, results obtained from the process and allow comparison, relative evaluation with goals, past results.

Work results have several common characteristics:

- High performance, continuous

- Good leadership skills

- Individuals with a high sense of responsibility

- Challenging and supportive management

- There is a reward and punishment assessment.

In this study, work results are defined by the author as follows:

 Work performance is the effectiveness of individual behavior towards organizational goals based on the quality of work completed.

 Work results are based on self-assessment, colleagues and superiors.

According to Nguyen & Nguyen (2011), employee performance is evaluated by the employee's confidence in working effectively, the employee's satisfaction with the quality of work performed, and the evaluation of colleagues and superiors.

2.5. Model of the influence of psychological capacity on work results by Nguyen & Nguyen (2011)

In the research results of Nguyen & Nguyen (2011) on marketing staff in Vietnam, it is shown that psychological capacity can be measured through the following factors:

- Confident

- Optimistic

- Hope

- Adapt

At the same time, the above authors also demonstrated that psychological capacity has a positive impact on the work results of marketing staff in Vietnam.

The results from this study are the basis for the author to build a model and scale for his research.

2.6. Research model

2.6.1. Research hypotheses:

As presented above, according to the study of Nguyen & Nguyen (2011) on psychological capacity, quality of life at work, quality of life of marketing staff in Vietnam, it has been proven that there is a relationship between psychological capacity and work results. Based on the above research results, in this study, the author focuses on determining the factors affecting psychological capacity on work results for bank employees and employees of trade-service companies. Specifically, the factors of psychological capacity, including: Confidence, Optimism, Hope, Adaptability will in turn have an impact on the work results of employees. From there, the author puts forward the following hypotheses:

H1: There is a positive relationship between Self-confidence and Job Performance.

As analyzed above, work results will be affected by confidence. This is explained that if an individual is confident in himself and his current professional capacity, he will be confident when taking on assigned work as well as when facing the difficulties and challenges that the work brings. Therefore, their work results will also be higher.

Optimism is a positive human psychology. An optimistic person will always see everything around them in the most positive and best light, even when things are going badly. Therefore, even if they encounter difficulties at work, with their optimistic spirit, they will still see the positive side of the problem, and thus they will overcome difficulties more easily than those who are not optimistic. And the more optimistic people are, the more successful they will be.

work better, and thus their work results will be higher. From the above argument, the author hypothesizes:

H2: There is a positive relationship between Optimism and Job Performance.

Similar to optimism, hope is also a positive human psychology. People with hope will always expect the best to happen to them, so in difficult times they will still try to overcome because they believe in a good outcome. Therefore, at work, people with high hope will easily overcome all obstacles to complete the assigned work well, achieving higher results. Therefore, the author hypothesizes:

H3: There is a positive relationship between Hope and Job Performance.

In work in particular and in life in general, people with high adaptability will easily adapt to all circumstances, all changes in work, all requirements and challenges that work poses. From there, they will do their work better and have the ability to achieve higher results. Therefore, the author puts forward the final hypothesis:

H4: There is a positive relationship between Adaptation and Job Performance.

2.6.2. Research model

From the above assumptions, the author proposes the following research model:

- Dependent variable in the model: Work results

- The independent variables in the model include: Confidence, Optimism, Hope and Adaptation.

H3

Adapt

Figure 2.1. Research model

Confident

H1

Optimistic

H2

Work results

Hope

H4

Source: author

As analyzed in section 2.5.1, the author put forward 4 hypotheses that there is a positive relationship between Confidence, Optimism, Hope and Adaptation to the Work Results of employees in general. From there, the author put forward the hypothesis that there is also a positive relationship between the factors of psychological capacity, including: Confidence, Optimism, Hope and Adaptation to the Work Results of bank employees and employees of trade-service companies in particular. Therefore, the proposed research model is suitable for bank employees and employees of trade-service companies.

2.7. Summary

Chapter II presents the theoretical basis of psychological capacity and work results, and the model of the influence of psychological capacity on work results by Nguyen & Nguyen (2011). Based on the theoretical basis and initial research objectives, the author proposes a research model and hypotheses about the four components of psychological capacity affecting work results.

CHAPTER III RESEARCH DESIGN

3.1. Introduction

Chapter II presents the theoretical basis and proposes the research model and hypotheses. Chapter III aims to introduce the research method to evaluate the measurement scales of research concepts and test the research model and hypotheses.

3.2. Research design

3.2.1. Research method

This study was conducted through two phases: (1) preliminary research aimed at developing and perfecting the interview questionnaire; (2) formal research aimed at collecting, analyzing survey data, estimating and testing the theoretical model. The research process is presented in Figure 3.1.

3.2.1.1. Preliminary research

The preliminary research was conducted using qualitative and quantitative methods. These preliminary studies were conducted in Ho Chi Minh City. The purpose of the preliminary research was to develop a questionnaire and adjust the scale to suit bank employees and employees of trade and service companies in Ho Chi Minh City. Based on the research objectives and theoretical foundations, the author developed the first preliminary interview questionnaire and an outline for in-depth interviews with experts (see Appendix 1).

A preliminary qualitative study on bank employees was conducted through in-depth interviews with a number of experts (including bank employees) with the aim of adjusting and supplementing the competency scale.

psychological strength and work results to suit the characteristics of the banking industry.

For employees of trade and service companies, preliminary qualitative research was also conducted through in-depth interviews with a number of experts who are currently working at trade and service companies to adjust and supplement the scale of psychological capacity and work results to suit the requirements of the trade and service industry. The author conducted in-depth interviews with 5 employees of Saigon Thuong Tin Commercial Joint Stock Bank (Sacombank) and 5 employees of Nguyen Kim Trading Joint Stock Company. The results of the expert interviews are shown in Appendix 2.

After conducting in-depth interviews, the author revised the questionnaire, built Preliminary Interview Questionnaire 2 and used this questionnaire to conduct a pilot survey.

Preliminary quantitative research was conducted by direct interview technique with 100 employees, including 50 bank employees and 50 employees of trade-service companies through questionnaire.

The questionnaire is designed with three main parts:

(1) Part I – Assessment of psychological capacity and work results

(2) Part II – Information of the interviewee (bank employee)

row)

(3) Part III – Information of the interviewee (company employee)

trade-service)

The information collected from this quantitative study is used to screen the observed variables (measured variables) used to measure the component concepts of psychological capacity and work results. The Cronbach Alpha reliability method and EFA exploratory factor analysis through SPSS 16.0 software are used in this step.

The result of this step is that the author has built an official Interview Questionnaire (see Appendix 3) for official research.

3.2.1.2. Official research

The official research was also conducted using quantitative research methods, using direct information collection techniques using interview questionnaires. This official research was also conducted in Ho Chi Minh City. The purpose of this research was to reaffirm the components as well as the value and reliability of the psychological competency & work performance scale, and to test the theoretical model.

 Research sample :

- The survey subjects are bank employees and employees of trade and service companies in Ho Chi Minh City.

- Bank employees selected for the survey include office staff working in accounting, administration, credit, transaction, appraisal, construction, information technology departments... at Headquarters, Branches and Transaction Offices at banks in Ho Chi Minh City.

- Employees of trading and service companies include employees working in accounting, administration, marketing-sales, market surveillance, purchasing, warehouse management, and customer service departments at trading and service companies in Ho Chi Minh City.

- According to Hair & colleagues (2006) quoted in Nguyen Dinh Tho (2011), to be able to analyze exploratory factor (EFA), the minimum sample size is 50, preferably 100, and the observation ratio on 1 measurement variable is 5:1, meaning that at least 5 samples are needed on 1 observed variable, the best is the observation ratio on 1 measurement variable is 10:1 or more.