Factor analysis-validated comprehensive employee job performance scale

Abstract

Purpose The purpose of this paper is to develop an employee job performance (EJP) scale questionnaire that encompasses the job time, job quality and job quantity dimensions of employee performance. Design/methodology/approach In this study, the questionnaire questions were first validated using exploratory factor analysis (EFA) and then confirmatory factor analysis (CFA) along the three performance dimensions. The research samples were auto-parts assembly line workers. The factor analysis results confirmed the validity of the questionnaire as a reliable employee performance evaluation tool, as evidenced by the composite reliability (CR) and the average variance extracted (AVE). Findings The questionnaire questions identified three factors of EJP, namely, job time, job quality and job quantity, with 13 items. The factor analysis results confirmed the validity of the questionnaire as a reliable employee performance evaluation tool, as evidenced by a CR of 0.894 and AVE of 0.739, in addition to χ2=63.340, df=54, p=0.180, goodness of fit index=0.976, adjusted goodness of fit index=0.960, RMSEA=0.021 and root mean square residue=0.014. Research limitations/implications The EJP scale questionnaire was examined using only EFA and CFA. These scales are expected to help academics, researchers and practitioners test theories. Because of the features of the sample, the final results should be considered carefully. Practical implications Importantly, the factor analysis results suggest that the proposed EJP scale questionnaire can be applied to various industries and settings either as is or with minimal modifications. Originality/value The EJP questionnaire is novel and can serve as an excellent EJP tool to measure employees’ behavioral output. The questionnaire can provide empirical data on employee performance output based on the employee’s perspective.

Mediating effects of perceived environment support and knowledge sharing between self-efficacy and job performance of SME employees

“…All instruments were assessed using existing scales. Employee job performance was assessed following Na-Nan et al (2018a) as three dimensions of quality, quantity and time. Knowledge sharing was assessed following Kang et al (2008) as four questions in the questionnaire.…”

“…Na-Nan et al (2018a) identify three dimensions of employee job performance as quality, quantity and time. The quality dimension considers the ability to perform tasks according to criteria or standards required by the workplace (Peterson and Plowman, 1953).…”

Development and validation of perceived workplace support for small and medium-sized enterprise employees

“…Feasibility studies are often undertaken to refine protocols and procedures. Furthermore, Na-Nan et al (2018 ) suggested that the methodology of the bias reduction of social research should recognise that culture, economics, politics, technology and language can also influence questionnaire validation. Thus, variations occurring in other cross-cultural or context settings should also be investigated.…”

Impact of Organization Politics on Human Resource Management Practices and Employee Performance

“…Employee performance of job evaluates whether an individual performs his or her job effectively. In this way, individual performance can be characterized into two i.e., performed a behavior as specified in the description of the job and the second one in response to environment, not directions (Na-Nan, Chaiprasit, & Pukkeeree, 2018). Besides, Choudhury (2011) stated that employee behavior and performance is influenced by the organizational environment in which they work.…”