Abstract
Job performance is an important outcome of effective human resource management. This empirical research surveyed undergraduate students (N=176) majoring in Business Administration to learn more about their job performance propensities. A total of 88 male and 88 female students were surveyed. The results of this research suggest that females have higher citizen-based job performance levels when compared to males, males have higher task-based job performance levels when compared to females, males have higher outcome-based job performance levels when compared to females, and students who have played organized sports have a better understanding of job performance than students who have not played organized sports. Implications and recommendations are offered for practitioners and educators.
Highlights
Job performance is formally defined as the set of employee behaviors that contribute to organizational goal accomplishment
Some organizations may want to hire individuals who have higher citizen-based job performance scores while other organizations may be more concerned with outcome-based job performance or task-based job performance scores
This study set out to learn more about job performance propensities and perceptions among undergraduate Business Administration students who will be entering the workforce
Summary
Job performance is formally defined as the set of employee behaviors that contribute to organizational goal accomplishment. A basketball player is assessed based upon his or her positive attributes in a number of different areas (e.g., points, assists, and rebounds per game). A basketball player is assessed based upon his or her negative attributes in a number of different areas (e.g., personal fouls, technical fouls, and ejections). The different areas of a job that are usually assessed are known as the job criteria. According to Mathis and Jackson (1994), “Each job criterion should be compared with a performance standard, which is the expected level of performance” With students graduating and entering the workforce, it is imperative for human resource managers to understand who to hire based upon certain job requirements that require different types of job performance propensities
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