Prediction of Mulitdimensional Criteria: Distinguishing Task and contextual Performance

Hattrup, Keith; O’Connell, Matthew S.; Wingate, Peter H.

doi:10.1207/s15327043hup1104_1

Cited by 108 publications

(57 citation statements)

References 27 publications

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“…Other researchers have highlighted differences between task and contextual performance (Hattrup, O'Connell, Wingate, 1998 Concerning the three types of performance, findings of this study support previous research (Motowidlo & Van Scotter, 1994). The hierarchical regressions showed that task performance explains 10% (p < .01) of the variance in overall performance, whereas contextual performance explains 14% (p < .01).…”

Section: Demographic Variablessupporting

confidence: 88%

“…Many researchers have found that job performance is not unidimensional (Hattrup, O'Connell, & Wingate, 1998;Hunthausen, 2000;Motowidlo, Borman, and Schmit, 1997). At least two performance dimensions have been recognized: task performance and contextual performance.…”

Section: Figure 7: Beliefs Contributing To Interpersonal Self-efficacymentioning

confidence: 99%

“…Among the gaps are the need to expand the performance domain to include behaviors, values, and beliefs outside job performance (Goodman, 1995, Mohammed, Mathieu andBarlett, 2002); the need to investigate more the relationship between contextual and task performance in organizations (Hattrup et al, 1998), especially in nonprofit organizations; and the need to conduct more research in nonprofit organizational settings (Mohammed et al, 2002). Performance was also linked to organizational characteristics, which suggests the need to examine organizational culture and job performance.…”

Section: Summary On Organizational Culture Interpersonal Self-efficamentioning

confidence: 99%

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Relationships among demographic variables, organizational culture, interpersonal self-efficacy and perceived job performance.

Vásquez-Colina

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Section: Demographic Variablessupporting

confidence: 88%

Section: Figure 7: Beliefs Contributing To Interpersonal Self-efficacymentioning

confidence: 99%

Section: Summary On Organizational Culture Interpersonal Self-efficamentioning

confidence: 99%

See 1 more Smart Citation

Relationships among demographic variables, organizational culture, interpersonal self-efficacy and perceived job performance.

Vásquez-Colina

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“…Task and contextual performance are differently predicted by individual different constructs (Hattrup, O'Connell, & Wingate, 1998). To elaborate on this, Borman and Motowidlo (1993) reported that, task performance and contextual performance might be associated with different predictor attributes, and that cognitive ability probably is the best predictor of task performance, on the other hand, personality characterizes is a best predictor of contextual performance.…”

Section: Work Performancementioning

confidence: 99%

The Impact of Transformational Leadership Behaviors on Work Performance of Omani Civil Service Agencies

Kindy¹,

Shah²,

Jusoh³

2016

ASS

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In line with the Recommendations of the Symposium of Development of Governmental Performance (Ministry of Civil Services, 2012), this study is investigating the behavior of the Omani Civil Service Agencies' (OCSA) middle managers Transformational Leadership behaviors in enhancing task and contextual behavior work performance. A review of the literature revealed that there is a positive relationship between transformational leadership behaviors and work performance behaviors. However, there is limited number of studies investigating this relationship in Oman generally and specifically in the public sector. The results are expected to show that the transformational leadership behaviors have a positive relationship with task and contextual work performance behaviors of OCSA.

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“…Based on the assumption that task performance reflects proficiency in carrying out tasks detailed in a formal job description, it will increase as employees obtain specific job knowledge that allows them to perform the tasks at a higher level (Hattrup et al, 1998). Conversely, contextual performance includes behaviors like helping work colleagues with a heavy workload, cooperating, following rules with enthusiasm, or volunteering for non-formal duties (Borman & Motowidlo, 1997;Hattrup et al, 1998). The learning of these behavioral conducts is also developed through various experiences that occur before commencing professional activity and in activities outside the job, being then transferred to the individual's job experiences (Bott et al, 2003).…”

Section: Job Experience Work Sample Tests and Job Performancementioning

confidence: 99%

Work Sample Tests: Their Relationship with Job Performance and Job Experience

Rodrigues

Rebelo

2009

Rev. trabajo y las organizaciones

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Resumen. Este artículo examina la relación entre los tests de muestras de trabajo (TMT) y la experiencia laboral (EL) con el desempeño de tarea y el desempeño contextual. En hipótesis, los TMT y la EL están relacionados con el desempeño de tarea, porque ambas medidas está relacionadas con las tareas y otras elementos técnicos intrínsecos del trabajo. Sin embargo, esperamos una relación no significativa entre el desempeño contextual y los TMT y la EL. Usando una muestra de 60 trabajadores de ensamblaje, los resultados sugieren que las muestras de trabajo son predictores válidos del desempeño de tarea, pero que no predicen el desempeño contextual. Con respecto a la experiencia laboral, los resultados indican una correlación moderada con as dos dimensiones de desempeño. Además, se encontró una correlación elevada entre los dos predictores. Finalmente, se discuten las implicaciones de estos resultados en relación con los dos predictores. Palabras clave: validez predictiva, tests de muestras de trabajo, experiencia laboral, desempeño de tarea, desempeño contextual.Abstract. This article examines the relationship between a work sample test (WST) and a measure of job experience (JE) with task and contextual performance. Hypothetically, WST and JE are related to task performance, because both are connected with working on tasks and other intrinsic technical elements of the job. Nevertheless, a non-significant relationship between contextual performance with WST and JE is to be expected. Using a sample of 60 assembly workers, the results suggest that work samples are indeed valid predictors of task performance but they do not predict contextual performance. With respect to job experience, the results reveal a moderate correlation with both dimensions of performance. Furthermore, a large correlation between both predictors was found. Implications of these results concerning the two predictors under study are discussed.

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Prediction of Mulitdimensional Criteria: Distinguishing Task and contextual Performance

Cited by 108 publications

References 27 publications

Relationships among demographic variables, organizational culture, interpersonal self-efficacy and perceived job performance.

Relationships among demographic variables, organizational culture, interpersonal self-efficacy and perceived job performance.

The Impact of Transformational Leadership Behaviors on Work Performance of Omani Civil Service Agencies

Work Sample Tests: Their Relationship with Job Performance and Job Experience

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