Hi Emily,
You might find these 3-item scales below very helpful. Of course, depending on your research question and whether you expect differential effects on OCB-O and OCBI, you may also consider using the three item OCB scale used by Liden and colleagues (2007). The 3-items taps into OCB toward the organization, supervisor, and coworkers.
EMPLOYEE PERFORMANCE:
1. This employee is very competent
2. This employee gets its work done very effectively
3. This employee has performed its job well
Schaubroeck, J., Lam, S. S., & Cha, S. E. (2007). Embracing transformational leadership: team values and the impact of leader behavior on team performance. Journal of applied psychology, 92(4), 1020-1030.
EMPLOYEE OCB:
1. This employee volunteers to do things not formally required by the job
2. This employee assists me with my duties when needed even though it may not be formally required
3. This employee helps others when their workload increases even though it may not be formally required by the job.
Liden, R. C., Wayne, S. J., Jaworski, R. A., & Bennett, N. (2004). Social loafing: A field investigation. Journal of Management, 30(2), 285-304.
Best of luck with your research!
Stay well and keep thriving,
Mayowa
Faculty, Peter Faber Business School
Australian Catholic University
Room 7.20, Level 7, 250 Victoria Parade,
East Melbourne, Victoria 3002
T: +61 3 9230 8315, +61 4 1044 1799,
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Dear Colleagues,
I'm a doctoral candidate at Rutgers University, and I'm looking for a short (non-ESM), established measure of supervisor-rated performance to use in my dissertation research. I'm specifically looking for measures that capture (1) in-role/task performance, (2) organizationally-oriented organizational citizenship behaviors (OCB-O), and (3) interpersonally-oriented organizational citizenship behaviors (OCB-I).
Thus far the shortest measure of in-role performance I've found is the four item Eisenberger, Armeli, Rexwinkel, Lynch, & Rhoades (2001) measure, and the shortest measures I've found for OCB-O and OCB-I are the seven item subscales in Williams and Anderson's (1991) performance measure.
I would appreciate any suggestions you have for shorter scales I might use to mitigate supervisors' survey fatigue.
Thank you in advance!
Best Regards,
Emily
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Emily Rosado-Solomon PhD Candidate, Industrial Relations and Human Resources
School of Management and Labor Relations
Rutgers, The State University of New Jersey
94 Rockafeller Road
Piscataway, NJ 08854