Abstract
The overall aim of this research is to further understanding of the criterion-side of individual workplace performance, and its conceptualisation and operationalisation, as this has been rather neglected by scholars in comparison to the prolifically researched predictor-side. This, is argued, has led to a problematic situation - it is not possible to fully comprehend, let alone predict performance without understanding how the construct is defined, conceptualised and measured in the first place. Three consecutive studies were conducted. First, the extant evidence base pertaining to performance was examined using systematic review methodology. Results indicated that widely cited performance models have not been sufficiently supported by evidence and/or do not adequately accommodate more recent findings, pointing to a need for further research to model individual workplace performance. The second study proposed a multidimensional behavioural performance model that has applicability across occupations. From repertory grid interviews (N=25) to elicit individuals’ understanding of critical components underlying performance - a total of 317 constructs -, a generic model featuring eleven categories, 57 subcategories and an overarching overall performance factor was developed. Next, using a newly designed online multirater performance measure, in study 3 I set out to test the model’s applicability in a broader population of working adults. Based on results from an initial pilot phase (N=164), I asserted that the model fits the collected data relatively well; whilst analyses suggested reducing the number of categories to six, the content and performance areas covered remained much the same. Findings from a subsequent main phase (N=206), which utilised also two existing performance instruments for construct validation purposes, provided further support for the model and measure. In summary, this research contributes to the extant body of knowledge of performance by integrating perspectives from past research with insights gained here to provide a comprehensive, holistic understanding of the criterion-side, resulting in a new, validated, evidence-based model that can be used alongside an associated measure to inform scholarly efforts and practical applications (e.g. performance appraisal) alike. Future research can take several directions, such as how to apply the new model to other organisational levels or other cultural contexts.