chapter 10 - 2660 - Chapter 10 Productive Counterproductive Employee Behaviour Productive Behaviour Task Performance Good job performance enhances

chapter 10 - 2660 - Chapter 10 Productive Counterproductive...

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Chapter 10: Productive & Counterproductive Employee Behaviour Productive Behaviour: Task Performance - Good job performance enhances organizational productivity, which directly enhances the goods and services provided to the public, national, and global economies - People will only perform their jobs well if they have the necessary ability and the motivation to do so - Three factors that interfere with job performance: 1. Ability 2. Motivation 3. Organizational constraints - Ability and motivation lead to performance, however, they can be blocked by constraints (e.g. inadequate training) Ability and Task Performance - Most selection efforts by I/O psychologists focus on identifying the necessary abilities and skills for specific jobs and finding people who have them - worker-oriented job analysis methods are used to determine the necessary KSAOs for a job, ad once they are known, selection procedures are implemented to find individuals who have the appropriate characteristics - If an organization is to have a workforce with the necessary attributes for good job performance, job analysis, selection, and training must be followed - Glutenberg et al. showed that cognitive ability predicts performance for most jobs o The more mentally demanding the job is, the stronger the relation b.w cognitive ability and job performance - Caldwell and O’reilly found that employees whose abilities match their jobs are more satisfied, which are consistent with the notion that job performance might lead to satisfaction, so employees who have the characteristics necessary for good performance will be more successful on the job, and will be more satisfied Motivation and Task Performance - Although motivation is an individual characteristic, it can come from both within the worker, and the environmental conditions - However, I/O psychologists have directed their selection attention to the assessment of ability rather than of motivation Personal Characteristics and Task Performance - High ability people might perform better because they are more skilled or because they put forth more effort—or both. - Cognitive ability has been found to predict job performance over a wide variety of jobs The Big 5 and Task Performance: - Many psychologists today believe that human personality can be described by 5 dimensions called the Big Five - The Big Five includes the dimensions of extraversion, emotional stability, agreeableness, conscientiousness, and openness to experience - Meta-analysis studies concluded that personality is associated with job performance, with conscientiousness being the best predictor (dependable, responsible, hardworking, achievement oriented)
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o There are strong correlations found by closely matching the particular personality traits to the particular job (ex. extraversion with salespeople who must deal with customers one on one) Locus of Control and Performance - Blau studied how locus of control related to two different task performance dimensions of bank tellers.
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  • Fall '16
  • John Meyer
  • MPS, Hackman, CWB, Blau, Control and Performance

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