The performance measurement conundrum: Construct validity of the Individual Work Performance Questionnaire in South Africa

Development and Validation of the Medical Affairs Pharmaceutical Physician Value (MAPPval) Instrument

“…The MAPPval instrument can be used to measure MAPP performance within pharmaceutical companies to assess and enhance the development of MAPPs and demonstrate their value as well as providing a benchmark against which to standardize and develop the utility of MAPPs to stakeholders in the pharmaceutical industry in the UK. Work performance measures are commonly used in performance management and organizational decision-making [ 35 ], and the MAPPval instrument could be applied to these purposes. It may be useful to explore the construct validity of the measure with a larger sample of MAPPs and to adapt the measure to other geographical contexts, especially those in which the development of the MAPP role within pharmaceutical companies may enhance industry practices and accountability.…”

“…Thus, the focus was on intrinsic rather than extrinsic value. While this limits the scope of the measure to applications that utilize measures of intrinsic value, it does not necessarily affect its validity, and intrinsic measures are commonly used in work performance measurement [ 35 ]. Furthermore, MAPPs fulfil a regulatory role within pharmaceutical companies in respect of engagements with external stakeholders, therefore they are likely to be involved in virtually all pharmaceutical company activities involving external stakeholders.…”

Factorial structure of Individual Work Performance Questionnaire (Version 1.0) revisited: Evaluation of acquiescence bias

“…Task performance is defined as behaviors that directly or indirectly contribute to the core technical aspects of the organization [ 1 – 3 , 8 , 23 ]. That is, the competence level with which individuals perform the core tasks and responsibilities associated with their job [ 6 , 8 , 18 – 20 ], which are normally included in job descriptions [ 14 , 28 , 29 ] or in contracts. Contextual performance is conceived as the individual behaviors that contribute to maintaining and improving the social, organizational, and psychological environment in which task performance takes place [ 6 , 19 , 20 ], and that go beyond what is contractually prescribed as work objectives [ 3 , 4 , 6 , 8 , 14 , 18 , 20 , 23 , 28 , 29 ], but that contribute to achieving the goals of the organization [ 1 , 4 ].…”

“…That is, the competence level with which individuals perform the core tasks and responsibilities associated with their job [ 6 , 8 , 18 – 20 ], which are normally included in job descriptions [ 14 , 28 , 29 ] or in contracts. Contextual performance is conceived as the individual behaviors that contribute to maintaining and improving the social, organizational, and psychological environment in which task performance takes place [ 6 , 19 , 20 ], and that go beyond what is contractually prescribed as work objectives [ 3 , 4 , 6 , 8 , 14 , 18 , 20 , 23 , 28 , 29 ], but that contribute to achieving the goals of the organization [ 1 , 4 ]. Counterproductive work behaviors are workers’ intentional behaviors that are detrimental to the legitimate interests and welfare of the organization or its members [ 7 , 8 , 18 – 20 , 25 ].…”

“…This instrument has been selected because it was developed following a rigorous process of literature review that supported the selection of the items [ 29 ]. Also, because its psychometric behavior has been studied by its original authors [ 18 , 19 , 21 , 31 , 32 ], as well as by other researchers in different countries [ 4 – 6 , 29 , 33 ].…”