Job performance is the most researched topic in industrial and organizational psychology due to its significance as a major indicator of organizational performance.Traditionally, job performance is limited
to the core task activities that are based solely on job analysis (Campbell 1990; Jex & Britt 2008). But now the concept has been extended to contextual performance, which refers to discretionary behaviors related to the assistance of other individuals in the organization (Becker & Kernan 2006; Katz & Kahn1978).
Both aspects of job performance are crucial to achieve organizational objectives because task performance is concerned with behaviors that are required to complete job tasks, while contextual performance is needed to safeguard and upgrade the organizational, social, and psychological environment in the organization. Are these two types of employee/job performance complementary or the other way round?
This article distinguishes between task and contextual activities, and a taxonomy of contextual performance containing elements of organizational citizenship behaviour and prosocial organizational behavior is offered. Evidence is presented demonstrating that supervisors weight roughly equally subordinate task and contextual performance when making overall judgments of their performance. This, along with data showing that personality successfully predicts contextual performance, provides an alternative explanation for recent meta-analytic findings that personality correlates moderately with overall performance. Personality may be predicting the contextual component of overall performance. Results from studies using the Hogan Personality Inventory confirm that correlations between personality and contextual criteria are higher than correlations between personality and overall performance.
See Paper through Link!
http://www.tandfonline.com/doi/pdf/10.1207/s15327043hup1002_3
This is a good research topic
I congratulate you Jyoti. Job performance has to be or related to context.In academic parlance we can entertain hair splitting differences but practically it is not separable
Like the environment and the individual it is always contextual.
Best wishes for your Research
Dr.K.R.Subramanian
Both task performance and contextual performance are important. I believe task performance matters more because it relates to the core performance.
The contextual performance field is important and will become more and more important in organizations. Moreover, studies display that experienced managers consider contextual performance on the part of followers when making complete performance evaluations. A consistent result is that managers weight contextual performance approximately as highly as task performance in making these judgments.
Context and job content are intermingled, and to separate them is tough.At the end of the day a job well.done is the measure of success in terms of achieving desired objectives with the resource constraints
Dr. K.R.Subramanian
It's a good topic for discussion and research , one of the research in this area suggests that
"managers develop an appreciation of the importance of the organizational context within which tasks are performed as they acquire experience, consistent with McCall et al.’s (1988) observations that managers learn over time to focus more on behaviors that contribute to the social and interpersonal needs of their subordinates, and behaviors that contribute to a positive work climate.
Further it is also suggested that task performance is important to all
managers, and perhaps is perceived as central to the functioning of an organization."
In detail you can refer the link given below:
Valuing Task and Contextual Performance - Xavier University
www.xavier.edu/appliedhrmresearch/2003.../MS%208_1_%20Hattrup.p...
by N Befort - 2003 - Cited by 82
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