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  • 1.  Self-report questionnaire measure of job performance

    Posted 02-08-2012 05:12

    Hi All,

     

    I'm a final year MSc student at Birkbeck, University of London planning my research project. I've had some difficulty tracking down a self-report questionnaire measure of job performance. Does anyone know of one? If so I'd be most grateful if you could let me know please by emailing me at wernard.swart@sagepub.co.uk.

     

    Thanks a lot.

     

    Vern



  • 2.  Self-report questionnaire measure of job performance

    Posted 02-08-2012 10:29
    Hello Vern,

    I believe the reason you are having trouble locating a self report on performance is that such a measure might be invalid. Employees might be prone to overestimating their own performance contributions. Performance is usually measured based on supervisory observations to prevent this problem.

    Hope that helps and good luck on your research!
    Jim
    Dr. James R. Guzak
    Meinders School of Business
    Oklahoma City University
    405-208-5740


    ________________________________
    From: Organizational Behavior Division Listserv [OB@AOMLISTS.PACE.EDU] On Behalf Of Swart, Wernard [wernard.swart@SAGEPUB.CO.UK]
    Sent: Wednesday, February 08, 2012 4:12 AM
    To: OB@AOMLISTS.PACE.EDU
    Subject: [OB-LIST] Self-report questionnaire measure of job performance

    Hi All,

    I’m a final year MSc student at Birkbeck, University of London planning my research project. I’ve had some difficulty tracking down a self-report questionnaire measure of job performance. Does anyone know of one? If so I’d be most grateful if you could let me know please by emailing me at wernard.swart@sagepub.co.uk<mailto:wernard.swart@sagepub.co.uk>.

    Thanks a lot.

    Vern


  • 3.  Self-report questionnaire measure of job performance

    Posted 02-08-2012 10:35
    Hello Vern,

    We published work that I think you will find helpful. The validity of self-reported performance has been criticized, as self-reports of performance are usually inconsistent with more traditional ratings (i.e., typically correlated about .35 with supervisor ratings). We found that if you ask the question the right way, you can get a self-report measure of performance that is highly correlated with the supervisor's. Our research suggests that if the question is asked the right way, researchers can get a very good self-reported surrogate for archival performance ratings (correlation with archival supervisor ratings was .88 in our study). 

    We think this approach gives researchers the ability to include employee performance as a variable in studies where access to supervisors' ratings is unavailable (a common frustration for field researchers). I hope this is helpful. The citation is below, let me know offline if you have any questions. 

    Good luck in your research,

    Roger C. Mayer
    Professor
    Department of Management, Innovation and Entrepreneurship
    Poole College of Management
    North Carolina State University

    Schoorman, F. David & Mayer, Roger C.  2008.  The value of common perspectives in self-reported appraisals: You get what you ask for.  Organizational Research Methods, 11, 148-159.



    On Wed, Feb 8, 2012 at 5:12 AM, Swart, Wernard <wernard.swart@sagepub.co.uk> wrote:

    Hi All,

     

    I'm a final year MSc student at Birkbeck, University of London planning my research project. I've had some difficulty tracking down a self-report questionnaire measure of job performance. Does anyone know of one? If so I'd be most grateful if you could let me know please by emailing me at wernard.swart@sagepub.co.uk.

     

    Thanks a lot.

     

    Vern




    --
    Roger C. Mayer
    Professor
    Department of Management, Innovation and Entrepreneurship
    Poole College of Management
    North Carolina State University
     



  • 4.  Self-report questionnaire measure of job performance

    Posted 02-08-2012 12:23
    Although the article offered by  Roger Mayer is very interesting and gives some hope for useful self-evaluations, I suspect that many readers and reviewers of your work will still consider self-evaluation of job performance to be an inadequate criteria. You may wish to review Mabe & West (1982) concerning factors that can improve self-evaluations.

    Best wishes,

    Mike
    Michael A. McDaniel, Ph.D.
    Professor - Human Resources and
    Organizational Behavior
    Department of Management, Research Professor, Department of Psychology
    Virginia Commonwealth University
    301 West Main Street, , PO Box 844000
    Richmond, VA 23284-4000

    http://www.people.vcu.edu/~mamcdani/
    voice: 804.827.0209
    e-mail:     MAMcDani@vcu.edu
    skype: MichaelAMcDaniel

    		Doctoral Program in Management

    The Management Department of the VCU School of Business offers a Ph.D. in Business. Participating faculty with research interests in OB and HR include: Ron Humphrey, Sven Kepes, Michael McDaniel, In-Sue Oh, Doug Pugh, & Anson Seers.

    Students with interest in the doctoral program, should contact Anson Seers.






    From:        "Swart, Wernard" <wernard.swart@SAGEPUB.CO.UK>
    To:        <OB@AOMLISTS.PACE.EDU>
    Date:        02/08/2012 09:54 AM
    Subject:        [OB-LIST] Self-report questionnaire measure of job performance
    Sent by:        Organizational Behavior Division Listserv <OB@AOMLISTS.PACE.EDU>



    Hi All,
     
    I'm a final year MSc student at Birkbeck, University of London planning my research project. I've had some difficulty tracking down a self-report questionnaire measure of job performance. Does anyone know of one? If so I'd be most grateful if you could let me know please by emailing me at wernard.swart@sagepub.co.uk.
     
    Thanks a lot.
     
    Vern


  • 5.  Self-report questionnaire measure of job performance

    Posted 02-08-2012 12:48
    Dear Mr. Swart,

    We used a self-reported performance (a measure of the performance rating they most recently received, so that may not match your needs) measure that we validated against their actual ratings that you can find described in the below publication:

    Pearce, J. L., and Porter, L. W. (1986) Employee responses to formal performance appraisal feedback, Journal of Applied Psychology, 71, 211-218.

    Good luck,

    Jone L. Pearce
    Dean's Professor of Leadership and Director
    Center for Global Leadership
    The Paul Merage School of Business
    University of California, Irvine
    Irvine, CA 92697-3125
    +1-949-824-6505
    Fax +1-949-725-2839


    From: "Swart, Wernard" <wernard.swart@SAGEPUB.CO.UK>
    Reply-To: Organizational Behavior Division Listserv <OB@AOMLISTS.PACE.EDU>
    Date: Wed, 8 Feb 2012 02:12:11 -0800
    To: "OB@AOMLISTS.PACE.EDU" <OB@AOMLISTS.PACE.EDU>
    Subject: [OB-LIST] Self-report questionnaire measure of job performance

    Hi All,

    I'm a final year MSc student at Birkbeck, University of London planning my research project. I've had some difficulty tracking down a self-report questionnaire measure of job performance. Does anyone know of one? If so I'd be most grateful if you could let me know please by emailing me at wernard.swart@sagepub.co.uk.

    Thanks a lot.

    Vern



  • 6.  Self-report questionnaire measure of job performance

    Posted 02-08-2012 14:18

    Vern,

    As noted in other responses, there are potential problems with self-reported task/job performance.  However, as Roger Mayer noted, the approach of Schoorman & Mayer (2008) can help especially if all study participants are rated with the same performance measure, which would likely suggest that they come from the same organization.  But if they do not come form the same organization, it still might help to change the referent of the self-report performance items.  

    I conducted a national survey back in 2001/2002 and wanted to assess overall job performance.  The measure had to be short and I obviously couldn't get supervisor or archival ratings for nearly 2400 employees working for different employers across the US.  Also, it was important for the goals of that study that the participants were aware that I did not know their employer and would not ask for such information.  So I adapted three items from another study and surprisingly decided back then to change the referent of the items from self-evaluation to how one's supervisor would rate the participant.  The citation to the first paper that got around to looking at performance from that study is below (another is in the works).  Also, below I show the section from the methods section that describes the measure. If you would like a copy of the paper and/or measure, email me directly.  Whether or not the change in referent improved the measure by much, I can never know, but it certainly was unlikely to hurt things.  

    As an aside, the use of self-reported assessments of job performance in large population sample studies, and in single organization studies, is alive and well despite the reluctance to use self-report measures of job performance in I/O psychology and OB/HRM.  There is a huge literature in public health and prevention research journals doing so.  Just do a search on "presenteeism" and there are many proprietary (for sale) and free measures.  However, they have not been without criticism and the validity of some of the measures can be questioned.  One issue is that the items are attributional in that they build in attributions for performance (i.e., given your diabetes, how would you rate your performance on the following dimensions) or they may be relational (rate performance due to illness relative to the performance of the typically worker in your organization or job type).  A major problem is the way such measures are being used in economic analyses, especially cost of illness studies.  Unfortunately, the research published in these disciplines using such self-reports is more likely to capture the attention of policymakers than is the research using non-self-reported job performance in I/O psychology and management journals.  But this is a bit of a diversion.  


    Schat, A. C. H. & Frone, M. R. (2011). Exposure to psychological aggression at work and job performance: The mediating role of job attitudes and personal health.  Work and Stress, 25, 23-40.

    Task performance. Three items adapted from Wayne and Ferris (1990) were used to
    assess overall task performance. However, to reduce the likelihood of bias in the self-reporting
    of one's own job performance, the referent for each item was changed so
    that respondents provided the performance rating from the perspective of their
    supervisor rather than from their own perspective. Accordingly, an example item in
    this study was ''Considering all of your job duties and responsibilities, how would
    your supervisor or boss rate your overall performance at work during the past 12
    months?'' Each task performance item used the following response anchors: (1) poor,
    (2) fair, (3) good, (4) very good, and (5) excellent. Coefficient alpha was .89. The
    utility of having respondents provide a performance rating from their supervisor's
    perspective is supported by the results of recent research by Schoorman and Mayer
    (2008) who found that such ratings are more highly correlated with actual
    supervisory ratings than are direct employee self-reports of one's own performance.

    Mike Frone

    ****************************************************************
    Michael R. Frone, Ph.D.
    Senior Research Scientist
    Research Institute on Addictions
    State University of New York at Buffalo
    1021 Main Street
    Buffalo, New York 14203

    Office:    716-887-2519
    Fax:        716-887-2477
    E-mail:     frone@ria.buffalo.edu
    Internet:     http://www.ria.buffalo.edu/profiles/frone.html
    ***************************************************************

    >
    > Hi All,
    >
    > I'm a final year MSc student at Birkbeck, University of London
    > planning my research project. I've had some difficulty tracking down
    > a self-report questionnaire measure of job performance. Does anyone
    > know of one? If so I'd be most grateful if you could let me know
    > please by emailing me at wernard.swart@sagepub.co.uk<    mailto:wernard.
    >     swart@sagepub.co.uk>.
    >
    > Thanks a lot.
    >
    > Vern


  • 7.  Self-report questionnaire measure of job performance

    Posted 02-09-2012 12:47

    You could also consider the measure from Pearce and Porter (1986), where respondents were asked "What was your annual performance appraisal rating last year?" Those indicating that they knew what their rating was (94% of respondents) had the following choices: "outstanding," "highly successful/highly satisfactory/excellent/exceeds acceptable," "successful/satisfactory/fully satisfactory/acceptable," and "unsatisfactory/unacceptable."

     

    Ashford and Black (1996) drew on this scale in creating an expanded measure. Respondents were asked to recall their last actual performance evaluation and report how they were rated relative to others on a percentage basis (e.g., 40th percentile or 90th percentile). They were asked to make this assessment for (a) their overall performance, (b) their ability to get along with others, (c) their ability to get the task done on time, (d) the quality of their performance, and (e) the achievement of work goals.

     

    Ashford, S. J., & Black, J. (1996). Proactivity during organizational entry: The role of desire for control. Journal Of Applied Psychology, 81, 199-214.

     

    Pearce, J. L., & Porter, L. W. (1986). Employees' responses to formal performance appraisal feedback. Journal of Applied Psychology, 71, 211–218.

     

    Michael D. Johnson

    Assistant Professor of Organizational Behavior

    Foster School of Business, University of Washington

    544 Paccar Hall, Box 353266, Seattle, WA 98195

    http://faculty.washington.edu/mdj3/mjohnson/

    (206) 616-2756

    http://emailcharter.org/

     

     

    From: Organizational Behavior Division Listserv [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Roger Mayer
    Sent: Wednesday, February 08, 2012 7:35 AM
    To: OB@AOMLISTS.PACE.EDU
    Subject: Re: [OB-LIST] Self-report questionnaire measure of job performance

     

    Hello Vern,

     

    We published work that I think you will find helpful. The validity of self-reported performance has been criticized, as self-reports of performance are usually inconsistent with more traditional ratings (i.e., typically correlated about .35 with supervisor ratings). We found that if you ask the question the right way, you can get a self-report measure of performance that is highly correlated with the supervisor's. Our research suggests that if the question is asked the right way, researchers can get a very good self-reported surrogate for archival performance ratings (correlation with archival supervisor ratings was .88 in our study). 

     

    We think this approach gives researchers the ability to include employee performance as a variable in studies where access to supervisors' ratings is unavailable (a common frustration for field researchers). I hope this is helpful. The citation is below, let me know offline if you have any questions. 

     

    Good luck in your research,

     

    Roger C. Mayer

    Professor

    Department of Management, Innovation and Entrepreneurship

    Poole College of Management

    North Carolina State University

     

    Schoorman, F. David & Mayer, Roger C.  2008.  The value of common perspectives in self-reported appraisals: You get what you ask for.  Organizational Research Methods, 11, 148-159.

     

    On Wed, Feb 8, 2012 at 5:12 AM, Swart, Wernard <wernard.swart@sagepub.co.uk> wrote:

    Hi All,

     

    I'm a final year MSc student at Birkbeck, University of London planning my research project. I've had some difficulty tracking down a self-report questionnaire measure of job performance. Does anyone know of one? If so I'd be most grateful if you could let me know please by emailing me at wernard.swart@sagepub.co.uk.

     

    Thanks a lot.

     

    Vern



     

    --

    Roger C. Mayer

    Professor

    Department of Management, Innovation and Entrepreneurship

    Poole College of Management

    North Carolina State University

     

     



  • 8.  Self-report questionnaire measure of job performance

    Posted 02-09-2012 14:13
    Dear Vern:

    You've gotten some great advice on using a self-report measure of performance for your research project. I can offer one other alternative, which may or may not work for your situation.  I was working with a sample of employees of a single organization.  I asked the employees to provide the overall rating from their last formal performance evaluation. I don't think that there was anyone who couldn't provide that information (although this study took place a long time ago, so I may have forgotten).  I also asked permission to access the employee's personnel file for just that particular piece of information, and at least half of the respondents agreed to provide that access.  I correlated the self-reports with the evaluations from the records and the correlation was quite high (around .90, but again, I'm relying on memory).  That gave me a little more confidence to say that the self-reports were at least reasonably accurate. 

    As I said, this approach may or may not work for you.  But best of luck in your research!  --  Gayle


    Gayle Baugh
    Associate Professor
    Editor, Group & Organization Management
    Co-Editor, Research in Careers series
         published by Information Age Publishing
    Department of Management & MIS
    University of West Florida
    11000 University Parkway
    Pensacola, Florida  32514-5752
    850-474-2206 (office)
    850-474-2314 (FAX)
     



  • 9.  Self-report questionnaire measure of job performance

    Posted 02-09-2012 15:20

    I'm sort of following up on Gayle's comment. We have done a similar thing in the past and found r=.88 between self-report of most recent PA and the actual PA for a subset of our larger sample (about 50 participants). I'm attaching a reprint in case it helps you.

     

    Best,

     

    PEL

     

    Paul E. Levy, Ph.D.

    Associate Editor, OBHDP

    Professor and Chair, Department of Psychology

    University of Akron

    Akron, OH 44325-4301

    330 972-8369 (office)

    330 687-4698 (cell)

    pelevy@uakron.edu

     

     

    From: Organizational Behavior Division Listserv [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Gayle Baugh
    Sent: Thursday, February 09, 2012 2:13 PM
    To: OB@AOMLISTS.PACE.EDU
    Subject: Re: [OB-LIST] Self-report questionnaire measure of job performance

     

    Dear Vern:

    You've gotten some great advice on using a self-report measure of performance for your research project. I can offer one other alternative, which may or may not work for your situation.  I was working with a sample of employees of a single organization.  I asked the employees to provide the overall rating from their last formal performance evaluation. I don't think that there was anyone who couldn't provide that information (although this study took place a long time ago, so I may have forgotten).  I also asked permission to access the employee's personnel file for just that particular piece of information, and at least half of the respondents agreed to provide that access.  I correlated the self-reports with the evaluations from the records and the correlation was quite high (around .90, but again, I'm relying on memory).  That gave me a little more confidence to say that the self-reports were at least reasonably accurate. 

    As I said, this approach may or may not work for you.  But best of luck in your research!  --  Gayle

    Gayle Baugh

    Associate Professor

    Editor, Group & Organization Management

    Co-Editor, Research in Careers series

         published by Information Age Publishing

    Department of Management & MIS

    University of West Florida

    11000 University Parkway

    Pensacola, Florida  32514-5752

    850-474-2206 (office)

    850-474-2314 (FAX)

     

     



  • 10.  Self-report questionnaire measure of job performance

    Posted 02-09-2012 19:33
    Hi all

    It may be a good thing that there are high correlations between self and supervisor ratings, but it doesn't say much about construct validity as supervisor rating of employee performance is usually not particularly accurate. See for instance the following:

    DeNisi, A. S., & Pritchard, R. D. (2006). Performance appraisal, performance management and improving individual performance: A motivational framework. Management and Organization Review, 2(2), 253-277.
    Murphy, K. R. (2008). Explaining the weak relationship between job performance and ratings of job performance. Industrial and Organizational Psychology, 1, 148-160.

    Bard

    Bård Kuvaas, Dr. Oecon/PhD
    Professor of Organizational Psychology
    Department of Leadership and Organization Management
    BI Norwegian School of Management
    Nydalsveien 37, 0484 Oslo, Norway
    Telephone: +47 06600
    Dial direct: + 47 4641 0731
    Telefax: +47 4641 0701
    Home telephone: +47 6301 0478
    E-mail: bard.kuvaas@bi.no
    Home page:     http://www.bi.no/en/Research/Academic-homepage/?ansattid=FGL90032



    From:        "Levy,Paul E" <pelevy@UAKRON.EDU>
    To:        <OB@AOMLISTS.PACE.EDU>
    Date:        09.02.2012 12:55
    Subject:        Re: [OB-LIST] Self-report questionnaire measure of job performance
    Sent by:        Organizational Behavior Division Listserv <OB@AOMLISTS.PACE.EDU>



    I'm sort of following up on Gayle's comment. We have done a similar thing in the past and found r=.88 between self-report of most recent PA and the actual PA for a subset of our larger sample (about 50 participants). I'm attaching a reprint in case it helps you.
     
    Best,
     
    PEL
     
    Paul E. Levy, Ph.D.
    Associate Editor, OBHDP
    Professor and Chair, Department of Psychology
    University of Akron
    Akron, OH 44325-4301
    330 972-8369 (office)
    330 687-4698 (cell)
    pelevy@uakron.edu
     
     
    From: Organizational Behavior Division Listserv [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Gayle Baugh
    Sent:     Thursday, February 09, 2012 2:13 PM
    To:     OB@AOMLISTS.PACE.EDU
    Subject:     Re: [OB-LIST] Self-report questionnaire measure of job performance
     
    Dear Vern:

    You've gotten some great advice on using a self-report measure of performance for your research project. I can offer one other alternative, which may or may not work for your situation.  I was working with a sample of employees of a single organization.  I asked the employees to provide the overall rating from their last formal performance evaluation. I don't think that there was anyone who couldn't provide that information (although this study took place a long time ago, so I may have forgotten).  I also asked permission to access the employee's personnel file for just that particular piece of information, and at least half of the respondents agreed to provide that access.  I correlated the self-reports with the evaluations from the records and the correlation was quite high (around .90, but again, I'm relying on memory).  That gave me a little more confidence to say that the self-reports were at least reasonably accurate.  

    As I said, this approach may or may not work for you.  But best of luck in your research!  --  Gayle

    Gayle Baugh
    Associate Professor
    Editor, Group & Organization Management
    Co-Editor, Research in Careers series
         published by Information Age Publishing
    Department of Management & MIS
    University of West Florida
    11000 University Parkway
    Pensacola, Florida  32514-5752
    850-474-2206 (office)
    850-474-2314 (FAX)
    gbaugh@uwf.edu
     
     [attachment "Levy & Williams, 1998.pdf" deleted by Bård Kuvaas/people/BISTIFT]