Job performance is a commonly used, yet poorly defined concept in industrial and organizational psychology, the branch of psychology that deals with the workplace. It's also part of Human Resources Management. It most commonly refers to whether a person performs their job well. Despite the confusion over how it should be exactly defined, performance is an extremely important criterion that relates to organizational outcomes and success. Among the most commonly accepted theories of job performance comes from the work of John P. Campbell and colleagues. Coming from a psychological perspective, Campbell describes job performance as an individual level variable. That is, performance is something a single person does. This differentiates it from more encompassing constructs such as organizational performance or national performance which are higher level variables.
Read more about Job Performance: Features of Job Performance, Different Types of Performance, Determinants of Performance, Core Self-evaluations, See Also
Famous quotes containing the words job and/or performance:
“It’s only too easy to idealise a mother’s job. We know well that every job has its frustrations and its boring routines and its times of being the last thing anyone would choose to do. Well, why shouldn’t the care of babies and children be thought of that way too?”
—D.W. Winnicott (20th century)
“The value of old age depends upon the person who reaches it. To some men of early performance it is useless. To others, who are late to develop, it just enables them to finish the job.”
—Thomas Hardy (1840–1928)