Despite the great importance of measuring performance at the individual level, a comprehensive measuring instrument is not available in the extant literature. This paper aims to attempt to fill this gap by developing a multidimensional scale for perceived job performance (PJP).
Researchers followed a rigorous scale development procedure to ensure validity and reliability. Data was collected in the form of three samples of 300, 400 and 274 respondents to assess and validate the scale using Smart PLS 3.
The findings suggested a hierarchical three-level scale for measuring perceived job performance. The first level consists of 18 subdimensions measured by 53 items. These can be used as a formative measure of three dimensions of perceived job performance level, namely, task performance, contextual performance and adaptive performance. These three dimensions at the third level form the meta-construct of perceived job performance.
The scale developed can be used by human resource practitioners to measure perceived job performance using two approaches. If managers/researchers want to gain a microlevel understanding of the performance, they can use the 18 reflective multi-item scales to measure relevant subconstructs of perceived job performance.
If managers/researchers want to understand more aggregated factors for measuring performance, they can rely on the second-order dimensions of the perceived job performance. To the best of the authors’ knowledge, this study will be the first of its kind to develop a multidimensional scale for measuring perceived job performance.
