Abstract
BackgroundIndividual work performance is an important outcome measure in studies in the workplace. Nevertheless, its conceptualization and measurement has proven challenging. To overcome limitations of existing scales, the Individual Work Performance Questionnaire (IWPQ) was recently developed. The aim of the current study was to gain insight into the responsiveness of the IWPQ.MethodsData were used from the Be Active & Relax randomized controlled trial. The aim of the trial was to investigate the effectiveness of an intervention to stimulate physical activity and relaxation of office workers, on need for recovery. Individual work performance was a secondary outcome measure of the trial. In total, 39 hypotheses were formulated concerning correlations between changes on the IWPQ scales and changes on similar constructs (e.g., presenteeism) and distinct constructs (e.g., need for recovery) used in the trial.Results260 Participants completed the IWPQ at both baseline and 12 months of follow-up. For the IWPQ scales, 23%, 15%, and 38%, respectively, of the hypotheses could be confirmed. In general, the correlations between change scores were weaker than expected. Nevertheless, at least 85% of the correlations were in the expected direction.ConclusionsBased on results of the current study, no firm conclusions can be drawn about the responsiveness of the IWPQ. Several reasons may account for the weaker than expected correlations. Future research on the IWPQ’s responsiveness should be conducted, preferably in other populations and intervention studies, where greater changes over time can be expected.
Highlights
Individual work performance is an important outcome measure in studies in the workplace
In the field of occupational health, for example, the main focus is on sickness absenteeism or presenteeism, i.e., work absence or losses in IWP due to health impairments
We focus on the validity of a change score, which is estimated on the basis of two or more measurement points [17]
Summary
Individual work performance is an important outcome measure in studies in the workplace. Individual work performance, defined as “employee behaviours or actions that are relevant to the goals of the organization” [1], is an important outcome measure in studies in the workplace. In the field of work and organizational psychology, traditionally, the main focus of the IWP construct has been on task performance, which can be defined as “the proficiency with which individuals perform the core substantive or Considering the diversity in conceptual frameworks of IWP, it is not surprising that numerous instruments have been developed to measure (aspects of) IWP. Numerous instruments have been developed to measure sickness absenteeism or presenteeism, such as the Work Productivity And Impairment Questionnaire [7], Work Limitations Questionnaire [8], and the WHO Health and Performance Questionnaire [9]. Work and organizational psychologists have developed numerous scales to measure task performance e.g., [10], contextual performance e.g., [11], or counterproductive work behaviour e.g., [12]
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