The purpose of this paper is to advance our understanding of how psychological capital (PsyCap) influences job performance. The authors do so through adopting a moderated mediation framework. Specifically, the authors investigate the mediation role of informal learning in the PsyCap–job performance relationship and the moderating role of person–environment fit, i.e. the extent to which individual and organizational characteristics are compatible, in influencing the mediation.,The final sample consisted of 221 employees and their supervisors in South Korea.,The authors found that PsyCap had an indirect effect on job performance through informal learning. Moreover, the indirect effect of PsyCap on job performance through informal learning became stronger with low levels of person–organization (PO) and person–job (PJ) fit.,The authors cannot completely rule out the effects of common method bias due to the cross-sectional research design.,The results reinforce the need for managers to understand employees’ level of PsyCap and take actions to enhance it because PsyCap can affect the extent to which individuals engage in informal learning, which in turn influences their job performance.,This paper adds to our understanding of the mechanisms and boundary conditions responsible for the PsyCap–job performance relationship. The authors found that informal learning operates as a mediator and both PO and PJ fit moderate the PsyCap–job performance relationship.

中文翻译：

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心理资本与工作绩效之间的关系由什么负责？考察非正式学习和人与环境的适应作用

本文的目的是增进我们对心理资本（PsyCap）如何影响工作绩效的理解。作者通过采用仲裁中介框架来做到这一点。具体来说，作者调查了非正式学习在PsyCap与工作绩效关系中的中介作用以及人与环境适应的调节作用，即个人和组织特征在何种程度上影响中介作用。最终样本包括在韩国的221名员工及其主管中，作者发现PsyCap通过非正式学习对工作绩效产生间接影响。此外，由于人与组织（PO）和人与工作（PJ）的适应度较低，PsyCap通过非正式学习对工作绩效的间接影响变得更强。作者无法完全排除由于横断面研究设计而导致的通用方法偏差的影响。结果强调管理人员需要了解员工的PsyCap水平并采取措施提高其水平，因为PsyCap可能会影响员工的PsyCap水平。个人从事非正式学习，进而影响他们的工作绩效。，本文增加了我们对负责PsyCap与工作绩效关系的机制和边界条件的理解。作者发现，非正式学习是中介者，PO和PJ都可以调节PsyCap与工作绩效的关系。结果增强了管理者需要了解员工的PsyCap水平并采取行动以提高其水平，因为PsyCap可能会影响个人从事非正式学习的程度，进而影响他们的工作表现。负责PsyCap与工作绩效关系的机制和边界条件。作者发现，非正式学习是中介者，PO和PJ都可以调节PsyCap与工作绩效的关系。结果增强了管理者需要了解员工的PsyCap水平并采取行动以提高其水平，因为PsyCap可能会影响个人从事非正式学习的程度，进而影响他们的工作表现。负责PsyCap与工作绩效关系的机制和边界条件。作者发现，非正式学习是中介者，PO和PJ都可以调节PsyCap与工作绩效的关系。