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Development and Validation of a Self-Reported Measure of Job Performance

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  • Vera Carlos
  • Ricardo Rodrigues

Abstract

The current turbulent context in which we live in requires, more and more, that organisations focus on improving the workers’ performance. Individual performance is more than just the execution of specific tasks and it involves an ample variety of organisational activities that have important implications for the understanding and measurement of job performance. Considering the fact that most individual performance measures are developed in order to be applied in particular job-related contexts or cultures, our goal is to develop a job performance measure that might be applicable across jobs and cultures. After an extensive literature review, and based on studies that were developed in different cultural and job-related contexts, two dimensions—task and contextual—and eight sub dimensions of job performance were found: job knowledge, organisational skills, efficiency, persistent effort, cooperation, organisational consciousness, personal characteristics and interpersonal and relational skills. Confirmatory factorial analysis was used in order to test their relevance. The dimensions ‘personal characteristics’ and ‘persistent effort’ were merged. The resulting 29 item scale presents appropriate psychometric properties. Copyright Springer Science+Business Media Dordrecht 2016

Suggested Citation

  • Vera Carlos & Ricardo Rodrigues, 2016. "Development and Validation of a Self-Reported Measure of Job Performance," Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Springer, vol. 126(1), pages 279-307, March.
    • Handle: RePEc:spr:soinre:v:126:y:2016:i:1:p:279-307
    DOI: 10.1007/s11205-015-0883-z
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    References listed on IDEAS

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    1. Murphy, Kevin R., 2008. "Perspectives on the Relationship Between Job Performance and Ratings of Job Performance," Industrial and Organizational Psychology, Cambridge University Press, vol. 1(2), pages 197-205, June.
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    6. Murphy, Kevin R., 2008. "Explaining the Weak Relationship Between Job Performance and Ratings of Job Performance," Industrial and Organizational Psychology, Cambridge University Press, vol. 1(2), pages 148-160, June.
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    Cited by:

    1. Nasser Saad Al Kahtani & Sulphey M. M., 2022. "A Study on How Psychological Capital, Social Capital, Workplace Wellbeing, and Employee Engagement Relate to Task Performance," SAGE Open, , vol. 12(2), pages 21582440221, May.
    2. Jieun Lee, 2022. "Moral Hazard on Productivity Among Work-From-Home Workers Amid the COVID-19 Pandemic," Papers 2209.05684, arXiv.org.
    3. Islam Shainima & Hari Pramono & Suliyanto Suliyanto & Setyanto Refius & Suroso Agus & Bahauddin Khalid Md. & Iftakhar Nayma, 2024. "Transformational Leadership in Indonesian Diversified-Cultural SME Sector: An Investigation of the Settlement Criteria of Job Performance," Studia Universitatis „Vasile Goldis” Arad – Economics Series, Sciendo, vol. 34(3), pages 79-107.
    4. Bao Ngoc, Nguyen Le & Kesavayuth, Dusanee & Rangkakulnuwat, Poomthan, 2022. "Effect of Locus of Control on Job Performance:Evidence from Australian Panel Data," Asian Journal of Applied Economics/ Applied Economics Journal, Kasetsart University, Faculty of Economics, Center for Applied Economic Research, vol. 29(1), pages 1-25, June.

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