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

Vera Carlos () and Ricardo Rodrigues ()

Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, 2016, vol. 126, issue 1, 279-307

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

Keywords: Job performance; Behaviour; Measurement; Task performance; Contextual performance; Confirmatory factor analysis (search for similar items in EconPapers)
Date: 2016
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DOI: 10.1007/s11205-015-0883-z

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