As for the team performance measurement scale employed by Marianne van Woerkom & Marcel Croon (2009), you can find the article through Google Scholar. They measure team performance, through developing four scales that

were intended to measure effectiveness, efficiency, quality and innovativeness.

it is available here

http://www.ftms.edu.my/images/Document/MOD003554%20-%20Effective%20Team%20and%20Performance%20Management/WEEK%2010_van%20Woerkom_team%20learning%20and%20performance.pdf

There are many valid team performance questionnaires that can be found on search engines.

I suggest the emphasis be placed on level of team development, or maturity. This means emotional maturity. Team maturity and performance go hand in hand. So, the valid maturity assessment you select should measure the team's interpersonal relations (communication, constructive feedback, trust, for example), effectiveness of the team's group processes (things like meetings, how they resolve conflict, how they solve problems) and perhaps, their relations with outside groups/clients. Of course, the instrument should measure team performance tied to their metrics and impact on the organization. In terms of how to use an assessment of this nature: Have each team member take the assessment. Then combine the individual data into averages, the team score. Use the team scores to have a discussion among team members about their strengths and the areas they believe they can improve at. You then have a development plan for the team that they had a voice in determining.

Parag Arun Narkhede all the items are not available in the paper you shared. Mahfuz Judeh i search it on entire web even send request email to author but not found.

I think the actual team performance can be observed intensively instead judging with survey technique, as survey techniques have their own advantages and disadvantages as well. And because of these Disadvantage or limitations, I suggest multiple techniques can be used with Questionnaire kind of survey techniques. I suggest the role play, team activities kind of T-base interventions as well as, individual and group meetings will help to check team performance.

Also case study is also a great tool to get the answer of the team performance. Where, a periodic team activities track should be checked with the factors like, Completed activities as team, with weather the activities are completed in time or not? how many conflicts raised while completing those activities? what were the techniques used to resolved the conflicts and clash of interests? how the said team helps each other in personal and professional activities, issues and/or problems. The bonding between each other and so on....!

The main thing is yes, we can utilize a questionnaire as a tool to check a team performance, but 'Questionnaire can be a sub part of whole performance appraise of team performance.

Thank you...!

Measurement(s) could be taken from the mission and cultural value statement of the organization to see how the team goes about its performance. The results from the effort of trying to accomplish the goal and aims are evaluated/assessed to determine which areas of improvement needs to be considered for the team to perform at a higher level.

As team members tend to often be adverse to providing clear, honest feedback about other team members, a good way to measure performance is through an analogy. Using the vehicle analogy, it is possible to gain tremendously powerful insights as to the actual capacity of team members, as well as the mental models that guide performance of each team member.

you can see

https://outcomes.business/teamwork-how-to-evaluate-and-appraise-team-performance/

http://www.free-management-ebooks.com/news/team-performance-evaluation/

you can also see

https://triaxiapartners.com/wp-content/uploads/2016/01/TeamPerformanceProfileSample.pdf

see also

https://www.surveymonkey.com/mp/team-performance-survey-template/