Situational Judgment and Job Performance

Data from 160 civil service employees demonstrate the validity of a situational judgment test in predicting overall job performance as well as three performance dimensions: task performance (core technical proficiency), motivational contextual performance (job dedication), and interpersonal contextual performance (interpersonal facilitation). Situational judgment also provided incremental validity over the prediction provided jointly by cognitive ability, the Big Five personality traits, and job experience. These findings extended the work of Clevenger, Pereira, Wiechmann, Schmitt, and Harvey (2001) on the incremental validity of situational judgment tests as well as the meta-analytic results reported by McDaniel, Morgeson, Finnegan, Campion, and Braverman (2001). Implications are discussed in terms of research on the prediction and understanding of job performance.     

关系绩效研究

1993年,Borman和Motowidlo在组织公民行为等概念的基础上提出了关系绩效的概念,引起了广泛关注和大量实证研究。近十年的实证研究主要集中在关系绩效的构成及影响方面。概括不同研究的结果归纳为利他人行为、利组织行为、利工作行为。人格和职务特征是影响关系绩效的主要因素。关系绩效对组织的影响主要表现在促进组织绩效、人员选拔、培训以及绩效评定等方面。作者通过研究综述提出几点启示。     

Incremental Validity of Situational Judgment Tests for Task and Contextual Job Performance

This paper has three goals. First, it responds to calls for additional research on subgroup differences in situational judgment tests. Second, it expands the cumulative knowledge on the incremental validity of situational judgment tests beyond cognitive ability and personality. Third, it examines the validity and incremental validity of various predictors for both task and contextual performance.     

Factors Affecting the Convergence of Self-Peer Ratings on Contextual and Task Performance

This study examines factors that predict the extent to which 408 operating-level workers rated themselves higher, lower, or the same as their coworkers rated them, for both task and contextual performance. On ratings of contextual performance, underestimators tended to be distinguished by significantly higher levels of both self-monitoring and social desirability. This trend operated similarly, though not significantly for task performance. Additionally, ratings of quantity of work obtained the highest degree of self-peer rating convergence as compared to ratings of quality of work and contextual performance. These results are discussed in terms of the practical implications for multirater systems.     

性别在企业员工成人依恋对工作绩效关系中的调节作用

本研究探讨了依恋关系对员工工作绩效影响,并进一步考察了性别在两者关系中的调节作用。通过采用亲密关系经历量表(ECR)、关系问卷(RQ)和工作绩效问卷三个研究工具,对110名不同职业和岗位员工的依恋模式与工作绩效的关系进行调查,结果发现：1. 倾注型被试在情境绩效上的得分显著得低于安全型被试和害怕型被试。2.依恋焦虑与任务绩效和情境绩效均呈显著正相关。3.依恋焦虑可以正向预测情境绩效。4. 通过进一步分析,发现男性和女性在情境绩效和任务绩效上有所不同,说明性别在依恋关系和工作绩效之间起调节作用。     

A Theory of Individual Differences in Task and Contextual Performance

This article describes a theory of job performance that assumes that job performance is behavioral, episodic, evaluative, and multidimensional. It defines job performance as the aggregated value to the organization of the discrete behavioral episodes that an individual performs over a standard interval of time. It uses the distinction between task and contextual performance to begin to identify and define underlying dimen- sions of the behavioral episodes that make up the performance domain. The theory predicts that individual differences in personality and cognitive ability variables, in combination with learning experiences, lead to variability in knowledge, skills, and work habits that mediate effects of personality and cognitive ability on job perform- ance. An especially important aspect of this theory is that it predicts that the kinds of knowledge, skills, work habits, and traits that are associated with task performance are different from the kinds that are associated with contextual performance.     

情境相关性及其对“特质-工作结果”的调节作用

情境相关性是指当情境能够对个体表达特质提供相关行为的线索时, 该情境即具有相关性, 它和情境强度共同组成特质激活的潜能, 并在工业组织心理学中逐渐受到广泛关注。基于情境相关性有研究提出情境维度说, 建立特质激活与评估模型。受到情境中相关线索激活, 特质表达为工作行为。在与不同水平各个维度的线索相一致时, 工作行为被评估为工作绩效。研究表明, 情境调节变量可以在3个水平提供特质激活线索, 调节“特质&;#8722;工作结果”关系, 如任务水平的工作控制、群体水平的领导行为以及组织水平的领导&;#8722;成员交换(LMX)关系等。情境相关性研究在人才选任、绩效管理、改善生产等方面起到积极作用。     

The Effect of Organizational Justice on Contextual Performance,Counterproductive Work Behaviors,and Task Performance: Investigating the moderating role of ability‐based emotional intelligence

This study tested the direct effects of three dimensions of organizational justice – distributive justice, procedural justice, and interactional justice – on contextual performance, counterproductive work behaviors, and task performance. The study also examined the moderating effects of an ability measure of emotional intelligence (EI) on the justice–performance relationship. Based on the data from 211 employees across nine organizations from the private and public sectors in a developing country in the Caribbean, the results revealed that all three justice dimensions had significant effects on task performance, contextual performance, and counterproductive work behaviors in the expected direction. Composite EI and its four subdimensions (appraisal and expression of emotion in the self, appraisal and recognition of emotion in others, regulation of emotion, and use of emotion) moderated the relationship between procedural justice and contextual performance, but failed to moderate other justice–performance relationships.     

拖延对工作绩效的影响——压力偏好与任务类型的调节作用

本研究探索了压力偏好和任务类型在拖延行为对绩效产生作用过程中的调节作用。用问卷调查的方法对155人进行调查。结果发现：相比偏好压力者,厌恶压力者的工作绩效更容易受到拖延行为的影响;对于复杂任务,拖延对偏好压力者的绩效影响显著低于对厌恶压力者;而对于简单任务,两种类型人的绩效的差别并不明显。结论是,偏好压力者能够减弱拖延行为对其工作绩效的影响,尤其对于复杂任务,这种影响更加明显。     

Factors Influencing the Inflation of Task Performance Ratings for Workers With Disabilities and Contextual Performance Ratings for Their Coworkers

Contrary to many myths regarding their potential performance, workers with disabilities generally receive performance ratings similar to their nondisabled coworkers. However, their ratings possibly may be inflated above their actual performance levels. In a laboratory experiment, we constrained the performance of a worker with a disability to an extremely low level and assessed the effects of helping behavior, presence and type of disability in the worker, and the perceived attributions of controllability of the disability on task performance ratings for the workers with disabilities and on contextual performance ratings for their coworkers. We found that the perception that a worker is not responsible for the onset of a disability and that having any disability, regardless of type, artificially inflates task performance ratings. We also found inflated contextual performance ratings for coworkers who work with persons who are perceived as being responsible for the onset of their own disability.     

The relative importance of task and contextual performance dimensions to supervisor judgments of overall performance

Although evidence supports the unique contribution of task performance and contextual performance to overall evaluations, little is known about the relative contribution that specific dimensions of contextual performance make to overall performance judgments. This study evaluated the extent to which supervisors consider task and contextual performance by using relative weights (J. W. Johnson, 2000) to statistically describe the relative importance of specific dimensions of each type of performance to overall performance ratings. Within each of 8 job families in a large organization, each of 4 dimensions of contextual performance made not only a unique contribution but a relatively important contribution to the overall evaluation. Evidence also supports the adaptive performance dimension of handling work stress as an aspect of contextual performance and job-task conscientiousness as an aspect of both task and contextual performance.     

The dark and the bright sides of proactive work behaviour and situational constraints: Longitudinal relationships with task conflicts

We investigated relationships of a job stressor (situational constraints) and specific proactive behaviours with change in task conflicts over time. We introduced two distinct types of proactive work behaviour (promotion-oriented initiative and prevention-oriented initiative) and examined their positive but also negative relationships with change in task conflicts. Study 1 supported the construct validity of promotion-oriented initiative and prevention-oriented initiative for 363 student assistants: Confirmatory factor analyses indicated that both types of proactive behaviour were distinct constructs and also distinct from active coping; patterns of correlations were similar to those of a prior concept of proactive behaviour. Study 2 was a longitudinal online survey with 197 employees over 3 weeks. Consistent with our hypotheses, situational constraints and promotion-oriented initiative predicted an increase in task conflicts, whereas prevention-oriented initiative predicted a decrease in task conflicts.     

Book Review

Experienced military air traffic controllers (25 respondents, males = 15, females = 10, years of experience = less than one year = 5 respondents, more than one year but less than three years = 11 respondents and more than three years = 9 respondents) participated in this study to determine whether self-directed team learning exists within their air traffic control teams and to understand the impact of self-directed team learning on the air traffic control work environment. Data on self-directed team learning and learning approaches were collected using a Self-directed Team Learning Questionnaire (SDTLQ) and a Learning Approaches Questionnaire (LAQ). These data were analysed using an inductive reasoning mode for qualitative data analysis and quantitative data analysis followed a supporting deductive reasoning mode. Triangulation as a technique was used to determine whether multiple sources of data agreed and to obtain better, cross-checked insights (Burgess, 1985). Results revealed that these air traffic controllers and air traffic control teams investigated in the study do indeed function within self-directed working, training and learning environments. The quality of team performance was influenced by self-directed team learning initiatives. Furthermore, the quality of self-directed team learning relied upon the effectiveness of air traffic control team performances.     

Loving yourself abundantly: relationship of the narcissistic personality to self- and other perceptions of workplace deviance, leadership, and task and contextual performance

The authors report results from 2 studies assessing the extent to which narcissism is related to self- and other ratings of leadership, workplace deviance, and task and contextual performance. Study 1 results revealed that narcissism was related to enhanced self-ratings of leadership, even when controlling for the Big Five traits. Study 2 results also revealed that narcissism was related to enhanced leadership self-perceptions; indeed, whereas narcissism was significantly positively correlated with self-ratings of leadership, it was significantly negatively related to other ratings of leadership. Study 2 also revealed that narcissism was related to more favorable self-ratings of workplace deviance and contextual performance compared to other (supervisor) ratings. Finally, as hypothesized, narcissism was more strongly negatively related to contextual performance than to task performance.     

Work Motivation and Performance: A Social Identity Perspective

Work motivation and performance were analysed from the perspective of social identity theory and self-categorisation theory. Central in this analysis is the relation of organisational identification with the motivation to exert effort on behalf of the collective. A theoretical analysis as well as a review of empirical studies of the relationship of organisational identification with motivation and performance leads to the conclusion that identification is positively related to work motivation, task performance, and contextual performance to the extent that (a) social identity is salient, and (b) high performance is perceived to be in the group's or organisation's interest.     

BIS Sensitivity,Negative Affect and Performance: Dynamic and Multilevel Relationships

This study examined the dynamic and multi-level relationships among the Behavioral Inhibition System (BIS), negative affect and performance. Participants performed multiple trials of a simulated air traffic control task. A single measure of BIS was taken before practice, whereas negative affect and performance were measured at repeated intervals. As expected, there was a negative relationship between negative affect and performance at both an inter- and intraindividual level of analysis. The key findings from this research relate to dynamic effects. The detrimental effect of negative affect on task performance strengthened across practice, at both levels of analysis. The negative relationship between BIS and performance was also found to change over time. These findings are discussed by drawing on resource allocation theory and reinforcement sensitivity theory. This study emphasizes the importance of examining dynamic and multilevel relationships to understand how BIS and negative affect relate to task performance.     

工作绩效与工作满意度、组织承诺和目标定向的关系

在全面回顾工作绩效及其影响因素的基础上,通过关键事件方法和问卷调查方法,对来自全国的1066位雇员进行了施测,运用AMOS软件,对工作绩效结构进行验证性因素分析,并对文中提出的假设进行了检验。之后,提出并验证了影响员工工作绩效的态度因素及整合模型。研究结果显示：工作满意度、组织承诺和目标定向对工作绩效的各个子维度的影响是不一致的。工作满意度越高,员工的工作绩效越好;另一方面,组织承诺和目标定向对雇员工作绩效各个子维度的影响不一致。文章最后对全文进行了总结,并对后续研究给出了建议     

Assessing Children's Homework Performance: Development of Multi-Dimensional, Multi-Informant Rating Scales

Efforts to develop interventions to improve homework performance have been impeded by limitations in the measurement of homework performance. This study was conducted to develop rating scales for assessing homework performance among students in elementary and middle school. Items on the scales were intended to assess student strengths as well as deficits in homework performance. The sample included 163 students attending two school districts in the Northeast. Parents completed the 36-item Homework Performance Questionnaire — Parent Scale (HPQ-PS). Teachers completed the 22-item teacher scale (HPQ-TS) for each student for whom the HPQ-PS had been completed. A common factor analysis with principal axis extraction and promax rotation was used to analyze the findings. The results of the factor analysis of the HPQ-PS revealed three salient and meaningful factors: student task orientation/efficiency, student competence, and teacher support. The factor analysis of the HPQ-TS uncovered two salient and substantive factors: student responsibility and student competence. The findings of this study suggest that the HPQ is a promising set of measures for assessing student homework functioning and contextual factors that may influence performance. Directions for future research are presented.     

CONTEXTUAL CONTROL OF PROBLEM BEHAVIOR IN STUDENTS WITH SEVERE DISABILITIES

We investigated the impact of contextual variation on the effectiveness of two interventions. The problem behavior of 2 students with severe disabilities was analyzed across two contexts (task and leisure). Effects of differential reinforcement of other behavior (DRO) and time-out procedures were examined in the two contexts. Results indicated that in the task context the DRO procedure effectively reduced the problem behavior and increased task performance, whereas the time-out procedure was ineffective. In addition, rate of correct task performance increased during DRO relative to baseline and time-out. In contrast, in the leisure context, the time-out procedure effectively reduced the same problem behavior and the DRO procedure was ineffective. The results are discussed in terms of contextual control of problem behavior and alternative strategies for the design of DRO procedures.     

Relationships between Facets of Job Satisfaction and Task and Contextual Performance

This study examined the relationship between job satisfaction and task and contextual performance. Specifically, it assessed this relationship for overall as well as facets of job satisfaction. Four hundred and forty‐four employees in a manufacturing plant completed measures of job satisfaction and their supervisors completed measures of task and contextual job performance. Results indicate that the relationships between overall job satisfaction and task and contextual performance were the same. However, when the facets of job satisfaction were considered, different relationships emerged. There was a stronger relationship between satisfaction with supervision and contextual performance compared to task performance. In contrast, there was a stronger relationship between satisfaction with work and task performance compared to contextual performance. Results indicated the importance of considering different facets with the job satisfaction and job performance relationship, as well as the importance of matching predictors and criteria in terms of their levels of specificity. Cette étude examine la relation entre la satisfaction au travail, la tâche et la performance en contexte. Plus spécifiquement, cette relation a étéévaluée en envisageant la relation au travail de façon globale ou selon différentes facettes. La satisfaction au travail a été mesurée auprès de 444 salariés d’une usine de fabrication, la tâche et la performance en contexte ont étéévaluées par leurs supérieurs. Les résultats indiquent que les relations entre la satisfaction au travail envisagée de façon globale, la tâche et la performance en contexte sont les mêmes. Cependant, quand on distingue les facettes de la satisfaction au travail, des relations différentes émergent. Il y a une relation plus importante entre la satisfaction envers la supervision et la performance en contexte qu’entre la satisfaction envers la supervision et la performance. En revanche, il y a une relation plus forte entre la satisfaction du travail et la performance qu’entre la satisfaction du travail et la performance en contexte. Les résultats indiquent l’importance de trouver des indicateurs et des critères qui rendent compte de ces spécificités.