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Contextual performance is defined as non-task related work behaviors and activities that contribute to the social and psychological aspects of the organization. [4] Contextual performance consists of four elements: persistence of enthusiasm, assistance to others, rule and proscribed procedure following, and openly defending the organizations ...
Work engagement is the "harnessing of organization member's selves to their work roles: in engagement, people employ and express themselves physically, cognitively, emotionally and mentally during role performances". [1]: 694 Three aspects of work motivation are cognitive, emotional and physical engagement. [2]
Internal and external expectations are connected to a social role. Social sanctions (punishment and reward) are used to influence role behavior. These three aspects are used to evaluate one's own behavior as well as the behavior of other people. Heinrich Popitz defines social roles as norms of behavior that a special social group has to follow ...
The counterpart of contextual performance is task performance. Task performance is defined as the work activities that contribute to an organization's technical capacity. [1] Contextual performance is more likely to be voluntary, whereas task performance is more likely to be prescribed by the job description.
[1]: 502 These situational cues may stem from organization, social, and/or task cues. [1] These cues can activate personality traits that are related to job tasks and organizational expectations that the organization values (i.e., job performance). These cues may also elicit trait-related behaviors that are not directly related to job performance.
Behavioral outcomes of POS would include increased in-role and extra-role performance, increased organizational commitment, and decreased withdrawal behaviors such as absenteeism and turnover. Although there were relatively few studies of POS until the mid-1990s, research on the topic has burgeoned in the last few years.
Kalkhoff, W., & Thye, S. R. (2006) This is a meta analysis provides support for expectation states theory's proposition that status cues inform performance expectations and thus affect social influence. Given a history of varying effect sizes, the authors test the theory and examine whether experimental protocols (e.g., use of computers) affect ...
In economics, organizational effectiveness is defined in terms of profitability and the minimisation of problems related to high employee turnover and absenteeism. [4] As the market for competent employees is subject to supply and demand pressures, firms must offer incentives that are not too low to discourage applicants from applying, and not too unnecessarily high as to detract from the firm ...