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Cited by 1,419

The DOI matches its Crossref record; 2 of the 2 references it cites were found in a registry or an index.

A Theory of Individual Differences in Task and Contextual Performance

Motowildo, Stephan J., Borman, Walter C., Schmit, Mark J.·1997·Human Performance
DOI 10.1207/s15327043hup1002_1
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Abstract

This article describes a theory of job performance that assumes that job performance is behavioral, episodic, evaluative, and multidimensional. It defines job performance as the aggregated value to the organization of the discrete behavioral episodes that an individual performs over a standard interval of time. It uses the distinction between task and contextual performance to begin to identify and define underlying dimen- sions of the behavioral episodes that make up the performance domain. The theory predicts that individual differences in personality and cognitive ability variables, in combination with learning experiences, lead to variability in knowledge, skills, and work habits that mediate effects of personality and cognitive ability on job perform- ance. An especially important aspect of this theory is that it predicts that the kinds of knowledge, skills, work habits, and traits that are associated with task performance are different from the kinds that are associated with contextual performance.

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Show all 2 references

Research works printed but not linked: 12

  1. Bonnan, W. C. & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual pedonnance.In N. Schmit & W. C. Borman (Eds.), Personnel selection in organizations (pp. 71-98). San Francisco: Jossey-Bass
  2. Campbell, J. P. (1983). Some possible implications of "modeling" for the conceptualization of measurement.In F. Landy, S. Zedeck, & J. Cleveland (Eds.), Performance measurement and theory (pp. 277-298). Hillsdale, NJ: Lawrence Erlbaum Associates, Inc.
  3. Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology.In M. D. Dunnette & L.M. Hough (Eds.), Handbook of industrial and orgunizational psychology (Vol.1,2nd ed.; pp. 687-732). Palo Alto, CA: Consulting Psychologists Press.
  4. Campbell, J. P., Gasser, M. B. & Oswald, F. L. (1996). The substantive nature of job perfonnance variability.In K. R. Murphy (Ed.), Individual differences and behavior in organizations (pp. 258-299). San Francisco: Jossey-Bass.
  5. Campbell, J. P., McCloy, R. A., Oppler, S. H. & Sager, C. E. (1993). A theory of perfonnance.In N. Schmit & W. C. Borman (Eds.), Personnel selection in organizations (pp. 35-70). San Francisco: Jossey-Bass.
  6. Hunter, J. E. (1983). A causal analysis of cognitive ability, job knowledge, job performance, and supervisor ratings.In F. Landy, S. Zedeck, & J. Cleveland (Eds.), Performance measurement and theory u p . 257-266). Hillsdale, NJ: Lawrence Erlbaum Associates, Inc.
  7. McCrae, R. R. & Costa, P. T. (1996). Toward a new generation of personality theories: Theoretical contexts for the five-factor model.In J. S. Wiggins (Ed.), Thefive-factor model of p e r s o ~ l i t y (pp. 51-87). New York: Guilford.
  8. 10.1037//0021-9010.75.6.640 · DOI
  9. 10.1037//0021-9010.79.4.475 · DOI
  10. Newtson, D. (1973). Attribution and the unit of perception of ongoing behavior.Journal of Personality and Social Psychology, 28.28-38. · DOI · Paper page
  11. 10.1037//0022-3514.35.12.847 · DOI · Paper page
  12. Van Scotter, J. R. & Motowidlo, S. J. (1996). Interpersonal facilitation and job dedication as separate facets of contextual performance.Journal of Applied Psychology, 81.525-531. · DOI · Paper page

Cited by

Metadata

Authors
Motowildo, S. J., Borman, W. C., & Schmit, M. J.
Venue
Human Performance
Publisher
Informa UK Limited
Published
1997-06
Volume
10
Issue
2
Pages
71-83
ISSN
  • 0895-9285 (ISSN-L)
  • 1532-7043
DOI
10.1207/s15327043hup1002_1
OpenAlex
W1987881454
Cited by
1,419
References
2
FWCI
25.36
Type
journal article
Language
en
Open access
closed

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