Evidence for the Usefulness of Task Performance, Job Dedication, and Interpersonal Facilitation as Components of Overall Performance

Abstract

Abstract : This study tested the usefulness of distinguishing between three components of performance. First, pairs of supervisors rated 506 mechanics' performance in one of four areas. Intraclass correlations and internal consistency reliability estimates showed supervisory ratings of task performance, job dedication, interpersonal facilitation, and overall performance had acceptable reliability. Another group of supervisors provided independent ratings of the task performance, job dedication, interpersonal facilitation, and overall performance of 760 Air Force mechanics in a second sample. Structural equations analyses showed the performance factors were different from each other. When measurement error was incorporated in the analysis, a proposed model which posited direct paths from each performance component to overall performance was rejected. An alternative model in which task performance and interpersonal facilitation have direct paths to overall performance, but job dedication affects overall performance indirectly through task performance and interpersonal facilitation was supported. Data describing the mechanics' ability, experience, job knowledge, conscientiousness, goal orientation, general self-esteem, extraversion, agreeableness, positive affectivity, and confidence in social situations were available for 430 of the subjects. A full model incorporating these predictors showed significant paths between agreeableness and interpersonal facilitation, conscientiousness and job dedication, and job knowledge and task performance. In addition, there were significant paths from both experience and ability to job knowledge. Results confirm that performance, at least as judged by supervisors, is multidimensional. In addition, the study provides evidence of a causal structure among performance elements.