Relative Importance of Major Job Performance Dimensions in Determining Supervisors' Overall Job Performance Ratings

• Published date: 01 September 2019
• Date: 01 September 2019
• Author: Chao Miao,Kwanghyun Kim,Christopher M. Berry,In‐Sue Oh,Jae Young Choi
• DOI: http://doi.org/10.1002/cjas.1495

Relative Importance of Major Job Performance

Dimensions in Determining Supervisors’Overall

Job Performance Ratings

Jae Young Choi*

Drexel University

Chao Miao

Salisbury University

In-Sue Oh*

Temple University

Christopher M. Berry

Indiana University

Kwanghyun Kim

Korea University Business School

Abstract

This study explores the factor structure of job performance

and each performance dimension’s relative importance in

determining supervisors’overall job performance ratings.

We found that the optimal factor structure of job perfor-

mance includes f‌ive dimensions: task performance, organi-

zational citizenship behaviour directed toward the

organization and individuals (OCB-O and OCB-I, respec-

tively), and counterproductive work behaviour directed

toward the organization and individuals (CWB-O and

CWB-I, respectively). The percent-based relative weight

(%RW) is the highest for task performance in determining

job performance, followed by OCB and CWB. Interestingly,

the %RW of non-task performance dimensions directed

toward the organization (OCB-O and CWB-O) is similar

to the %RW of task performance but greater than the %RW

of non-task performance dimensions directed toward

individuals (OCB-I and CWB-I). Copyright © 2018 ASAC.

Published by John Wiley & Sons, Ltd.

Keywords: overall job performance, task performance, or-

ganizational citizenship behaviour, counterproductive work

behaviour, relative weight analysis

Résumé

Cette étude explore la structure factorielle du rendement au

travail et l’importance relative de chaque dimension du

rendement dans la détermi nation des cotes de rendement

global des superviseurs. Nous constatons que la structure

factorielle optimale du rendement au travail comprend cinq

dimensions: le rendement des tâches, le comportement de

citoyenneté organisationnelle envers l’organisation et les

particuliers (OCB-O et OCB-I, respectivement) et le

comportementde travail contreproductif enversl’organisation

et les particuliers (CWB-O et CWB-I, respectivement). Les

résultats montrent que dans la détermination du rendement

au travail, le poids relatif basé sur le pourcentage

(%RW) est le plus élevé pour le rendement des tâches,

suivi de la POE et de la CCB. Par ailleurs, le %RW des di-

mensions de rendement non liées aux tâches dirigées vers

l’organisation (OCB-O et CCB-O) est semblable au %RW

de rendement des tâches, mais supérieur au %RW des di-

mensions de rendement non liées aux tâches dirigées vers

les individus (OCB-I et CCB-I). Copyright © 2018 ASAC.

Published by John Wiley & Sons, Ltd.

Mots-clés: rendement global au travail, rendement des

tâches, comportement de citoyenneté organisationnelle,

comportement contreproductif au travail, analyse du poids

relatif

This study was supported by Korea University Business School Research Grant. This study was also supported by the Ministry of Education of the Republicof

Korea and the National Research Foundation of Korea (NRF-2015S1A5A2A03047915).

*Please address all correspondence to: Jae Young Choi, Department of Management, LeBow College of Business, Drexel University, Philadelphia, PA 19104,

USA. Email: jc3644@drexel.edu; or In-Sue Oh, Department of Human Resource Management, Fox School of Business, Temple University, Philadelphia, PA

19122, USA. Email: insue.oh@temple.edu

Canadian Journal of Administrative Sciences

Revue canadienne des sciences de l’administration

36: 377–389 (2019)

Published online 27 April 2018 in Wiley Online Library (wileyonlinelibrary.com) DOI: 10.1002/CJAS.1495

Can J Adm Sci

36(3), 377–389 (2019)Copyright © 2018 ASAC. Published by John Wiley & Sons, Ltd. 377