Article 1.1. A look back and a leap forward: A review and synthesis of the individual work performance literature (Carpini, Parker, & Griffin, 2017) Flashcards
Performance =
An individuals behaviors that generates value for an organization.
Performance = ability x motivation x opportunity
5 clusters in map of performance
- Management cluster: how individual behaviors lead to organizational outcomes.
- Personnel-selection cluster: measuring and predicting performance.
- Motivation cluster: underlying motivational mechanisms.
- Good citizenship cluster: OCB.
- Job attitudes cluster: job design, and the “happy productive” worker debate.
4 10-year periods of emergence of performance research
- 1972 - 1982: understanding the core.
- 1983 - 1993: flowering of dimensions: new concepts.
- 1994 - 2004: scattering in the wind: some terms have little connection to task performance or one another.
- 2005 - 2015: new concepts take root: continuïng rapid growth of the field.
OCB, OCB-O, OCB-I =
Organizational citizenship behavior = behaviors that cannot be required or prescribed to a job.
OCB-O = benefits the organization (loyalty).
OCB-I = benefits the individual (helping).
POB
Prosocial organizational behavior.
Behaviors that are targeted to an individual, group, or organization, that improve the target’s welfare.
Contextual performance
Behaviors that support the organizational, social, and psychological environment of the technical core.
Role-based theory
Roles of an employee: job, team, organization, career, and innovator.
Griffin et al. (2007): model of positive work role behavior / integrative performance model
9 broad performance dimensions:
- Proficient behavior: formal and informal requirements, and expectations.
- Adaptive behavior: coping with, responding to, and supporting changes in the job.
- Proactive behavior: future-focused, self-initiated, and change.
