job performance Flashcards
a basic model of performance:
_ -> effectiveness -> _
performance, productivity
3 facets of job performance:
- organizational _
- _ performance
- _ work behaviours
citizenship, adaptive, counterproductive
production data: results of work comprising things that can be _, seen, and _, based on specific _ of job tasks
counted, compared, nature
judgemental data: an individual _ with the work of another is required to _ the work, usually done by the immediate _
familiar, judge, supervisor
e.g. of judgemental instrument: _ (3), used for evaluating _
360 Degree Feedback, managers
issues with judgemental data: _ and inadvertent bias, may be based on _ data
intentional, production
organizational citizenship behaviours: not _ part of the job, but done by a worker to _ other workers or the organization
formally, assist
e.g. of OCBs:
helping behaviour, individual initiative, self-development
OCBs increasingly used for _
teams
OCBs are _ judgemental scales, so may be _
self-reported, biased
adaptive performance: a _ change in the thinking or behaviour of an _ because of _ (3) change in work activities or environment
deliberate, individual, anticipated or existing
counterproductive work behaviours: _ performance actions that _ the organization
undesirable, harm
_ tests developed to identify applicants with _ than normal probability of CWB
integrity, higher
CWB costs _ of dollars
billions
OCBs and CWBs are _ correlated, they are two _ constructs
negatively, distinct
Campbell's Model of Job Performance: 3 direct _ of job performance: 1. _ knowledge 2. _ knowledge and skill 3. _
determinants, declarative, procedural, motivation
Campbell’s Model of Job Performance has a _ of CWBs and OCBs
crossover
COW (Blumberg and Pringle, 1982):
performance = f(_)
C (capacity) X O (opportunity) X W (willingness)
ways to improve employee’s _ to perform:
- _ change
- more efficient _ (2)
- _ of challenging and important _
opportunity, technology, workflow systems, delegation, tasks
characteristics of job performance measures:
_, _, _, _
individualization, relevance, variance, measurability
companies need to provide _ and regular _
instant, feedback
criterion problem: no _ standard criterion against which to _ criterion measures
empirical, validate
the stability or consistency of the actual criterion is called criterion _
reliability
criterion validity: while some criteria are reliable, they may lack validity, they may not _ the _ that is intended
serve, purpose
range _: _ of the range of the performance measure
restriction, curtailment
_ between theoretical criterion and actual criterion represent criterion _ (3)
differences, deficiency and contamination
use _ (2) for selection
composite criterion
use _ (2) for research
multiple scores
criterion deficiency: actual criterion is _ information that is part of the behaviour one is trying to measure
missing
criterion _: actual criterion includes information _ to the behaviour one is trying to measure
contamination, unrelated
