Responsiveness of the individual work performance questionnaire

Abstract

BackgroundIndividual work performance is an important outcome measure in studies in the workplace. Nevertheless, its conceptualization and measurement has proven challenging. To overcome limitations of existing scales, the Individual Work Performance Questionnaire (IWPQ) was recently developed. The aim of the current study was to gain insight into the responsiveness of the IWPQ.MethodsData were used from the Be Active & Relax randomized controlled trial. The aim of the trial was to investigate the effectiveness of an intervention to stimulate physical activity and relaxation of office workers, on need for recovery. Individual work performance was a secondary outcome measure of the trial. In total, 39 hypotheses were formulated concerning correlations between changes on the IWPQ scales and changes on similar constructs (e.g., presenteeism) and distinct constructs (e.g., need for recovery) used in the trial.Results260 Participants completed the IWPQ at both baseline and 12 months of follow-up. For the IWPQ scales, 23%, 15%, and 38%, respectively, of the hypotheses could be confirmed. In general, the correlations between change scores were weaker than expected. Nevertheless, at least 85% of the correlations were in the expected direction.ConclusionsBased on results of the current study, no firm conclusions can be drawn about the responsiveness of the IWPQ. Several reasons may account for the weaker than expected correlations. Future research on the IWPQ’s responsiveness should be conducted, preferably in other populations and intervention studies, where greater changes over time can be expected.

Presenteeism, Overcommitment, Workplace Bullying, and Job Satisfaction: A Moderated Mediation Relationship

“…These results would fit the results of other studies that highlight the importance of the attributions of voluntariness in job satisfaction [70,71]. Another possibility (and a limitation of the research) is that not only presenteeism is relevant to the interpretation of information, but the general health status [72]. If people score high on general health status or, from a different perspective, their illnesses are not a big issue, presenteeism would be compatible with high job satisfaction.…”

Work from home: Indonesian employees' mental well-being and productivity during the COVID-19 pandemic

“…Productivity was measured using the Individual Work Performance Questionnaire (IWPQ) (Koopmans et al , 2014); an 18-item scale that comprises of three main dimensions: task performance, contextual performance and counterproductive work behavior (CWB) suitable for various types of jobs. Task performance refers to the individuals' proficiency and ability to perform the core substantive task of the job (Koopmans et al , 2014). Contextual performance is defined as “behavior that contributes to the goals of the organization by contributing to its social and psychological environment” (Rotundo and Sackett, 2002, pp.…”

The Quality of Working Life Questionnaire for Cancer Survivors: Sufficient responsiveness for use as a patient-reported outcome measurement

“…First, as to the best of our knowledge for other quality of working life measurements, responsiveness as part of the psychometric properties of the measurement instrument was not determined (Van Laar, Edwards, & Easton, ). Second, the method used to determine responsiveness was so different that results are difficult to compare (Koopmans et al, ). In line with the conclusions of previous reviews of the psychometric properties of health measurement instruments (Treanor & Donnelly, ), further research is required on the responsiveness of the construct under study.…”

“…Second, the method used to determine responsiveness was so different that results are difficult to compare (Koopmans et al, 2014).…”