Comprehensive Guide to Job Performance, Citizenship, and Withdrawal Behaviours in Organizational Psychology

What is the definition of Job Performance?

Employee behaviours that contribute either positively or negatively to the accomplishment of organizational goals.

What are the three broad categories of Job Performance?

Task performance, citizenship behaviour, and counterproductive behaviour.

Define Task Performance.

Employee behaviours that are directly involved in the transformation of organizational resources into the goods or services that the organization produces.

Define Routine Task Performance.

Well-known or habitual responses by employees to predictable task demands.

Define Adaptive Task Performance.

Employee responses to task demands that are novel, unusual, or at the very least, unpredictable.

Define Creative Task Performance.

The degree to which individuals develop ideas or physical outcomes that are both novel and useful.

What is a Job Analysis?

A process used to identify the sets of behaviours that represent 'task performance' for a specific job.

What is the O*NET?

The Occupational Information Network; an online database that includes the characteristics of most jobs in terms of tasks, behaviours, and required knowledge/skills.

What is Citizenship Behaviour?

Voluntary employee behaviours that contribute to organizational goals by improving the context in which work takes place.

What are the two main categories of Citizenship Behaviour?

Interpersonal and Organizational.

Define Helping (Interpersonal Citizenship).

Assisting coworkers who have heavy workloads, aiding them with personal matters, and showing new employees the ropes.

Define Courtesy (Interpersonal Citizenship).

Keeping coworkers informed about matters that are relevant to them.

Define Sportsmanship (Interpersonal Citizenship).

Maintaining a good attitude with coworkers, even when they've done something annoying or when the unit is going through tough times.

Define Voice (Organizational Citizenship).

Speaking up and offering constructive suggestions for change.

Define Civic Virtue (Organizational Citizenship).

Participating in the company's operations at a deeper-than-normal level by attending voluntary meetings and functions.

Define Boosterism (Organizational Citizenship).

Representing the organization in a positive way when out in public, away from the office.

What is Counterproductive Behaviour?

Employee behaviours that intentionally hinder organizational goal accomplishment.

Define Property Deviance.

Behaviours that harm the organization's assets and possessions (e.g., sabotage, theft).

Define Sabotage.

The purposeful destruction of physical equipment, organizational processes, or company products.

Define Production Deviance.

Behaviours that reduce the efficiency of work output (e.g., wasting resources, substance abuse).

Define Political Deviance.

Behaviours that intentionally disadvantage other individuals rather than the larger organization (e.g., gossiping, incivility).

Define Personal Aggression.

Hostile verbal and physical actions directed toward other employees (e.g., harassment, abuse).

What is Selective Incivility?

Incivility more frequently directed toward employees who hold marginalized identities.

What is Management by Objectives (MBO)?

A philosophy that bases an employee's evaluations on whether the employee achieves specific performance goals.

What is a Behaviourally Anchored Rating Scale (BARS)?

A performance management system that uses 'critical incidents'—short descriptions of effective/ineffective behaviours—to evaluate performance directly.

What is 360-Degree Feedback?

A system that involves collecting performance information from the supervisor, peers, customers, and subordinates.

How do Social Networking Systems apply to performance?

Using tools like Slack or internal programs to provide immediate, 'real-time' feedback and recognition.

What is Organizational Commitment?

The desire on the part of an employee to remain a member of the organization.

What is Withdrawal Behaviour?

A set of actions that employees perform to avoid the work situation—behaviours that may eventually culminate in quitting.

Define Affective Commitment.

A desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization ('want' to stay).

Define Continuance Commitment.

A desire to remain a member of an organization because of an awareness of the costs associated with leaving it ('have' to stay).

Define Normative Commitment.

A desire to remain a member of an organization due to a feeling of obligation ('ought' to stay).

What is the Erosion Model?

Suggests that employees with fewer bonds with coworkers are most likely to quit the organization.

What is the Social Influence Model?

Suggests that employees who have direct linkages with 'leavers' will themselves become more likely to leave.

What is Embeddedness?

An employee's connection to and sense of fit in the organization and community, which strengthens continuance commitment.

What are the four primary responses to negative events?

Exit, Voice, Loyalty, and Neglect.

Define Exit.

An active, destructive response by which an individual either ends or restricts organizational membership.

Define Loyalty.

A passive, constructive response that maintains public support for the situation while the individual privately hopes for improvement.

Define Neglect.

A passive, destructive response in which interest and effort in the job declines.

Define Voice (as a response to negative events).

An active, constructive response in which individuals attempt to improve the situation.

What is Psychological Withdrawal?

Actions that provide a mental escape from the work environment (e.g., daydreaming, socializing).

What is Physical Withdrawal?

Actions that provide a physical escape, short-term or long-term, from the work environment (e.g., tardiness, long breaks, absenteeism).

What is the Progression Model of Withdrawal?

The theory that withdrawal behaviours are positively correlated (e.g., daydreaming leads to quitting).

Which withdrawal model has the most scientific support?

The Progression Model.