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:
“So long as the source of our identity is external—vested in how others judge our performance at work, or how others judge our children’s performance, or how much money we make—we will find ourselves hopelessly flawed, forever short of the ideal.”
—Melinda M. Marshall (20th century)