scholarly journals A Study on the Exploration of the Constructs of Job PerformanceBased on Task Performance, Contextual Performance,Adaptive Performance and Counterproductive Work Behavior

2021 ◽  
Vol 34 (3) ◽  
pp. 377-423
Author(s):  
Youngsam Yoo ◽  
Myoungso Kim
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Factor Structure ◽  
Contextual Performance ◽  
Performance Model ◽  
Work Behavior ◽  
Adaptive Performance ◽  
G Factor ◽  
Job Effectiveness ◽  
Performance Dimensions

The purpose of this study was to (1) propose and validate the integrative job performance model composed of task performance, contextual performance, adaptive performance, and counterproductive work behavior (CWB), which have been identified as major dimensions of job performance in existing research, (2) explore the possibility of G factor in the 4 dimensions based on the integrative model, and (3) compare differences in the antecedents of personality variables and criteria of job effectiveness to confirm independence among performance dimensions. A total of 649 employees from various organizations participated in two online surveys. The main results were as follows. First, the factor structures of individual performance dimensions were examined through exploratory and confirmatory factor analysis before verifying the integrated model. A single factor structure for task performance and two-factor structure for CWB aimed at individuals (CWB-I) and organizations (CWB-O) were identified. Both contextual and adaptive performance were shown to have a hierarchical factor structure. Specifically, contextual performance consists of the 3-6 factor structure of individual-oriented (help-cooperation and consideration-courtesy), organization-oriented (organizational support and compliance), and conscientious-initiative (persistence-initiative and self-development). For adaptive performance, the 2-5 factor structure was extracted. That is, the five factors of adaptive performance are divided into two factors of reactive (coping, interpersonal adaptation, and stress) and proactive (creativity and learning). The integrative job performance model of task performance, contextual performance, adaptive performance, and CWB was verified. The hierarchical factor structure of the integrated model composed of the sub-factors of each performance dimension was also confirmed. Second, the Average Variance Extracted (AVE) demonstrated that the variance of G factor is 62.0%, supporting the presence of G factor in performance. Third, the differences were found in both antecedents of personality (HEXACO and dark personality factors) and criteria of job effectiveness (wage, promotion, job satisfaction, job engagement, burnout, and turnover intention) among the 4 dimensions of job performance. indicating the discriminant validity of performance dimensions. Finally, the implications and limitations of this study were discussed based on the above findings.  

scholarly journals GAMBARAN KINERJA DAN KETERIKATAN KERJA PADA PEGAWAI PENGELOLA BARANG/JASA PEMERINTAH

2018 ◽  
Vol 1 (2) ◽  
pp. 473
Author(s):  
Umi Nurnaeni
Keyword(s):  
Task Performance ◽  
Contextual Performance ◽  
Work Behavior ◽  
Adaptive Performance

Lembaga X bertanggung jawab sebagai instansi pembina pegawai pengelola Pengadaan Barang/Jasa Pemerintah di seluruh Indonesia. Layanan pengadaan di setiap kementerian, lembaga dan pemerintah daerah belum banyak yang merupakan organisasi permanen, sehingga pegawai pengelola pengadaan memiliki pekerjaan ganda. Pekerjaan dalam pengadaan merupakan pekerjaan tambahan selain mereka mengejakan tugas utamanya. Maka penelitian ini bertujuan untuk melihat gambaran keterikatan kerja dan kinerja pegawai pengelola pengadaan barang/jasa pemerintah untuk memberikan masukan bagi Lembaga X dalam menentukan pola pembinaan yang tepat. Kinerja diartikan sebagai perilaku yang dilakukan secara sadar oleh para karyawan yang merupakan bentuk usaha untuk mencapai hasil sebagaimana yang sesuai dengan tujuan organisasi. Kinerja yang diteliti adalah kinerja individu berdasarkan teori dari Koopmans (2014) terdiri dari empat dimensi yaitu task performance, contextual performance, adaptive performance, dan contraproductive work behavior. Keterikatan kerja adalah keadaan dimana pegawai dapat berkomitmen penuh dengan pekerjaannya. Penelitian dilakukan secara kuantitatif dengan menggunakan alat ukur yaitu kinerja dan keterikatan kerja. Partisipan yang mengikuti penelitian ini sejumlah 179 orang, yang diambil dengan metode insidental sampling sesuai kriteria yang telah ditetapkan. Hasil penelitian memperlihatkan bahwa pegawai pengelola PBJ memiliki kinerja yang tinggi, mereka berupaya untuk berperilaku dan bertindak untuk kesuksesan organisasinya. Tiap dimensi dalam variabel keterikatan kerja memiliki rata-rata skor diatas nilai tengah alat ukur sehingga dapat diartikan bahwa keterikatan kerja partisipan tinggi, tertinggi pada dimensi dedication.

scholarly journals The application of personality traits model on the freight forwarding service industry

2016 ◽  
Vol 1 (3) ◽  
pp. 231-252 ◽  
Author(s):  
Kuo-Chung Shang ◽  
Ching-Cheng Chao ◽  
Taih-Cherng Lirn
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Task Performance ◽  
Psychological Assessment ◽  
Contextual Performance ◽  
Logistics Industry ◽  
Content Type ◽  
Neo Personality Inventory ◽  
Freight Forwarding ◽  
The Relationship

Purpose The purpose of this study aims to investigate the relationship between employees’ personality traits and their job performances (including task performance and contextual performance) of Taiwanese freight forwarders by using responses from a NEO Personality Inventory-Revised Form (NEO-PI-R) questionnaire survey. Design/methodology/approach One of the most popular personality trait model is the five-factor model (FFM), which includes the big five domains, namely, openness, conscientiousness, extraversion, agreeableness and neuroticism (OCEAN). Each of these five domains includes six facets. Previous researchers have used OCEAN factors to describe the relationship between human personality and job performance. NEO Personality Inventory is a professional psychological assessment instrument published by psychological assessment resources. Multivariate analysis technique and regression technique are used to analyze surveyees’ responses. Findings Research results reveal the following four issues. The seniority of employees in a company has a positive relationship with their conscientiousness. Employees with higher score on the facets of the neuroticism domain have a negative correlation with their task performance and contextual performance. The relationship between employees’ openness to experience and job performance (both task performance and contextual performance) is not significant. Employees’ seniority has a positive correlation with both their task performance and contextual performance. In a nutshell, freight forwarding industry in Taiwan can use the facets in the neuroticism domain to screen and recruit appropriate job applicants. In addition, retaining senior employees could increase a forwarder’s task performance and contextual performance by their high degree of conscientiousness. Originality/value FFM model is a psychological theory dealing with the personality traits and human behavior. Freight forwarding is a labor-intensive business and is one of the most important sectors in the logistics industry. According the authors’ knowledge, the application of FFM on the logistics industry is simply not existed.

Reflections on Workplace Compassion and Job Performance

2017 ◽  
Vol 23 (3) ◽  
pp. 234-243 ◽  
Author(s):  
Ghadeer Mohamed Badr ElDin Aboul-Ela
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Positive Relationship ◽  
Research Study ◽  
Contextual Performance ◽  
Previous Literature ◽  
Performance Task ◽  
Managerial Implications ◽  
Research Findings

Workplace compassion is one of the cornerstone remedies to employees’ suffering. Compassionate acts will directly affect the job performance of employees. This research study looks at the analysing relationship between workplace compassion and job performance, namely, task performance and contextual performance. Workplace compassion, task performance and contextual performance were explored from a previous literature perspective and were tested and analysed statistically. Self-administered questionnaires were distributed among teachers and co-teachers employed in international nurseries in Cairo and Giza governorates located in Egypt. Results revealed a positive relationship between workplace compassion and job performance (task and contextual constructs). Discussion of the results along with managerial implications and recommendations were addressed based on the research findings.

scholarly journals Organizational Justice as an Antecedent of Job Performance

2013 ◽  
Vol 9 (3) ◽  
pp. 335 ◽  
Author(s):  
Aizzat Mohd. Nasurdin ◽  
Soon Lay Khuan
Keyword(s):  
Job Performance ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Task Performance ◽  
Contextual Performance ◽  
Telecommunications Industry ◽  
Future Research ◽  
Performance Task ◽  
Customer Contact

The present research examines the influence of organizational justice (distributive justice and procedural justice) on predicting job performance (task performance and contextual performance). Survey data were drawn from a sample of 136 customer-contact employees within the telecommunications industry in Malaysia. Results of the regression analysis illustrate that distributive justice alone has a significant and positive relationship with task performance. On the other hand, only procedural justice is found to be significantly and positively related to contextual performance. Implications of the findings and directions for future research are highlighted.

The effect of personality on task performance and adaptive performance

2016 ◽  
Vol 29 (4) ◽  
pp. 607-630
Author(s):  
TaeYong Yoo ◽  
ChaeRyeong Lee
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Job Crafting ◽  
Mediation Effect ◽  
Future Research ◽  
Adaptive Performance ◽  
Mediating Effects ◽  
Performance Task ◽  
Moderation Effect ◽  
The Relationship

The first purpose of this study was to investigate the effect of personality(extraversion, openness, conscientiousness) on job crafting. The second purpose was to examine the effects of job crafting on task performance and adaptive performance. The third purpose was to examine the mediating effects of job crafting on the relationship between personality(extraversion, openness, conscientiousness) and job performance(task performance, adaptive performance). The last purpose was to testify the moderating effect of the leader’s empowering behavior on the relationship between personality(extraversion, openness, conscientiousness) and job crafting. Data were collected from 167 employees who were working in a variety of organizations in Korea by the survey research method. Both task performance and adaptive performance were rated by others(peer or supervisor). The result of this study showed that the relationship between personality(openness, conscientiousness) and job crafting, and the relationship between job crafting and job performance(task performance, adaptive performance) were significantly positive. Also, the job crafting had full mediation effect on the relationship between personality(openness, conscientiousness) and job performance(task performance, adaptive performance). Leader’s empowering behavior had moderation effect on the relationship between conscientiousness and job crafting. That is, the positive relationship between conscientiousness and job crafting was stronger when leader’s empowering behavior was lower rather than higher. Based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.

Workplace Arrogance and Job Performance

2018 ◽  
pp. 83-116
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Job Performance ◽  
Task Performance ◽  
Self Efficacy ◽  
Theoretical Study ◽  
Contextual Performance ◽  
Two Dimensions ◽  
Theoretical Contribution ◽  
The Relationship

This chapter is an attempt to clarify the relationship between workplace arrogance and job performance. Thus, the authors focus and define a set of four fundamental concepts—task performance, contextual performance, social support, and self-efficacy—in order to examine and explore this relationship. Hence, the main result of this theoretical study is that workplace arrogance is negatively related to job performance. Although this finding could be considered as a theoretical contribution, more studies are requested to investigate the specific relationship between workplace arrogance and job satisfaction with its two dimensions: task and contextual factors.

The Study of Effects Caused by Job Satisfaction on Performance Evaluation of Professional Coaches in China

2011 ◽  
Vol 346 ◽  
pp. 675-681
Author(s):  
Li Lin
Keyword(s):  
Job Satisfaction ◽  
Performance Evaluation ◽  
Job Performance ◽  
Task Performance ◽  
Contextual Performance ◽  
Production Performance ◽  
Satisfaction Scale ◽  
Positive Correlation ◽  
Positive Effects

Our study has conducted an inquiry ,based on the " The Structure scale for Job performance of Chinese professional coaches" and "Job satisfaction scale ", and 213 coaches from 19 provinces in China were involved in our investigation.The gathered evidence demonstrate the results that job satisfaction has significant and positive correlation of effects with task performance,contextual performance,as well as development performance,on the contrary, it has shown significant positive effects on counter-production performance.

The Good, the Bad, and the Ugly? A Triarchic Perspective on Psychopathy at Work

2021 ◽  
pp. 0306624X2110226
Author(s):  
Iris Kranefeld ◽  
Gerhard Blickle
Keyword(s):  
Job Performance ◽  
Political Skill ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Adaptive Performance ◽  
Work Behaviors ◽  
Workplace Outcomes ◽  
And Task ◽  
Triarchic Model

Does psychopathy have an upside in vocational contexts? Applying the triarchic model of psychopathy, we propose that the dimensions of boldness, disinhibition, and meanness have different relations to workplace outcomes. Focusing on boldness and in line with socioanalytic personality theory, we propose that political skill moderates the relation between boldness and job performance. Using a sample of 477 target-coworker pairings, we found interaction effects of boldness and political skill on contextual and task performance, and the buffering of counterproductive work behavior. Furthermore, political skill moderated the relation between boldness and adaptive performance. Disinhibition and meanness were positively correlated with counterproductive work behaviors, thereby reflecting the dark core of psychopathy. In sum, boldness is a trait linked to career success in the absence of the other traits that make up psychopathy as a whole. Furthermore, we encourage the use of the triarchic model as an overarching framework in vocational contexts.

scholarly journals Self-leadership and job performance of nurses in regional hospitals in Thailand

2021 ◽  
Vol 60 (1) ◽  
Author(s):  
N Wongbud ◽  
◽  
B Chitpakdee ◽  
A Akkadechanunt ◽  
◽  
...  
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Demographic Data ◽  
Rank Correlation ◽  
Contextual Performance ◽  
Northern Region ◽  
Moderate Level ◽  
High Level ◽  
Regional Hospitals

Objectives Self-leadership is an important factor for nurses which influences the quality of nursing care and job performance. This descriptive-correlational study was conducted to explore self-leadership and job performance as well as the relationship between self-leadership and job performance of nurses working in regional hospitals. Methods The participants were 438 nurses working in regional hospitals located in the northern region of Thailand who had been selected using a multi-stage sampling method. Research instruments included a demographic data questionnaire, the Revised Self-Leadership Questionnaire (RSLQ) and the Nursing Performance Scale which were translated into the Thai language by the researcher. Cronbach’s alpha coefficient reliabilities of RSLQ, task performance and contextual performance were 0.93, 0.91 and 0.92, respectively. The data were analyzed using descriptive statistics and Spearman’s rank correlation coefficient. Results The study found that self-leadership of the nurses in regional hospitals was at the moderate level (X = 3.60, SD = 0.52). Self-leadership dimensions of behavior-focused strategies (X = 3.58, SD = 0.52) and constructive thought pattern strategies (X = 3.53, SD = 0.60) were also at moderate levels, while natural reward strategies (X = 3.71, SD = 0.60) was at a high level. Task performance of the nurses (X = 56.82, SD = 9.76) was at a high level, while contextual performance of the nurses (X = 63.29, SD = 10.76) was at a moderate level. Self-leadership of nurses was statistically significantly positively related to task performance and contextual performance at 0.05 (r = 0.40, 0.50 respectively, p < 0.05). Conclusions Self-leadership of nurses was statistically significantly positively related to job performance. Nursing administrators can use data obtained from the research as a basis for planning to enhance the self-leadership of nurses, which can improve the quality of performance and result in positive outcomes for enhance nursing service. Chiang Mai Medical Journal 2021;60(1):99-112. doi 10.12982/CMUMEDJ.2021.09

scholarly journals Influence of Transformational Leadership and Public Service Motivation on Job Performance of Nurses in Thailand

2019 ◽  
Vol 15 (6) ◽  
pp. 59
Author(s):  
Kanon Trichandhara ◽  
Ratana Somrongthong ◽  
Idsaratt Rinthaisong
Keyword(s):  
Transformational Leadership ◽  
Job Performance ◽  
Task Performance ◽  
Public Service ◽  
Employee Performance ◽  
Contextual Performance ◽  
Public Service Motivation ◽  
Public Hospitals ◽  
Proposed Model ◽  
Motivational Influence

Leaders&rsquo; role is significant in motivating employee performance. The present study examines the influence of transformational leadership and public service motivation (PSM) on task performance of nurses in three southernmost provinces in Thailand. Based on the data collected from 813 nurses in public hospitals, the results showed that the proposed model was well-fitted to the empirical data. The results of the study indicated that transformational leadership and public service motivation had effects directly on both task performance and contextual performance. Furthermore, transformational leadership had indirect effects on task performance and contextual performance through public service motivation. These findings suggest that nurses&rsquo; job performance could be enhanced by the motivational influence of their immediate leaders.

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