Effective Performance And Counterproductive Work Performance Analysis

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The framework in figure 2.2 includes task and contextual performance with the addition of adaptive performance and counterproductive work behaviour. Counterproductive work behaviour is defined as behaviour that harms the well-being of the organisation such as absenteeism, being late for work, engaging in off-task behaviour, theft and substance abuse (Koopmans et al., 2011:862). 2.3.3 Predictors of job performance Sonnentag et al., (2008:432) argue that there are two predictors of job performance, person-specific and situation-specific variables. Person-specific variables are individual difference variables that are variables that differ between individuals but are expected to be rather stable within individuals. Situation-specific variables…show more content…
Armstrong (2009:336) argues that it is not job satisfaction that produces high performance but high performance that produces job satisfaction. A satisfied worker is not necessarily highly productive and a highly productive worker is not necessarily highly satisfied. People may be satisfied with their jobs but may not be motivated to work harder or better, they may find other ways to satisfy their…show more content…
It takes into account the amount of discretionary effort an employee expends on behalf of the organisation. This suggests that the employee invests themselves not only in their role but in the organisation as a whole. Discretionary behaviour refer to choices that people at work have in the way they do their job and amount of effort, care, innovation and productive behaviour they display. It can be positive when people go the extra mile to achieve high levels of performance and it can be negative when they exercise their discretion to slack off at work (Armstrong,
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