Abstract
This study focuses on psychological well-being and employee performance in the IT sector. Ryan & Deci (2001) defined psychological well-being as hedonic (enjoyment, pleasure, and eudaimonic (meaning, fulfillment) happiness, as well as resilience (coping, emotion regulation, healthy problem solving). Omar (2010) defined employee performance as the way employee complete their assigned work and perform required responsibilities. Psychological well-being affects how employees perform at work. The population of this study consisted of 145 IT employees. The data was collected through snowball sampling across different states. Standardized tools were used to collect data. The Psychological Well-being Scale by Ryff & Keyes’ (1995) and the Individual Work Performance Questionnaire by Koopmans (2015) were used. The findings show that participants in the 21-30 years age group have higher personal growth when compared to other age groups, and freshers have higher personal growth when compared to participants with more than three years of experience. This study also shows that lower-level employees have more purpose in life than middle-level and higher-level employees. The result shows that the components of psychological well-being (self-acceptance, purpose in life, environmental mastery, positive relations with others, personal growth, and autonomy) affect the components of employee performance (task performance, contextual performance, and counterproductive work behavior) in the IT sector.
Keywords: Psychological Well-being, Employee Performance, IT sector
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