Productive Behavior in Organizations
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Productive Behavior in Organizations

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What do the findings of Deadrick and Madigan (1990) suggest about the stability of job performance over time?

  • Correlations in performance levels weaken over extended periods. (correct)
  • Job performance is stable over long periods.
  • Short-term performance does not predict long-term outcomes.
  • Job performance correlates strongly over long time intervals.

    • According to Ployhart and Hakel (1998), what was observed regarding the performance of securities analysts over eight years?

  • There was no observable pattern in performance changes.
  • All analysts reached their performance peak at the same time.
  • Performance improvement followed a predictable learning curve. (correct)
  • Performance steadily declined over the years.

    • What is meant by 'maintenance stages' in job performance?

  • Phases where job tasks are newly introduced and challenging.
  • Periods of performance decline due to routine tasks.
  • Tasks become routine and require minimal conscious thought. (correct)
  • Times when an employee receives additional training.

    • What types of job characteristics are highlighted as important in the stability of performance over time by Sturman, Cheramie, and Cashen (2005)?

    <p>Job characteristics that influence performance stability.</p> Signup and view all the answers

    What factors may contribute to individual differences in job performance variability over time?

    <p>Initial acceleration rates and response to change.</p> Signup and view all the answers

    What factors interact to determine job performance according to Campbell's Model?

    <p>Declarative knowledge, procedural knowledge/skill, and motivation</p> Signup and view all the answers

    Which type of jobs showed the highest test-retest correlations for job performance over a year?

    <p>Jobs low in complexity assessed through subjective ratings</p> Signup and view all the answers

    What occurs during the transition periods in jobs as proposed by Murphy (1989b)?

    <p>Employees adapt to new technologies or changes in legislation.</p> Signup and view all the answers

    What is the corrected correlation between general mental ability and job performance across different jobs, as indicated by Schmidt and Hunter's research?

    <p>0.51</p> Signup and view all the answers

    What is a potential consequence for individuals whose performance peaks quickly according to the research?

    <p>They may experience a quick decline in performance.</p> Signup and view all the answers

    What characteristic of job performance is considered dynamic rather than stable?

    <p>Patterns of performance change are predictable.</p> Signup and view all the answers

    What role does motivation play in translating procedural knowledge/skill into job performance?

    <p>Low motivation can prevent high performance despite high skill</p> Signup and view all the answers

    Which meta-analysis found coefficients between general mental ability and job performance in the range of 0.5 to 0.6?

    <p>Bertua, Anderson, &amp; Salgado (2005)</p> Signup and view all the answers

    How does Campbell's Model of Job Performance contribute to our understanding of performance factors?

    <p>It highlights the complex interplay among various performance determinants</p> Signup and view all the answers

    In the context of the research mentioned, what primarily contributes to differences in job performance across various jobs?

    <p>Variations in general mental ability</p> Signup and view all the answers

    Which of the following best describes job specific task proficiency?

    <p>Skills associated with core tasks unique to an individual's job.</p> Signup and view all the answers

    What type of knowledge is referred to as 'declaring knowledge' in Campbell's Model?

    <p>Knowledge about facts and things</p> Signup and view all the answers

    What does demonstrating effort represent in the context of Campbell's model?

    <p>Willingness to persist in difficult tasks.</p> Signup and view all the answers

    Which of the following is an example of maintaining personal discipline?

    <p>Adhering to company policies.</p> Signup and view all the answers

    What does facilitating peer and team performance emphasize in an employee?

    <p>The focus on supporting and assisting coworkers.</p> Signup and view all the answers

    Non job specific task proficiency includes which of the following?

    <p>Common job-related activities required of all organizational members.</p> Signup and view all the answers

    Which aspect is least likely to be included in Campbell's model of job performance?

    <p>Job-specific social interactions.</p> Signup and view all the answers

    How does Campbell's model define extra-role performance?

    <p>Engaging in behaviors beyond formal job requirements.</p> Signup and view all the answers

    Which characteristic is associated with written and oral communication task proficiency?

    <p>Effectiveness in expressing ideas clearly and concisely.</p> Signup and view all the answers

    What are the two key dimensions of job experience as proposed by Tesluk and Jacobs?

    <p>Density and timing</p> Signup and view all the answers

    Which personality trait has consistently been found to predict job performance across various jobs?

    <p>Conscientiousness</p> Signup and view all the answers

    What does the term 'core self-evaluation' encompass according to Erez and Judge?

    <p>Self-esteem, locus of control, self-efficacy, and neuroticism</p> Signup and view all the answers

    How does neuroticism affect an individual's core self-evaluation?

    <p>It contributes negatively</p> Signup and view all the answers

    What is the effect of mistakes made early in one’s career according to Tesluk and Jacobs?

    <p>They offer greater developmental impact</p> Signup and view all the answers

    Which of the following is NOT part of the larger trait of core self-evaluation?

    <p>Introversion</p> Signup and view all the answers

    What correlation coefficient did Barrick and Mount find between conscientiousness and job performance?

    <p>0.22</p> Signup and view all the answers

    Which factor would most likely have a significant impact on job performance over time?

    <p>Density and timing of job-related experiences</p> Signup and view all the answers

    What do core self-evaluations correlate with in comparison to the four traits that make up the larger trait?

    <p>They have greater correlations with performance.</p> Signup and view all the answers

    Which of the following best defines organizational citizenship behavior (OCB)?

    <p>Behaviors that enhance the effectiveness of groups without formal recognition.</p> Signup and view all the answers

    Which of the following is NOT a type of organizational citizenship behavior?

    <p>Warranty</p> Signup and view all the answers

    What does altruism in the context of OCB represent?

    <p>Helping behaviors towards coworkers.</p> Signup and view all the answers

    What characteristic is primarily associated with the behavior of courtesy in OCB?

    <p>Expression of basic consideration for others.</p> Signup and view all the answers

    Which type of OCB explicitly involves a focus on the organization rather than individuals?

    <p>Civic virtue</p> Signup and view all the answers

    What is NOT considered a precursor to engaging in OCB?

    <p>High levels of organizational stress</p> Signup and view all the answers

    What type of behavior does sportsmanship reflect in the context of OCB?

    <p>Exhibiting patience and avoiding complaints.</p> Signup and view all the answers

    Which factors were found to correlate with organizational citizenship behavior (OCB)?

    <p>Job satisfaction and perceived fairness</p> Signup and view all the answers

    What term refers to the process of creating useful conceptual novelty within an organization?

    <p>Organization Ideation</p> Signup and view all the answers

    Which type of skills are considered to be task-relevant skills that contribute to creativity?

    <p>General ability and task-specific ability</p> Signup and view all the answers

    What personality traits are associated with creative activity?

    <p>Self-discipline and independence</p> Signup and view all the answers

    What primarily influences task motivation according to the content?

    <p>Initial intrinsic motivation and external constraints</p> Signup and view all the answers

    Which of the following is not an employee attribute that contributes to creativity and innovation?

    <p>Technical expertise</p> Signup and view all the answers

    Which organizational determinant is suggested to enhance creativity and innovation?

    <p>Hiring creative individuals</p> Signup and view all the answers

    How do affective and cognitive influences work together in relation to organizational citizenship behavior?

    <p>They combine in an additive fashion</p> Signup and view all the answers

    Study Notes

    Productive Behavior in Organizations

    • Employee behavior positively contributing to organizational goals and objectives
    • In financial terms, productive behavior marks the point where the organization starts making a return on their investment in the employee.
    • Key components of productive behavior include job performance, organizational citizenship behavior (OCB), and innovation.

    Defining Job Performance

    • Job performance is defined generally as all behaviors employees exhibit at work.
    • This includes behaviors irrelevant to organizational goals, for example, socializing with colleagues.
    • Campbell (1990, 1994) defines job performance as behaviors at work that contribute to organizational goals.
    • Job performance distinguishes itself from other forms of productive behavior by being formally evaluated by the organization.

    Models of Job Performance

    • Models aim at identifying performance dimensions common across all jobs.
    • Performance prediction is the main focus of organizational psychology.
    • Performance is frequently studied to understand its impact on different variables like motivation, stress, and leadership.
    • Models commonly classify performance into in-role (task) and extra-role (contextual) dimensions.

    In-Role Performance (Task)

    • This relates to technical aspects of employees' jobs.
    • Examples include a nurse drawing blood, or a teller handling transactions.

    Extra-Role Performance (Contextual)

    • Reflects non-technical abilities like communication, motivation, and teamwork.
    • Being a good team member is part of this category.

    Campbell's Model of Job Performance

    • Campbell (1990, 1994) proposes a comprehensive model breaking down performance into eight dimensions.
    • These are outlined in Table 4.1.
    • Job-specific (technical) task proficiency is a crucial component.
    • Non-job-specific task proficiency is also vital, applying across most roles within an organization.
    • Written and oral communication skills
    • Demonstrating effort, like perseverance in difficult tasks.
    • Maintaining personal discipline, avoiding counterproductive behaviors

    Murphy's Model of Job Performance

    • Murphy (1994) breaks performance into four dimensions.
    • The first is task-oriented behaviors, which essentially mirrors job-specific tasks within Campbell's model, also reflecting in-role performance.
    • The remaining categories are extra-role behaviors—interpersonally oriented behaviors, down-time behaviors, and destructive/hazardous behaviors.

    Measurement of Job Performance

    • Organizations commonly assess job performance through employee ratings, which can be subjective (degree to which a rater likes or dislikes the employee), paper/pencil tests, job skills tests, on-site/off-site hands-on testing, etc.
    • Rater training enhances rating quality.
    • Using objective measures, like output figures or commissions, improves accuracy, but these can be influenced by factors beyond employee control, and can reflect effectiveness rather than performance.

    Stability of Job Performance Over Time

    • Job performance is not consistently stable.
    • Performance criteria tend to be dynamic, with correlations varying significantly over time, even with short periods.
    • Learning curves affect performance stability.
    • Factors such as job complexity and the use of objective or subjective measures play a role.

    Determinants of Job Performance

    • Campbell's (1990, 1994) model posits job performance is the result of the interplay between declarative knowledge (knowing facts), procedural knowledge/skill (knowing how to do it), and motivation.
    • Model emphasizes interactions of factors within the individual.

    General Mental Ability as a Predictor of Job Performance

    • General cognitive ability, the capacity to process and comprehend information, is a strong predictor of job performance.
    • Strong correlations are observed across various job types.
    • This ability is linked with job knowledge acquisition and understanding of job duties.

    Job Experience as a Predictor of Job Performance

    • Job experience is a related predictor, positively correlated with job performance.
    • Job experience is significantly related to job performance, especially in roles with low complexity.
    • Job experience is impacted by both the quantity (years) and the quality (relevant experience).

    Personality as a Predictor of Job Performance

    • Conscientiousness is a key personality predictor of work performance.
    • Conscientious individuals tend to perform better due to dependability, goal-orientation, and achievement drive.
    • Other traits, like extraversion and agreeableness, are positive influences in interpersonal job contexts.

    Core Self-Evaluation

    • Self-evaluation is a cluster of core personality traits crucial for job performance.
    • These traits include self-esteem (attitude toward oneself), locus of control (origin of behavior), generalized self-efficacy (belief in one's capabilities to fulfill tasks), and neuroticism (lack of emotional stability).

    Organizational Citizenship Behavior (OCB)

    • OCB includes behaviors that aren't formally part of the job description but increase organizational effectiveness.
    • OCB is comprised of specific behaviors, categorized into altruism, courtesy, sportsmanship, conscientiousness, and civic virtue.
    • Positive affect and perceived fairness are major driving forces behind OCB.

    Innovation in Organizations

    • Employee innovation involves coming up with original ideas and concepts to further the organization's objectives.
    • Innovation is driven by employee attributes, skillset, and motivational factors.
    • Organizational factors, like an encouraging creativity climate, also significantly impact innovation.
    • Various organizational measures are impacting innovation, like functional differentiation levels and external communication.

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    Description

    This quiz covers the crucial aspects of productive behavior in organizations, including employee job performance and its impact on organizational goals. It explores definitions, key components, and various models associated with job performance, highlighting the importance of organizational citizenship behavior and innovation. Test your knowledge on how these behaviors contribute to financial success.

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