Outcomes of Contextual Performance
Contextual performance has been found to be related to overall employee job performance. A significant portion of supervisor ratings can be accounted for by not just task performance, but contextual performance as well. Other organizational outcomes such as turnover (employment) have been found to be related to contextual performance. Indeed, research shows that contextual performance is a significant predictor of turnover over and above task performance. Employees displaying more contextual performance behaviors were less likely to turnover than those engaging in less contextual performance behaviors. While also touted as a predictor of contextual performance, organizational commitment has been found to be an outcome of contextual performance. The facet of interpersonal facilitation significantly predicts organizational commitment. Research generally supports that contextual performance does indeed relate to overall organization performance as measured by quality, quantity, financial measures, and customer service measures.
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Famous quotes containing the word performance:
“The audience is the most revered member of the theater. Without an audience there is no theater. Every technique learned by the actor, every curtain, every flat on the stage, every careful analysis by the director, every coordinated scene, is for the enjoyment of the audience. They are our guests, our evaluators, and the last spoke in the wheel which can then begin to roll. They make the performance meaningful.”
—Viola Spolin (b. 1911)