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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.