Job Performance Scale 工作绩效量表

简介

评价中心（ACS）是很常用的人才选拔方式，在不同的练习场景中对参与者进行评估。评价中心透明度（Transparency of Assessment centers）指运用评价中心技术进行人员选拔过程中，被评估者被告知哪些行为会被评估的程度。

(Gilliland, 1993)认为评价中心透明度会影响被评估者的自我展示机会，也即被评估者感知他们展示自己的知识、技能和能力的机会。为了研究评价中心透明度对被评估者的影响，Ingold, P. V. et al.（2015）进行了模拟实验研究，将即将申请新工作的志愿者分为不同小组进行实验。为测量各个小组的绩效表现，Ingold, P. V. et al.（2015）借鉴Bott, Svyantek, Goodman, and Bernal (2003)的基于任务的工作绩效调查问卷（Task-Based Job Performance Questionnaire）和Staufenbiel & Hartz (2000)的德国组织公民行为量表（German OCB scale）。

信度与效度

Ingold, P. V. et al.（2015）研究结果表明，基于任务的工作绩效调查量表的内部一致性系数α=0 .84，组织公民行为量表（German OCB scale）的内部一致性系数α=0.84。

量表

根据自己的实际感受和体会，对下面20项描述进行评价和判断，在最符合的数字上划○。评价和判断的标准如下：1非常不同意 2不同意 3有点不同意 4不好确实 5有点同意 6同意 7非常同意
1.The employee demonstrates expertise in all job-related tasks.
2.The employee manages more responsibility than typically assigned.
3.The employee fulfills all the requirements of the job.
4.The employee achieves the objectives of the job.
5.The employee plans and organizes to achieve objectives of the job.
6.The employee helps others when they are overwhelmed by work.
7.The employee always comes to work on time.
8.The employee spends a lot of time complaining about trivial things.
9.The employee acts as a calming influence on colleagues when arguments arise.
10.The employee will inform well in advance if he or she is unable to come to work.
11.The employee tends to make a mountain out of a molehill.
12.The employee will voluntarily take the initiative to help new colleagues with on-the-job training.
13.The employee stands out due to exceptionally few absences from work.
14.The employee perceives everything the company does to be wrong.
15.The employee actively tries to prevent difficulties with colleagues.
16.The employee follows rules and work instructions to the letter.
17.The employee often criticizes colleagues.
18.The employee cheers up colleagues when they are feeling low.
19.The employee only takes time off for absolutely essential reasons.
20.The employee expresses reservations toward any changes within the company.

下载WORD版问卷：文件:Jp.doc

计分方法

工作绩效量表包括20道题，一共有2个分量表：任务绩效量表和组织公民行为量表，可计算每个分量表所包括题目的总分或平均分。每个分量表包括的题目如下：
任务绩效（Task performance） 量表：共5道题，第1、2、3、4、5题。
组织公民行为（Organizational citizenship behavior）量表：共15道题，第6、7、8、9、10、11、12、13、14、15、16、17、18、19、20题。

量表出处

Ingold, P. V., Kleinmann, M., König, C. J., & Melchers, K. G. (2015). Transparency of assessment centers: lower criterion‐related validity but greater opportunity to perform? Personnel Psychology, 69, págs. 467-497.

参考文献

Jansen, A., Melchers, K. G., Lievens, F., Kleinmann, M., Brändli, M., & Fraefel, L., et al. (2013). Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures. Journal of Applied Psychology, 98(2), 326-41.
Staufenbiel, T., & Hartz, C. (2000). Organizational citizenship behavior: entwicklung und erste validierung eines meßinstruments. Diagnostica,46(2), 73-83.
Gilliland, S. W. (1993). The perceived fairness of selection systems: an organizational justice perspective. Academy of Management Review,18(4), 694-734.

友情提醒

为方便学术研究，根据公开发表的学术成果整理而成，供学者在学术研究中使用， 商业使用请与原作者联系。为了尊重作者的劳动成果， 请根据量表出处规范引用，谢谢！