Assessing Job Performance Using Brief Self-report Scales: The Case of the Individual Work Performance Questionnaire

Ramos-Villagrasa, Pedro J.; Barrada, Juan Ramón; Río, Elena Fernández del; Koopmans, L.

doi:10.5093/jwop2019a21

Cited by 118 publications

(110 citation statements)

References 72 publications

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“…All measurements were recorded by self-report, a reliable and valid approach to assess dark personality [45], which is also appropriate in multi-occupational research where it may be difficult for others (i.e., supervisors, peers) to observe worker's performance [46].…”

Section: Methodsmentioning

confidence: 99%

Does Evil Prevail? The “Bright” and “Dark” Sides of Personality as Predictors of Adaptive Performance

2020

Self Cite

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The turbulent context in which organizations operate today makes them search for adaptable workers. Previous studies have shown the predictive value of the “Big Five” personality traits on adaptive performance, but some authors suggest extending personality domain with the “dark” traits of personality, that is, Machiavellianism, narcissism, psychopathy (i.e., the “Dark Triad”), and sadism (which, along with the aforementioned traits, composes the “Dark Tetrad”). The present research investigates the incremental validity of the dark traits in the prediction of adaptive performance over the Big Five. The study follows a cross-sectional design with a convenience sample of 613 participants (46% women; mean age 38.78 years, SD = 14.05; mean job experience = 16.93 years, SD = 13.39) from different organizations who fill in a questionnaire with the variables. Our results showed that the Dark Triad improved the predictive model with respect to the Big Five (R2 = 0.202, ΔR2 = 0.030, p < 0.001). The statistically significant predictors were neuroticism (β = −0.127, p = 0.010), openness to experience (β = 0.155, p < 0.001), conscientiousness (β = 0.164, p = 0.001), narcissism (β = 0.134 p < 0.002), and psychopathy (β = −0.137, p = 0.005). The incorporation of sadism did not improve the Dark Triad model (R2 = 0.202, ΔR2= −0.001, p = 0.541).

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Section: Methodsmentioning

confidence: 99%

Does Evil Prevail? The “Bright” and “Dark” Sides of Personality as Predictors of Adaptive Performance

2020

Self Cite

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“…In formative models, the causal paths between indicators and construct are reversed compared to reflective measures (Bollen & Bauldry, 2011;Edwards & Bagozzi, 2000;Fleuren et al, 2018;Jarvis et al, 2003) 1 . Constructs such as job performance (e.g., Ramos-Villagrasa et al, 2019) or job satisfaction (Spector, 1985)-the latter of which will in this paper be used as a running example-are typically measured by inquiring about distinctive aspects of the job. Such aspects, for example workers' satisfaction with pay, communications, supervision, co-workers and so forth (Spector, 1985), are best seen as defining features of overall satisfaction with the job (see also MacKenzie et al, 2005).…”

Section: Internal Consistency and Reflective Measurementmentioning

confidence: 99%

Crossing the seven Cs of internal consistency: Assessing the reliability of formative instruments

Gruijters¹,

Bp²,

G-Jy³

2021

Preprint

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Evaluating the reliability of measurement instruments is common practice in organizational psychology. When measurement proceeds using composites of multiple indicators, reliability is often examined with internal consistency estimates. This is common practice for both measurement instruments with a reflective measurement model, where a latent psychological construct is assumed to cause the item scores, and with a formative measurement model, where the composite score defines the construct. In the latter case, however, internal consistency indices such as Coefficient Alpha or Omega are not informative about reliability. In this paper, we review the assumption of reflective measurement and discuss why internal consistency estimates assume this model. We then provide an illustration of a checklist (originally proposed by Jarvis et al., 2003) intended to aid researchers, reviewers and editors in recognizing reflective measurement. Finally, the paper describes how researchers can estimate the reliability of instruments that use formative items. With these contributions, the paper aims to promote awareness of measurement assumptions when estimating reliability, and to provide tailored alternatives for assessing the reliability of formative instruments.

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“…Cronbach's Alpha values of > 0.8 were found for employee engagement, motivating variables, and work performance, indicating the measurement's strong and positive correlation. This research applied the questionnaire procedure through which surveys are distributed and International Journal of Human Resource Studies ISSN 2162-3058 2021 was formed from employee engagement thought Rich et al (2010), job performance based on Ramos et al (2019), training based on Majdalawi (2015). Every query was created using a Likert scale (1 -6).…”

Section: Reliabilitymentioning

confidence: 99%

Motivational Factors and Job Performance: The Mediating Roles of Employee Engagement

Almawali¹,

Hafit²,

Hassan³

2021

IJHRS

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This research examines the relationship between motivational factors, job performance, employee engagement and the impact of motivational factors on job performance function of employee engagement as a mediator in the government sector in the Sultanate of Oman. A quantitative study methodology was used, and six hypotheses were evaluated using 111 representative government employees from the Ministry of Education. This study is a pilot test. This study uses quota sampling, and Statistical Package for the Social Sciences (SPSS) and path analysis techniques were used for the analysis. The study's findings indicate that these factors have a favorable association, that motivational factors have significant positive relationships with employee engagement and job performance, and that employee engagement acts as a partial mediator in the relationship between motivational factors and job performance. This study is critical for leaders and regulators interested in enhancing job performance in Oman's public sector. This is one of the few studies on the mediating function of employee engagement in the link between motivational variables and job performance. This is the first research of its kind in Oman for the public sector. Other motivational variables could be examined and evaluated in the private sector in Future research.

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Assessing Job Performance Using Brief Self-report Scales: The Case of the Individual Work Performance Questionnaire

Cited by 118 publications

References 72 publications

Does Evil Prevail? The “Bright” and “Dark” Sides of Personality as Predictors of Adaptive Performance

Does Evil Prevail? The “Bright” and “Dark” Sides of Personality as Predictors of Adaptive Performance

Crossing the seven Cs of internal consistency: Assessing the reliability of formative instruments

Motivational Factors and Job Performance: The Mediating Roles of Employee Engagement

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