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Job performance determines the extent to which an individual performs a job well. Job performance measures an individual’s contribution to the overall performance of a team, business unit, and organization.
Job performance is not only about how an individual performs the tasks they are assigned to. Job performance has multiple dimensions, including the aspect of “task performance” and “contextual performance”. This can be illustrated with the example of a sales person. They might achieve 150% of their sales target in a given quarter. At the same time however, they might struggle to get along with coworkers, proactively problem-solve, and contribute to long-term projects. This individual would be evaluated high in task performance, and low in contextual performance.
Job performance is not only about how an individual performs the tasks they are assigned to. Job performance has multiple dimensions, including the aspect of “task performance” and “contextual performance”. Contextual performance is often separated in “citizenship behavior” (behavior that contributes to the goals of the organization through social and psychological aspects) and “counterproductive work behavior” (behavior that intentionally counteracts the aims of the organization).