Situational and Job-Related Predictors of Contextual Performance
Along with personality and dispositional traits, the job-related characteristics and attitudes of organizational justice, job satisfaction, and leader supportiveness are all antecedents of contextual performance. Specifically, if an individual perceives that he/she is being treated fairly, if they are satisfied with their job, and if they feel that their supervisor or leader provides support, their contextual performance is expected to increase. These antecedents are important because they are potentially under the control of organizations. By improving upon certain job-related characteristics, organizations may be able to increase the amount of contextual performance done by employees. Procedural justice describes the fairness used in the allocation process and was found to be positively related to two facets of contextual performance, interpersonal facilitation and job dedication. Although the correlations are weak-to-moderate, summary findings imply that when individuals are satisfied with their job and that their supervisor or leader provides support to them; their contextual performance is expected to increase.
As evidenced by the finding that the interaction of politics at the workplace and agreeableness predicted interpersonal facilitation, organizations need to recognize that both individual differences and situational constraints influence contextual performance.
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