Social Determinants of Health Research Center, Saveh University of Medical Sciences, Saveh, Iran.
Department of Occupational Health, School of Public Health, Tehran University of Medical Sciences, Tehran, Iran.
Work. 2022;73(1):309-320. doi: 10.3233/WOR-211004.
Developing reliable tools to tap into all the behavioral dimensions of individual job performance and identifying the right sub-dimensions is necessary for both research and practice.
This study aimed at developing and validating an IJPQ that addresses shortcomings of existing questionnaires.
After a comprehensive systematic literature review, a framework consisting of four dimensions, including task performance (TP), contextual performance (CP), counterproductive work behavior (CWB), and adaptive performance (AP) was structured for measuring IJP. As well, 45 sub-dimensions were identified for measuring IJP's dimensions. Content and face validity were evaluated, and item impact score (IS), content validity index (CVI), Kappa, and content validity ratio (CVR) were calculated. For reliability and confirmatory factor analysis (CFA), 525 workers completed the validated questionnaire and Cronbach alpha and goodness of fit indexes were determined, respectively.
Of the 62 items generated to measure dimensions, 53 were approved. Based on item-level CVI, of the 53 items, only 45 items were accepted. Finally, the results of item level CVR led to the extraction of 27 questions to evaluate IJP. The obtained scale level CVI and scale level CVR were 0.91 and 0.68, respectively. Based on the results obtained from 525 Iranian workers, values of Cronbach's Alpha, X2/df, RMSEA, and P-value were in the acceptable range.
Conclusively, a questionnaire containing 20 items was developed and validated for measuring IJP of Iranian worker's culture. The four dimensions of TP, CO, CWB, and AP consisted of 6, 5, 5, and 4 items each, respectively. Overall, IJPQ is a theory-based, reliable, and valid instrument for assessing job performance.
开发可靠的工具来挖掘个体工作绩效的所有行为维度，并确定正确的子维度，这对研究和实践都是必要的。
本研究旨在开发和验证一种 IJPQ，以解决现有问卷的缺点。
在全面的系统文献回顾之后，构建了一个包含四个维度的框架，包括任务绩效（TP）、情境绩效（CP）、反生产工作行为（CWB）和适应性绩效（AP），用于衡量 IJP。此外，确定了 45 个子维度来衡量 IJP 的维度。评估了内容和表面效度，并计算了项目影响得分（IS）、内容效度指数（CVI）、kappa 和内容效度比（CVR）。为了进行可靠性和验证性因素分析（CFA），525 名工人完成了经过验证的问卷，分别确定了克朗巴赫阿尔法和拟合优度指数。
在用于衡量维度的 62 个项目中，有 53 个得到了批准。根据项目级 CVI，在 53 个项目中，只有 45 个项目得到了认可。最后，项目水平 CVR 的结果导致提取了 27 个问题来评估 IJP。获得的量表水平 CVI 和量表水平 CVR 分别为 0.91 和 0.68。根据从 525 名伊朗工人那里获得的结果，克朗巴赫的 Alpha、X2/df、RMSEA 和 P 值的值在可接受的范围内。
总之，开发并验证了一种包含 20 个项目的问卷，用于衡量伊朗工人文化的 IJP。TP、CO、CWB 和 AP 的四个维度分别包含 6、5、5 和 4 个项目。总的来说，IJPQ 是一种基于理论、可靠和有效的衡量工作绩效的工具。
