Table 1: Eight behavioral dimensions of performance at work according to Campbell:
Dimension Definition
1. the skills in tasks specific to employment level of competence with which an individual performs his job-specific technical tasks
2. the skills in tasks not specific to employment Capacity to master the tasks common to several jobs of the organization. This ability depends on the versatility and adaptability skills
3. the written and oral communication Ability to communicate clearly and effectively verbally, or in writing in the work
4. efforts in industry Capacity to demonstrate additional efforts and work effectively in difficult conditions (motivation to achieve the tasks assigned with energy, intensity, and persistence)
5. maintaining …show more content…
Different types of individual performance This model of Campbell served as base for many works that were then proposed to distinguish two types of performance:
• Performance in the task (or role), can be quite variable from one job to another and in addition, can be 'moving', i.e. that the responsibilities of employees are often diverse and redefined during the various missions assigned to them. Thus, the demands on the performance in the task can quickly evolve;
• The contextual performance (or extra-role) corresponds to the set of behaviors that contributes to organizational effectiveness by their effects on the psychological, social and organizational work context. Specifically, this type of behavior translates into actions that defuse internal conflicts, reduce the problems of hostility between people and encourage interpersonal trust, thus promoting interpersonal communication, cooperation, and …show more content…
For example, notify them of events, which may be of attention to them or participate in meetings and group activities. These movements simplify personal announcement, collaboration, and coordination, that is to say, the addition of the group or the team. Here, the individual performance persuaded shared performance.
• Organizational citizenship performance: it comes to behaviors that prove the loyalty of the worker to his society as for example support the purposes, to have a optimistic attitude near the Group, not to protest of the structural conditions, to continue in the Society despite problematic conditions. It also comprises behaviors that seek agreement to the rules and events of the organization.
• The conscientious spirit with regard to the task: these are performances extra role to work actions, such as happily involve in tasks and assignments that are not officially part of his work or prove ongoing efforts to enlarge its
Dimension Definition
1. the skills in tasks specific to employment level of competence with which an individual performs his job-specific technical tasks
2. the skills in tasks not specific to employment Capacity to master the tasks common to several jobs of the organization. This ability depends on the versatility and adaptability skills
3. the written and oral communication Ability to communicate clearly and effectively verbally, or in writing in the work
4. efforts in industry Capacity to demonstrate additional efforts and work effectively in difficult conditions (motivation to achieve the tasks assigned with energy, intensity, and persistence)
5. maintaining …show more content…
Different types of individual performance This model of Campbell served as base for many works that were then proposed to distinguish two types of performance:
• Performance in the task (or role), can be quite variable from one job to another and in addition, can be 'moving', i.e. that the responsibilities of employees are often diverse and redefined during the various missions assigned to them. Thus, the demands on the performance in the task can quickly evolve;
• The contextual performance (or extra-role) corresponds to the set of behaviors that contributes to organizational effectiveness by their effects on the psychological, social and organizational work context. Specifically, this type of behavior translates into actions that defuse internal conflicts, reduce the problems of hostility between people and encourage interpersonal trust, thus promoting interpersonal communication, cooperation, and …show more content…
For example, notify them of events, which may be of attention to them or participate in meetings and group activities. These movements simplify personal announcement, collaboration, and coordination, that is to say, the addition of the group or the team. Here, the individual performance persuaded shared performance.
• Organizational citizenship performance: it comes to behaviors that prove the loyalty of the worker to his society as for example support the purposes, to have a optimistic attitude near the Group, not to protest of the structural conditions, to continue in the Society despite problematic conditions. It also comprises behaviors that seek agreement to the rules and events of the organization.
• The conscientious spirit with regard to the task: these are performances extra role to work actions, such as happily involve in tasks and assignments that are not officially part of his work or prove ongoing efforts to enlarge its