Milad Abbasi, Mohammad Reza Monazzam, Mansour Shamsipour, Hossein Arabalibeik,
Volume 11, Issue 4 (12-2021)
Abstract
Introduction: There are several generic and specific models to assess the individual job performance (IJP). While these methods may provide the valuable information, none of them cover the complexity and wide range of the behaviors which express the IJP. This review study aimed to identify all existing models and incorporate them to achieve a comprehensive conceptual model to assess the IJP.
Material and Methods: Databases such as PubMed, Scopus, Embase, and ProQuest were systematically searched to meet the study’s goals. Moreover, references to relevant publications were examined. Finally, suitable publications were discovered and analyzed using the inclusion and exclusion criteria.
Results: The results of Search in databases, including PubMed, Scopus, Embase, and ProQuest, showed that 12754 articles were found in the initial search. After removing duplicate and unrelated articles, finally, 155 eligible articles were selected. Based on full-text screening, 10 studies were excluded, and 5 studies were not accessible. Finally, by checking the references mentioned in the selected articles, 4 more eligible articles which were not retrieved in the search strategy were added; finally, 61 articles were selected to be reviewed. Ninteen articles were related to the general models, and 19 articles addressed job-specific assessment models. The remaining 23 articles described other existing models.
Conclusion: To evaluate IJP, a heuristic structure was developed based on the literature research. These dimensions were selected because they can accommodate all of the preceding models’ dimensions. They also include any behaviors that may have an impact on IJP.
Marzieh Izadi Laybidi, Mohammad Asghari-Jafarabadi, Azam Maleki-Ghahfarokhi, Elham Entezarizarch, Mojtaba Khosravi Danesh,
Volume 15, Issue 1 (3-2025)
Abstract
Introduction: Individual work performance (IWP) plays a crucial role in both organizational effectiveness and employee well-being. To address the limitations of existing job performance questionnaires, the Individual Work Performance Questionnaire (IWPQ) was developed based on a holistic and systematic framework. This study aimed to translate, culturally adapt, and evaluate the psychometric properties of the Persian/Farsi version of the IWPQ.
Material and Methods: This descriptive methodological study was conducted in two stages: (1) translation and cultural adaptation (assessment of face and content validity), and (2) psychometric evaluation (assessment of internal consistency, test-retest reliability, and construct validity). The sample consisted of 206 administrative employees with a mean age of 34.29 years (SD = 7.66) and an average work experience of 8.48 years (SD = 7.39). The IWPQ was translated using forward and backward translation methods, and its validity was evaluated using exploratory and confirmatory factor analyses.
Results: The Persian IWPQ demonstrated acceptable face and content validity. Exploratory factor analysis confirmed a three-factor structure: task performance, contextual performance, and counterproductive work behavior. Confirmatory factor analysis indices (e.g., CFI = 0.87, SRMR = 0.08 and RMSEA = 0.09) indicated a approached model fit acceptability. Internal consistency and test-retest reliability were satisfactory across all dimensions (Cronbach’s alpha > 0.70 and ICC > 0.80).
Conclusion: The Persian version of the IWPQ is a reliable and valid instrument for assessing individual work performance across diverse occupational groups. It provides a valuable resource for evaluating workplace interventions and strategies aimed at enhancing performance.
