SciELO - Scientific Electronic Library Online

vol.34 issue1The construct validation of an instrument designed to assess organisational socialisationPerceptions of organisational commitment, job satisfaction and turnover intentions in a post-merger South African tertiary institution author indexsubject indexarticles search
Home Pagealphabetic serial listing  

Services on Demand



Related links

  • On index processCited by Google
  • On index processSimilars in Google


SA Journal of Industrial Psychology

On-line version ISSN 2071-0763
Print version ISSN 0258-5200

SA j. ind. Psychol. vol.34 n.1 Johannesburg  2008




The construction and evaluation of a generic work performance questionnaire for use with administrative and operational staff



Johann M Schepers

Department of Human Resource Management, University of Johannesburg, South Africa





The principal objective of the study was the construction and evaluation of a work performance questionnaire for use with administrative and operational staff. Work performance is a multidimensional construct that indicates how well a worker performs in his/her work, the degree of initiative he/she takes, the ingenuity he/she shows in the finding of solutions for problems, and the manner in which he/she uses the human resources at his/her disposal. Two questionnaires were constructed - one for staff performing managerial functions (the full scale) and one for staff in non-managerial positions (the shortened scale). The sample consisted of 278 staff at a South African university. The full scale yielded a reliability of 0,983 and the shortened scale a reliability of 0,978. The implications of the findings are discussed.

Keywords: performance, halo error, citizenship, orientation, counterproductive



“Full text available only in PDF format”




Bartram, D. (2005). The Great Eight Competencies: A criterion-centric approach to validation. Journal of Applied Psychology, 90(6), 1185-1203.         [ Links ]

Bothma, A.C. & Schepers, J.M. (1997). The role of locus of control and achievement motivation in the work performance of black managers. Journal of Industrial Psychology, 23(3), 44-52.         [ Links ]

Campbell, C.H., Ford, P., Rumsey, M.G., Pulakos, E.D., Borman, W.C., Felker, D.B., de Vera, M.V. & Riegelhaupt, B.J. (1990). Development of multiple job performance measures in a representative sample of jobs. Personnel Psychology, 43(2), 277-300.         [ Links ]

Campbell, J.P., McCloy, R.A., Oppler, S.C. & Sager, C.E. (1993). A theory of performance. In N. Schmitt & W.C. Borman (Eds.), Personnel selection in organizations (pp. 35-70). San Francisco: Jossey-Bass.         [ Links ]

Cronbach, L.J. (1951). Coefficient alpha and the internal structure of tests. Psychometrika, 16, 297-334.         [ Links ]

Cronbach, L.J. (1970). Essentials of psychological testing. (3rd ed.). New York: Harper & Row.         [ Links ]

Dixon, W.J. (Ed.) (1990). BMDP statistical software. Berkeley, C.A.: University of California Press.         [ Links ]

Ferguson, G.A. (1941). The factorial interpretation of test difficulty. Psychometrika, 6, 323-329.         [ Links ]

Flanagan, J.C. (1962). Symposium: Standard scores for aptitude and achievement tests: Discussion. Educational and Psychological Measurement, 22, 35-39.         [ Links ]

Guilford, J.P. (1954). Psychometric methods. (2nd ed.). New York: McGraw-Hill.         [ Links ]

Gulliksen, H. (1950). Theory of mental tests. New York: John Wiley.         [ Links ]

Horst, P. (1965). Factor analysis of data matrices. New York: Holt, Rinehart and Winston.         [ Links ]

Joubert, E., Crafford, A. & Schepers, J.M. (2004). The construction of a normative instrument for measuring organizational citizenship. SA Journal of Industrial Psychology, 30(2), 1-10.         [ Links ]

Kaiser, H.F. (1961). A note on Guttman's lower bound for the number of common factors. British Journal of Statistical Psychology, 14(1), 1.         [ Links ]

McCall, W.A. (1922). How to measure in education. New York: Macmillan.         [ Links ]

Nikolaou, I. (2003). The development and validation of a measure of generic work competencies. International Journal of Testing, 3(4), 309-319.         [ Links ]

Ployhart, R.E., Schneider, B. & Schmitt, N. (2006). Staffing organizations. Mahwah, NJ: Erlbaum.         [ Links ]

Pottas, C.D., Erwee, R., Boshoff, A.B. & Lessing, B. (1988). Manual for the Achievement Motivation Questionnaire (AMQ). Unit for Entrepreneurship, University of Pretoria.         [ Links ]

Rotundo, M. & Sackett, P.R. (2002). The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach. Journal of Applied Psychology, 87(1), 66-80.         [ Links ]

Schepers, J.M. (1992). Toetskonstruksie: Teorie en praktyk. Johannesburg: RAU-Drukpers.         [ Links ]

Schepers, J.M. (1994). Die konstruksie en evaluering van 'n prestasie-beoordelingsvraelys vir nie-akademiese personeel. Unpublished report. Rand Afrikaans University.         [ Links ]

Schepers, J.M. (2004). Overcoming the effects of differential skewness of test items in scale construction. SA Journal of Industrial Psychology, 30(4), 27-43.         [ Links ]

Schmitt, N. & Chan, D. (1998). Personnel selection. A theoretical approach. London: Sage Publications.         [ Links ]

Tabachnick, B.G. & Fidell, L.S. (1989). Using multivariate statistics. New York: Harper and Collins.         [ Links ]

Tett, R.P., Guternamn, H.A., Bleier, A. & Murphy, P.J. (2000). Developmentandcontentvalidationofa"hyperdimensional" taxonomy of managerial competence. Human Performance, 13, 205-251.         [ Links ]

Viswesvaran, C. (1993). Modeling job performance: Is there a general factor? Unpublished doctoral dissertation, University of Iowa, Iowa City, IA.         [ Links ]

Viswesvaran, C. & Ones, D.S. (2000). Perspectives on models of job performance. International Journal of Selection and Assessment, 8(4), 216-226.         [ Links ]



Johann M Schepers


Creative Commons License All the contents of this journal, except where otherwise noted, is licensed under a Creative Commons Attribution License