Author(s): Hazaila Hassan, Abu Yazid Abu Bakar
This study aimed to assess employee performance in the workplace via self-change elements. The elements are divided into five categories, namely, the emotional stability, psychospiritual paradigm, social skills, cognitive adaptation, and behavioural adaptation. Respondents who were involved as many as 68 people ranging from the experimental group and the control group. The agreement was distributed Questionnaire Well-being which has 51 items that measure five sub-constructs that are distributed at the post test. The data analysed on descriptive and inferential analysis software SPSS 23.0 and Multivariate Analysis of Variance (MANOVA). The alternative hypothesis is used and there are differences impact module against emotional stability, psycho-spiritual, cognitive and social skills, behaviour adaptation for the post test against low-performing officer between the control group and experimental group. The results of the study found in the analysis of MANOVA conducted for the hypothesis in terms of hypothesis of difference score is significant and this indicates that the hypothesis is accepted. Therefore, this study has met the objectives of the study and the implications on the study that the use of effective module for changes of five sub-constructs measured against employees in the workplace. The study also suggested that the use of extensively for respondent-respondent involved not tied to low-performing employees at work only but applies to individuals involved in counselling sessions, and not attend work and so on.