The IWPQ focuses on the more subtle forms of workplace deviations, and Extraversion is related to sociability, unrestraint, and assertiveness. (2014), bajo el soporte de tres dimensiones después de haber elaborado una exhaustiva revisión teórica del constructo (Koopmans et al., 2011, 2012). For example, there is growing research on the “dark personality” (Meedović & Petrović, 2015). [ Links ], MacKenzie, S. B., Podsakoff, P. M., & Fetter, R. (1991). Testing the significance of a correlation with nonnormal data: Comparison of Pearson, Spearman, transformation, and resampling approaches. Body Image, 9, 163-171. https://doi.org/10.1016/j.bodyim.2011.10.002 Item wording is included in Table 1. Thousand Oaks, CA: SAGE Publications. Web(2018).La variable desempeño laboral, tiene como dimensiones Habilidades laborales, Relaciones Interpersonales, Motivación, las cuales serán explicadas a continuación. WebEl presente estudio analiza el funcionamiento de una escala autoinformada breve de 18 ítems, el Individual Work Performance Questionnaire (IWPQ), que mide las principales dimensiones del desempeño laboral (desempeño de tarea, desempeño contextual y comportamientos contraproductivos en el trabajo) en una amplia variedad de trabajos. La tabla 5 muestra el resultado de la escala de fiabilidad de los factores después de considerarse 14 ítems del modelo con mejores indicadores de bondad de ajuste. In research settings, this approach can be useful when we are exploring new predictors or relationships between variables. Adaptación al español de la escala de desempeño cívico de Coleman y Borman (2000) y análisis de la estructura empírica del constructo [Spanish Adaptation of the Citizenship Performance Questionnaire by Coleman & Borman (2000) and an analysis of the empiric structure of the construct]. We asked participants about their sex, age, job tenure, organizational tenure, and job experience. Frontiers in Psychology, 8. https://doi.org/10.3389/fpsyg.2017.01972 A quantitative approach to content validity. En este trabajo presentamos las dimensiones que nos van a permitir distinguir de una manera más objetiva cada tipo de relación de empleo. Exploratory structural equation modeling (ESEM; Asparouhov & Muthen, 2009) is a technique that, unlike CFA, permits all items to load on all factors, and, unlike EFA, permits the correlation between item uniquenesses. [ Links ], Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., De Vet, H. C. W., & van der Beek, A. J. Journal of Applied Psychology, 85, 869-879. https://doi.org/10.1037//0021-9010.85.6.869 Regardless of the purpose of the evaluation, organizations need accurate ratings of performance, and even better if they produce the same results while saving time and effort (DeNisi & Murphy, 2017). The construction and initial validation of a measure of expatriate job performance. (2011) clasifican estas dimensiones y agregan el desempeño laboral adaptativo a partir de los estudios (Campbell, 1990; Campbell et al., 1993; Motowidlo et al., 1997). Lima, Perú. Webdesempeño laboral individual, obteniendo como resultados: que las dimensiones actitud favorable y actitud desfavorable hacia la jubilación influyen en la dimensión desempeño … TNO Innovation for Life - VU University Medical Center. Web3.3. https://doi.org/10.1371/journal.pone.0212695 Cabe señalar que la mayoría de los estudios que consideraron la escala de desempeño laboral individual no han reportado el McDonald (ω) u otra prueba de fiabilidad similar, por lo que se considera una prueba estadística adecuada para este tipo de variables. Así también el grado resultó bueno, en la correlación del desempeño laboral con la dimensión de la competencia cardinal ( .= 0.615) y de conocimiento ( .= 0.679). The association of the IWPQ scales and the other variables were assessed with Pearson correlations, both with raw data and with rank-based inverse normal transformation. The size of the primary loadings was satisfactory (Mloading = .65, range [.45, .86]). (2014). Los estudios realizados sobre desempeño laboral son extensos. Although different dimensions have been proposed, such as safety performance (Burke, Sarpy, Tesluk, & Smith-Crowe, 2002) and adaptive performance (Pulakos, Arad, Donovan, & Plamondon, 2000), there are three major domains of job performance (Sackett & Lievens, 2008): task performance, contextual performance, and counterproductive work behavior. [ Links ], Burke, M. J., Sarpy, A. S., Tesluk, P. E., & Smith-Crowe, K. (2002). Cross-cultural adaptation, from Dutch to Swedish language, of the Individual Work Performance Questionnaire. A quantitative review of the OCB literature. Journal of Work and Organizational Psychology, 35, 195-205. https://doi.org/10.5093/jwop2019a21, Adler, S., Campion, M., Colquitt, A., Grubb, A., Murphy, K., Ollander-Krane, R., & Pulakos, E. D. (2016). In practitioner settings, we only recommend the use of IWPQ in very specific scenarios, such as when the scale is not used for individual evaluations (e.g., in-company or regional surveys) or when the company does not have the resources to develop specific measures of job performance, a common situation in the Spanish setting and small organizations (Alonso, Moscoso, & Cuadrado, 2015). International Journal of Selection and Assessment, 26, 27-35. https://doi.org/10.1111/ijsa.12200 Predicting job performance using FFM and non-FFM personality measures. Social Indicators Research, 126, 279-307. https://doi.org/10.1007/s11205-015-0883-z Viswesvaran, Schmidt and Ones (1999, quoted by Sackett, 2002) reported a correlation of counterproductive work behavior with task performance of -.57, and of -.54 with contextual performance. The first one is task performance, which refers to “behaviors that contribute to the production of a good or the provision of a service” (p. 67). Por lo tanto, la presente escala cuenta con adecuadas propiedades psicométricas que permiten recoger la información de forma clara, fiable y acorde con la unidad de estudio en colaboradores del contexto peruano. (pp. Además, se verificó la claridad (V de Aiken=0.90), objetividad (V de Aiken=0.90) actualidad (V de Aiken=0.85), organización (V de Aiken=0.80), suficiencia (V de Aiken=0.90), intencionalidad (V de Aiken=0.85), consistencia (V de Aiken=0.85), coherencia (V de Aiken=0.85), metodología (V de Aiken=0.80) y pertinencia (V de Aiken=0.80). Seventh edition. Note. [ Links ], Sackett, P. R., & Lievens, F. (2008). Big Five personality traits1. A comparison of robust continuous and categorical SEM estimation methods under suboptimal conditions. The validity based on the content was evidenced, as well as the evidence of validity based on the internal structure of the construct, using the AFC. Para llevar a cabo la presente investigación, se tuvo que pasar por diversos procesos. The operationalization of the IWPQ scales was based on a systematic review of the occupational health, work and organizational psychology, and management and economics literature (Koopmans et al., 2011) and a study by Koopmans, Bernaards, Hildebrandt, De Vet, and van der Beek (2013). (2017). Otros estudios (DÃ¥derman et al., 2020; Koopmans, Bernaards, Hildebrandt, de Vet, et al., 2014; Ramos-Villagrasa et al., 2019) revelan índices de bondad de ajuste que son significativos, además se encontró que solo revela la covariación entre los errores el estudio de Ramos-Villagrasa et al. A debate. Getting rid of performance ratings: Genius or folly? Sociodemographic and work behavior questionnaire. Tabla 1 Descripción de variables demográficasÂ. Work engagement and workaholism: comparing the self-employed and salaried employees. All the analyses were performed with R 3.6 (R Core Team, 2019) except for ESEM, which was performed with MPlus 7.4 (Muthén & Muthén, 2015). (2019). Webdel individuo; cómo este se ve involucrado en el desempeño laboral del sujeto y cómo es que las organizaciones también se ven afectadas por dicha problemática, pero sobretodo … Modelos de Ecuaciones Estructurales: Características, Fases, Construcción, Aplicación y Resultados. On the relationship between job performance and ratings of job performance: What do we really know? The IWPQ seems a recommendable option when we want a brief but comprehensive measure of the main dimensions of job performance and we are assessing workers with substantially different jobs. (1998). WebLa relación entre satisfacción y rotación mencionan Robbins & Coulter (2010) son de primordial importancia a diferencia de las otras causantes ya que los empleados … WebTabla 5. [ Links ], Hoffman, B. J., Blair, C. A., Meriac, J. P., & Woehr, D. J. org/10.1097/JOM.0000000000000113 Por último, se concluye que el desempeño laboral se constituye en un sistema orientado al desarrollo de la efectividad y éxito de las organizaciones , a través de sus dimensiones: desempeño de la tarea siendo el logro de las tareas de acuerdo a los Keywords Job performance; Task performance; Contextual performance; Counterproductive work behaviors; Adaptation; Brief self-report scale. Construct validity of the Individual Work Performance Questionnaire. El desempeño laboral es aquel comportamiento comprendido bajo el control de los colaboradores que contribuyen al desarrollo organizacional (Campbell & Wiernik, 2015). JavaScript is disabled for your browser. The second dimension is contextual performance, also referred to as organizational citizenship behavior (OCB). [ Links ], Muthén, L. K., & Muthén, B. O. (2020). (2012) quienes indican que es un enfoque completo y parsimonioso del desempeño laboral general. Revista Venezolana de Gerencia, 13(43), 417-441. La relevancia del presente estudio teórico radica que a partir de una revisión de los inicios, modelo teórico y conceptualizaciones permita realizar otros tratamientos teóricos más exhaustivos. Considering that we could expect the IWPQ scores to be nonnormal (self-report of performance could lead to ceiling or floor effects), we tested associations between scores with correlations both with raw (untransformed) data and with rank-based inverse normal transformation. (1976). The dimension of contextual performance of the IWPQ showed small associations with Neuroticism, r(362) = -.12, p < .001, Extraversion, r(360) = .28, p < .001, and Conscientiousness r(367) = .28, p < .001, and a medium association with Openness, r(368) = .31, p < .001. C/ Cuesta de San Vicente, nº 4, 4ª planta, Madrid, Madrid, ES, 28008, 91 541 99 99, Fax: 91 559 03 03, Item Descriptives and Factor Loadings of the Individual Workplace Performance QuestionnaireÂ, Goodness of Fit Indices for the Different ModelsÂ, Descriptive Statistics and Correlations of the Different VariablesÂ, Distribution of the IWPQ Scores by Dimension. Taking all these results into account, we consider that the cross-cultural adaptation of the IWPQ to Spanish was successful. In our case, three native Spanish-speakers translated the scale from English to Spanish, reviewed the translation together and agreed on a single version of the scale. In line with these means, task and contextual items had negative skewness (MSk = -0.97 and -0.51, respectively), whereas counterproductive work behavior items had positive skewness (MSk = 1.05). [ Links ], Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., de Vet, H. C. W., & van der Beek, A. J. El autor declara no tener ningún conflicto de interés. [ Links ], Lloret-Segura, S., Ferreres-Traver, A., Hernández-Baeza, A., & Tomás-Marco, I. una definición concluyente considera al desempeño laboral como sistemas integrados orientados al desarrollo de la efectividad y éxito de las … As can be seen, the items of the counterproductive work behavior dimension presented lower means (Mmean = 1.03, range [0.42, 1.55]) than task (Mmean = 3.17, range [3.12, 3.27]) and contextual performance (Mmean = 2.62, range [2.20, 2.93]). Thus, conscientiousness and neuroticism have generalized validity across countries, organizations, and occupations (Barrick & Mount, 1991; Hurtz & Donovan, 2000; Salgado, 2003). A Theory of Individual Differences in Task and Contextual Performance. Asimismo, los avances hechos en este estudio sirven para buscar la relación e incluso el efecto con otras variables que intervienen en el campo laboral empresarial, así como la aplicabilidad en diversas empresas del contexto peruano, siempre y cuando los desempeños realizados guarden relación con los expuestos en la escala de desempeño laboral individual, con la finalidad de conocer el desempeño de la tarea, contextual y contraproducente. Por lo que la postura de la construcción de estos constructos parte de teorías base y de diferente enfoque de conocimiento (Koopmans et al., 2011). L. (2011). September 07, 2019; pub: org/10.3102/1076998610381398 Regarding raters, most researchers and practitioners trust job performance scales, but the difference lies in “who” completes them: supervisors, peers, subordinates, or the workers themselves. A., Martínez-Molina, A., Arias, V. B., Golino, H. F., ... Rojo-Moreno, L. (2018). For example, Werner (1994) proposed two dimensions: one regarding behaviors directed toward the organization (e.g., suggesting work improvements), and another toward the people (e.g., helping others). [ Links ], Bishara, A. J., & Hittner, J. Journal of Applied Psychology, 79, 98-107. https://doi.org/10.1037/0021-9010.79.1.98 An unexpected result was that the contextual performance dimension and the counterproductive work behavior dimension of the IWPQ were not related. En tanto, el desempeño laboral individual es de entera importancia para la organización y sus colaboradores, debido a que impulsa la economía individual y general (Campbell & Wiernik, 2015; Sonnentag et al., 2008). (2016). [ Links ], Woehr, D. J. Salespersons’ Information Overload: Scale Development, Validation, and its Relationship to Salesperson Job Satisfaction and Performance. En el tercer capítulo, está dedicado a la presentación y análisis de resultados. Dashed lines, from left to right, correspond to first, second (median), and third quartile.Â, Revista de Psicología del Trabajo y de las Organizaciones, Dalal, Baysinger, Brummel, & Lebreton, 2012, Burke, Sarpy, Tesluk, & Smith-Crowe, 2002, Pulakos, Arad, Donovan, & Plamondon, 2000, Navarro-Carrillo, Beltrán-Morillas, Valor-Segura, & Expósito, 2018, Koopmans, Bernaards, Hildebrandt, & van Buuren, 2013, Koopmans, Bernaards, Hildebrandt, De Vet, and Van Der Beek (2014), Díaz-Vilela, Díaz-Cabrera, Isla-Díaz, Hernández-Fernaud, & Rosales-Sánchez, 2012, Koopmans, Bernaards, Hildebrandt, van Buuren et al., 2013, Koopmans, Bernaards, Hildebrandt, De Vet, and van der Beek (2013), Koopmans, Bernaards, Hildebrandt, van Buuren et al. A., Erez, A., & Johnson, D. E. (2002). We shall present the characteristics of ESEM through comparison with the main limitations of other methods for the assessment of the internal structure of tests, such as EFA and CFA. SPSS, arrojando un nivel bajo de mobbing en sus cuatro dimensiones; mientras que el. Solucionar … [ Links ], Murphy, K. R. (2008). Basically, and as far as this study is concerned, there is an important limitation to EFA (e.g., Brown, 2006): when items share any element in their wording without theoretical relevance, they may show greater covariance than can be explained merely by their relation to the measured constructs. Se consideró una metodología de tipo instrumental de corte transversal, con la participación de 424 participantes, se evidenció la validez basada en el contenido, como también la evidencia de validez basada en la estructura interna del constructo, empleando el AFC. Adaptability in the workplace: Development of a taxonomy of adaptive performance. [ Links ], Morf, M., Feierabend, A., & Staffelbach, B. Esta propuesta es parecida a la anteriormente publicada por Ramos-Villagrasa et al. Development of a measure of workplace deviance. For all the factor models, we interpreted the standardized solution (STDYX solution in MPlus). 427-447). 1), 295-325. https://doi.org/10.1111/j.1559-1816.2012.01017.x (2014). tiene sus propias características estructurales, ya que cuenta con los elementos humanos que comparten medios, recursos y materiales para el logro de fines y objetivos de dicha entidad. Development and Validation of a Self-Reported Measure of Job Performance. El rendimiento laboral se conforma por tres dimensiones (Koopmans et al. Universitaria /Calle Germán Amézaga 375. Conceptual frameworks of individual work performance: A systematic review. Organizational Behavior and Human Decision Processes, 50, 123-150. https://doi.org/10.1016/0749-5978(91)90037-T WebDesempeño laboral y dimensiones de personalidad en los trabajadores de la Municipalidad Provincial del Santa, Chimbote - 2017 Descripción del Articulo La presente … Moreover, agreeableness and openness to experience also have a significant and positive relationship with contextual performance (e.g., Borman, Penner, Allen, & Motowidlo, 2001; Chiaburu, Oh, Berry, Li, & Gardner, 2011), and agreeableness has a significant and negative relationship with counterproductive work behavior (Salgado, 2002). A Comparison of Maximum Likelihood and Bayesian Estimation for Polychoric Correlation Using Monte Carlo Simulation. Observed reliability indexes are appropriate (α = .79 for Neuroticism, α = .84 for Extraversion, α = .73 for Openness to Experience, α = .73 for Agreeableness, and α = .77 for Conscientiousness). The differences were negligible for all the correlations involving IWPQ scores, with a mean unsigned difference of .01. 2 Tabla 14 Dimensiones del desempeño según Viswesvaran. Possible sources of a commonsense theory. Development and validation of teachers perceived job performance scale (TPJP) in higher education. (2014, Koopmans, Bernaards, Hildebrandt, Buuren, et al., 2014, Koopmans, Bernaards, Hildebrandt, de Vet, et al., 2014, Koopmans, Bernaards, Hildeb- randt, de Vet, et al. Work, 48(2), 229-238. https://doi.org/10.3233/WOR-131659 Industrial and Organizational Psychology, 1, 161-166. https://doi.org/10.1111/j.1754-9434.2008.00031.x La primera dimensión hace alusión al desempeño de la tarea (DT=5 ítems), la segunda hace referencia al desempeño contextual (DC=8 ítems) y la tercera recoge el desempeño laboral contraproducente (DLC=5 ítems), cuyas opciones de respuesta son: raramente, algunas veces, regularmente, a menudo y siempre. The distinction with task performance is that in contextual performance the effective functioning of the organization is promoted, but not necessarily with a direct effect on workers’ productivity (MacKenzie, Podsakoff, & Fetter, 1991). una definición concluyente considera al desempeño laboral como sistemas integrados orientados al desarrollo de la efectividad y éxito de las … IWPQ scores showed sufficient convergent validity and very good discriminative validity in a sample of 1,424 Dutch workers from different occupational sectors (Koopmans, et al., 2014). Revista de Psicología Del Trabajo y de Las Organizaciones, 35(2), 53-64. https://doi.org/10.5093/jwop2019a7 [ Links ], Lee, L., & Donohue, R. (2012). (2018). Calculator: a-priori sample size for structural equation models. Taking all this evidence into account, we propose the following hypotheses between IWPQ and personality: H3: The correlations between IWPQ and personality will be similar in terms of direction and strength to the correlations between other job performance measures and personality. Regarding descriptives, for the three different IWPQ scores, it should be noted that the skewness and kurtosis values were always clearly below |1|. Assessing job performance using brief self-report scales: the case of the individual work performance questionnaire, La evaluación del desempeño en el trabajo con escalas de autoinforme breves: el cuestionario de desempeño laboral individual, bTNO Healthy Living, Leiden, The Netherlands. In a CFA, the factor loadings are usually estimated with the restriction that each item will only load on the expected factor, the other loadings being fixed to 0. Workplace Deviation Scale (CWB). 1.2 Análisis de casos. Reducing bias and error in the correlation coefficient due to nonnormality. Aiken's V with values >0.80, skew- ness and kurtosis values, and higher IHC >0.35 were found. Como se mencionó anteriormente, el desempeño organizacional tiene diferentes perspectivas y como consecuencia diferentes dimensiones, al respecto … Participants voluntarily agreed to fill out the questionnaire with the variables of interest. Personality predictors of citizenship performance. [ Links ], Koopmans, L. (2015). A cross-sectional instrumental methodology was considered, with the participation of 424 participants. Later studies, such as those by Hoffman, Blair, Meriac, and Woehr (2007), support the distinction between task and contextual performance. Journal of Work and Organizational Psychology, 34, 83-88. https://doi.org/10.5093/jwop2018a10 ), The Blackwell handbook of personnel selection (pp. With this effort, we could determine in which situations the analysis of job performance does not need to be multidimensional, thereby simplifying its assessment. Estudio de tipo instrumental bajo el corte transversal correlacional. (2019). Journal of Occupational and Environmental Medicine, 45(2), 156-174. https://doi.org/10.1097/01.jom.0000052967.43131.51 Desempeño Laboral. However, there is consensus regarding the multidimensional nature of performance (Dalal, Baysinger, Brummel, & Lebreton, 2012). [ Links ], Fritz, C., & Sonnentag, S. (2006). Manejar el estrés laboral. International Journal of Selection and Assessment, 9, 52-69. https://doi.org/10.1111/1468-2389.00163 Breaking the rules, not the law: The potential risks of counterproductive work behaviors among overqualified employees. [ Links ], Loehlin, J. C., & Beaujean, A. Desempeño laboral . Individual- and organizational-level consequences of organizational citizenship behaviors: A meta-analysis. Así, se llevaron a cabo los análisis descriptivos de la escala, considerándose la media, desviación estándar, asimetría, curtosis y otros indicadores de fiabilidad; luego, se identificó la correlación policórica (Choi et al., 2011) a través del software Factor. Secondly, we studied the internal structure of the IWPQ with exploratory structural equation modeling (ESEM) and with confirmatory factor analysis (CFA). Table 1 Item Descriptives and Factor Loadings of the Individual Workplace Performance QuestionnaireÂ. WebEjemplo de ello son los estudios llevados a cabo por Bakotić (2012), quien evalúa la SL en función de 11 facetas laborales, la escala de siete ítems de Azanza et al. ), Handbook of industrial, work, and organizational psychology. 1The specific information regarding the battery is omitted because it is commercial material and to preserve its possible use in further selection processes. [ Links ], Sackett, P. R. (2002). Psicol, 36(1), 51-57. https://scielo.conicyt.cl/pdf/terpsicol/v36n1/0718-4808-terpsicol-36-01-0051.pdf Predicting Job Performance of Youth Trainees Under a Job Training Partnership Act Program (Jtpa): Criterion Validation of a Behavior‐ Based Measure of Work Maturity. Campo del conocimiento: Administración 1. Clima organizacional. Figura 1 Modelo 1, Desempeño laboral individualÂ, Al identificarse los IM altos, se procedió a efectuar las covarianzas, lo que dio resultados óptimos en el ajuste del modelo, donde la prueba de ajuste exacto de χ² fue igual a 365.196, los grados de libertad (df) ascendieron a 128 con una significancia de p = .000, que como resultado del χ²/df es igual a 2.853, siendo este menor a 3 viene a ser un buen ajuste, considerado como aceptable el modelo. [ Links ], Tsui, A. S., Pearce, J. L., Porter, L. W., & Tripoli, A. M. (1997). Counterproductive behaviors and psychological well-being: The moderating effect of task interdependence. International Journal of Productivity and Performance Management, 62, 6-28. https://doi.org/10.1108/17410401311285273 So we considered that the preferred model to model the internal structure of the IWPQ responses was an ESEM model with two correlated uniquenesses (M3). Kurtosis had a mean value of 0.34, with a range between -0.95 and 3.84. A power primer. When can categorical variables be treated as continuous? Se utilizó un diseño muestral no probabilístico por conveniencia, lo que permitió acceder a los participantes con mayor disponibilidad a ser encuestados, debido a su facilidad de acceso (Ato et al., 2013). Journal of Applied Psychology, 85, 956-970. https://doi.org/10.1037/0021-9010.85.6.956 It entails behaviors that vary across jobs, likely to be role-prescribed and that are usually included in job description (Aguinis, 2013). Interpersonal deviance, organizational deviance, and their common correlates: A review and meta-analysis. WebDescripción completa. [ Links ], Campbell, J., & Wiernik, B. Thirdly, we aggregated item scores to develop the scores of each variable. Journal of Applied Psychology, 85, 349-360. https://doi.org/10.1037/0021-9010.85.3.349 Descriptives and Associations with Other Variables. [ Links ], Podsakoff, N. P., Whiting, S. W., Podsakoff, P. M., & Blume, B. D. (2009). (1999). 1193 Palabras 5 Páginas. Journal of Applied Psychology, 102, 421-433. https://doi.org/10.1037/apl0000085 For this purpose, Koopmans, Bernaards, Hildebrandt, van Buuren et al. (2013) identified all possible indicators of job performance dimensions from the literature, existing questionnaires, and expert interviews. The tridimensional structure of sociosexuality: Spanish validation of the Revised Sociosexual Orientation Inventory. R Foundation for Statistical Computing. Anales de Psicología, 29(3), 1038-1059. https://doi.org/10.6018/analesps.29.3.178511 El análisis factorial exploratorio de los ítems: una guía práctica, revisada y actualizada. [ Links ], Rehman, U., & Shahnawaz, M. G. (2018). https://doi.org/10.1002/9781405164221.ch16 WebEn este sentido la firma de Pro-Integral Consultores SAS desarrollo un software que permite aplicar una evaluación de desempeño en 4 dimensiones, ayudando a tener una … Why do lay people believe that satisfaction and performance are correlated? (2008).  Este es un artículo publicado en acceso abierto bajo una licencia Creative Commons. [ Links ], Werner, J. M. (1994). Whereas in the EFA context, simple structure implies no salient loadings on the secondary dimensions, in the CFA context, simple structure means no loading at all. [ Links ], Cohen, S. L., & Penner, L. A. Se concluye que la escala de desempeño laboral individual cuenta con adecuadas propiedades psicométricas y se puede utilizar con 14 ítems para la versión peruana que validan el factor desempeño de tarea, contextual y contraproducente. Academy of Management Journal, 40(5), 1089-1121. https://doi.org/10.2307/256928 (2008). It comprises off-task behavior, presentism, complaining, doing tasks incorrectly on purpose, and misusing privileges, among others (Koopmans et al., 2011). Este estudio cuenta con buenas propiedades psicométricas y presenta tres modelos, de los cuales se deriva una propuesta del instrumento a trabajar con 14 ítems sin covarianzas en sus errores para la versión peruana, consignándose buenos índices de bondad de ajuste en el modelo final. We applied the Spanish version (Fernández del Río et al., 2018) based on the original version by Bennett and Robinson (2000). [ Links ], Garrido, L. E., Barrada, J. R., Aguasvivas, J. This version of IWPQ has been adapted to American-English language in a further study (Koopmans et al., 2016) in which they asked American workers (N = 40) whether they thought the questionnaire actually measured individual work performance, and whether all relevant facets of individual work performance were assessed. [ Links ], Aubé, C., Rousseau, V., Mama, C., & Morin, E. M. (2009). [ Links ], Navarro-Carrillo, G., Beltrán-Morillas, A. M., Valor-Segura, I., & Expósito, F. (2017). In CFA, any nonmodeled loading different from 0 in the population reduces the model fit and can bias the results. [ Links ], Hurtz, G. M., & Donovan, J. J. For simplicity, we will therefore focus on correlations with raw data. Novel findings using exploratory structural equation modeling. Participants were 368 employees who voluntarily answered a questionnaire including the IWPQ, other performance scales, and the NEO-FFI. 53 Tabla 15 Dimensiones para medir el desempeño laboral individual. En el modelo ajustado siguiente se pueden observar los pesos de la regresión estandarizada, así como las estimaciones de las correlaciones entre las variables exógenas (ver figura 2), Figura 2 Modelo 2, Desempeño laboral individualÂ. Asimismo, se puede observar los resultados de la asimetría y curtosis, seguido de la IHC en la que los valores son superiores a 0.3 (ver tabla 2), Tabla 2 Estadísticos descriptivos y de fiabilidad de la escala de desempeño laboral individualÂ, Nota: ᵃ=elemento de escala inversa; M=media; DS=desviación estándar; As=Asimetría; IHC= índice de homogeneidad corregido. [ Links ], Sánchez-Carracedo, D., Barrada, J. R., López-Guimerà, G., Fauquet, J., Almenara, C. A., & Trepat, E. (2012). [ Links ], Ruiz, C., Jocelyne, K., Silva, V., Neif, G., Vanga, A., & María, G. (2008). WebINGENIERIA ELECTRICA DESARROLLO PROFESIONAL UNIDAD II DIMENSIONES DEL DESARROLLO PROFESIONAL 1. 2015; Gabini 2016; Bautista, 2020) las cuales son rendimiento en la tarea, … A., Estebané, V., & Martínez, G. (2016). [ Links ], Carlos, V. S., & Gouveia, R. (2016). [ Links ], Scullen, S. E., Mount, M. K., & Goff, M. (2000). Moreover, meta-analytic studies demonstrated that the three dimensions of job performance were related to each other. The definition is quite open because it is the only way to describe a phenomenon that varies substantially across jobs (Aguinis, 2013) and time (Sackett & Lievens, 2008). Madrid, España: TEA. Personnel selection. Although the dilemma has been centered on the level of specificity that predictors need to approach the criterion (e.g., Bragg & Bowling, 2018; Salgado et al., 2015), we want to point out the stress on the latter (in our case, job performance). Cross-cultural adaptation of the Individual Work Performance Questionnaire. Los participantes fueron 368 empleados que voluntariamente completaron un cuestionario que incluía el IWPQ, otras escalas de desempeño y el NEO-FFI. https://doi.org/10.1177/1073191118780461 New York, NY: John Wiley & Sons Ltd. La investigación fue autofinanciada por el autor. Development and validation of a self-reported measure of job performance. comienza a valorar al desempeño laboral , sin embargo aún no se le conocía con ese nombre para ese entonces se denominaba descripción de puestos. Es así que, Maristany (2000) afirma que el termino desempeño laboral surge a principios del siglo XX en Estados Unidos y En el Perú no se ha evidenciado sus propiedades psicométricas de la escala desempeño laboral individual; por lo tanto, existen instrumentos construidos por otros autores basados en teorías diferentes a la propuesta en esta investigación, por lo que amerita contar con una herramienta que permita medir adecuadamente el desempeño de los colaboradores. Revista de Psicología Social, 32, 217-245. https://doi.org/10.1080/02134748.2017.1297354 WebSeis dimensiones de la calidad de vida en el trabajo que debes conocer Cultiva la calidad de vida en el trabajo para gozar de un ambiente laboral sano y contar con colaboradores … Meanwhile, the AFC found adequate and significant goodness-of-fit indicators when the scale was reduced from 18 items to 14 items (χ²/df<2.91; CFI>0.95; TLI>0.94; SRMR<0.04 the RMSEA >0.06). This instrument includes two scales with a 7-point Likert type response format ranging from 1 (never) to 7 (daily) to measure counterproductive work behavior: a 12-item scale of organizational deviance (CWB-O, e. g., “Taken property from work without permission”) and a 7-item scale of interpersonal deviance (CWB-I, e.g., “Said something hurtful to someone at work”). Palabras clave: Desempeño de la tarea; análisis factorial exploratorio; desempeño contextual; propiedades psicométricas; desempeño laboral contraproducente. The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach. En tal sentido, a pesar de los cambios realizados en cuanto a la escala de medición y la eliminación de 4 ítems debido a su covarianza, el instrumento tiene significativas propiedades psicométricas. He organizado mi trabajo para acabarlo a tiempo. He sido capaz de llevar a cabo mi trabajo de forma eficiente. Oxford, UK: Wiley. A meta-analysis of the relationship between organizational citizenship behavior and counterproductive work behavior. The instrument assesses two dimensions with eight items per dimension: OCB aimed at the organization (OCB-O; e.g., “Demonstrate concern about the image of the organization”), and OCB aimed at individuals (OCB-I; e.g., “Give up time to help others who have work or nonwork problems”). The relationship between contextual performance and Openess to Experience and the lack of relationship with Agreeableness may be related to the content of the items. The main limitation of CFA is the restrictive assumption: The factor structure is fully simple (Asparouhov & Muthen, 2009). Este ajuste permitió encontrar un modelo con 14 ítems distribuidos en tres factores que ajustan muy bien el modelo (ver figura 3), donde la prueba de ajuste exacto de χ² fue igual a 215.623, los grados de libertad (df) ascendieron a 74 con una significancia de p =.000, que como resultado del χ²/df es igual a 2.914. The Journal of Applied Psychology, 87, 131-142. https://doi.org/10.1037/0021-9010.87.1.131 However, the associations with CWB were small: r(376) = -.13, p < .001 for CWB-O and r(368) = -.16, p < .001, for CWB-I. For the IWPQ, the maximum cross-loading was .18, but the improvement in the model with respect to a CFA model was remarkable. Explaining the weak relationship between job performance and ratings of job performance. [ Links ], Campbell, J. P., & Wiernik, B. M. (2015). 71-83). The fact that job performance scores vary according to the rater is undisputable (Murphy, 2008). They were informed about anonymity and the research objectives of this survey. (2013) developed a pilot test with researchers (N = 54) and a field test with Dutch workers from different occupational sectors (N = 1,181), including blue, pink, and white collar jobs. [ Links ], Koopmans, L., Bernaards, C., Hildebrandt, V., van Buuren, S., van der Beek, A. J., & de Vet, H. C. W. (2013). Los participantes fueron 368 empleados que voluntariamente completaron un cuestionario que incluía el … En tanto, el AFC encontró adecuados y significativos indicadores de bondad de ajuste al reducirse la escala de 18 ítems a 14 ítems (χ²/df<2.91; CFI>0.95; TLI>0.94; SRMR<0.04 el RMSEA >0.06). Our results also indicate that ESEM analysis provides a better fit in the assessment of the internal structure of instruments even when the cross-loadings are small. The lack of relationship between the IWPQ counterproductive performance scale and Extraversion is also interesting. Sin embargo, se consideró la recomendación clásica y moderna, que se debe contar como mínimo 200 casos o participantes (ratio personas/ítems (N/p)) (Lloret-Segura et al., 2014). 21 de Febrero de 2022, Autor para correspondencia: luis.geraldo@upeu.edu.pe. WebWork Performance Questionnaire (IWPQ), que mide las principales dimensiones del desempeño laboral (desempeño de tarea, desempeño contextual y comportamientos contraproductivos en el trabajo) en una amplia variedad de trabajos. When the loading matrix of the population includes cross-loadings, ESEM recovers this matrix better than CFA and is not subject to its parameter estimation bias. Aproximación desde una perspectiva psicosocial]. The Individual Work Performance Questionnaire (Koopmans, 2015) is an 18-item scale developed in The Netherlands to measure the three main dimensions of job performance: task performance, contextual performance, and counterproductive work behavior. (1995). The Individual Work Performance Questionnaire. Directrices para la traducción y adaptación de los test: segunda edición [International Test Commission guidelines for test translation and adaptation: Second edition]. [ Links ], Kessler, R. C., Barber, C., Beck, A., Berglund, P., Cleary, P. D., McKenas, D., Pronk, N., Simon, G., Stang, P., Ustun, T. B., & Wang, P. (2003). (2018). WebRelación entre la Satisfacción Laboral y Desempeño Laboral de los colaboradores de las mypes operadores logísticos - agentes de carga marítimo internacional del Callao, 2019. Not all forms of misbehavior are created equal: Differential personality facet-counterproductive work behavior relations. Journal of Applied Psychology, 85, 612-624. https://doi.org/10.1037/0021-9010.85.4.612 As the study was developed in Spain, we needed to translate the scale into Spanish. We conclude that the IWPQ is an adequate measure of job performance but with emphasis on behaviors aimed toward organizations. La medición del desempeño laboral está dirigida a identificar las áreas en las que el empleado puede requerir capacitación. La medición del desempeño laboral es una oportunidad para que el trabajador exprese cómo se siente en su trabajo. Igualmente su supervisor inmediato expone sus propios puntos de vista. In the latter study, Koopmans, Bernaards, Hildebrandt, De Vet et al. This finding is usual in self-report measures of job performance (DeNisi & Murphy, 2017), as can be seen in the scales by Carlos and Gouveia (2016), Fritz and Sonnentag (2006), Gorgievski, Bakker, and Schaufeli (2010), and Selenko, Mäkikangas, Mauno, and Kinnunen (2013), among others. Academy of Management Journal, 38, 555-572. https://doi.org/10.2307/256693 Then, the ranks are converted into probabilities. 1, pp. Nevertheless, the associations of OCB and CWB were also small: OCB-I had a relationship of r(378) = -.20, p < .001 with CWB-I and of r(371) = -.27, p < .001 with CWB-O, whereas OCB-O had a relationship of r(375) = -.22, p < .001 with CWB-I and of r(369) = -.27, p < .001 with CWB-O. (1990). In this model, the correlation between uniquenesses for Item 17 – Item 18 was .52, and .42 for Item 8 – Item 9. These deviant behaviors are related to negative consequences at the personal (Aubé, Rousseau, Mama, & Morin, 2009) and organizational (Rogers & Kelloway, 1997) levels. org/10.1111/j.1744-6570.1987.tb00606.x Its assessment and analysis is capital for different organizational processes, such as personnel selection, compensation and rewards, or training. [ Links ], Cronbach, L. J., & Gleser, C. G. (1957). We want to stress that both scores of the Workplace Deviation Scale had higher skewness (2.09 and 3.30) and kurtosis (5.67 and 13.47) values than the remaining variables, whose absolute values were below 0.88 for skewness and 0.67 for kurtosis. In this section, we follow the descriptions by Bishara and Hittner (2012, 2015).  This is an Open Access article distributed under the terms of the Creative Commons Attribution-Noncommercial No Derivative License, which permits unrestricted non-commercial use, distribution, and reproduction in any medium provided the original work is properly cited and the work is not changed in any way. WebEl desempeño laboral 2.1 Rasgos que predicen el desempeño laboral. (1997) propone modelos relacionados al intercambio económico y social combinado, por lo que pueden afectar la calidad del desempeño a nivel laboral e individual de los empleados. [ Links ], Dalal, R. S., Baysinger, M., Brummel, B. J., & Lebreton, J. M. (2012). Annual Review of Organizational Psychology and Organizational Behavior, 2, 47-74. https://doi.org/10.1146/annurev-orgpsych-032414-111427 Personnel Psychology, 55, 429-457. https://doi.org/10.1111/j.1744-6570.2002.tb00116.x Journal of Health and Translational Medicine, 23(Suppl 1), 41-51. https:// jummec.um.edu.my/index.php/jummec/article/view/25813 Their average job tenure was 8.61 years (SD = 10.05) and their organizational tenure was 10.51 years (SD = 11.27). Psychological Methods, 17, 399-417. https://doi.org/10.1037/a0028087 (1992). The five-factor model of personality traits and organizational citizenship behaviors: A meta-analysis. As such, ESEM may be the most appropriate model for the IWPQ. Journal of Work & Organizational Psychology, 31, 79-89. https://doi.org/10.1016/j.rpto.2015.04.002
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