Abstract
This study among 244 employees and their colleagues working in various sectors investigated the dimensionality of self-ratings and peer-ratings of task and contextual performance, using the scales of Goodman and Svyantek (1999). By applying the multitrait-multimethod approach, we examined the degree to which responses to performance items are influenced by the trait (task or contextual performance) and the method factors (self- or peer-ratings). Results of confirmatory factor analyses showed that while the two performance dimensions (i.e., traits) can be differentiated, responses to their items are influenced by the method factor. Specifically, peer-ratings explain more variance in task performance, while self-ratings explain more variance in contextual performance. Moreover, the measurement of task and contextual performance is invariant across self- and peer-ratings. Finally, the positive relationships between task and contextual performance on the one hand and work-related flow on the other hand are of equal strength. These findings support the validity of the performance measure but also highlight some impact of the method factors.
Original language | English |
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Pages (from-to) | 59-69 |
Number of pages | 11 |
Journal | Journal of Personnel Psychology |
Volume | 13 |
Issue number | 2 |
DOIs | |
Publication status | Published - 2014 |
Externally published | Yes |
Keywords
- Contextual performance
- Multitrait-multimethod approach
- Task performance
- Work-related flow
ASJC Scopus subject areas
- Applied Psychology
- Organizational Behavior and Human Resource Management