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Task and Contextual Performance Scale
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About Task and Contextual Performance Scale
Scale Name
Task and Contextual Performance Scale
Author Details
Scott A. Goodman and Daniel J. Svyantek
Translation Availability
English
Background/Description
The Task and Contextual Performance Scale, developed by Goodman and Svyantek in 1999, is designed to assess two critical dimensions of employee performance: task performance and contextual performance. Task performance refers to the core job responsibilities that are directly related to an individual’s job description, while contextual performance involves behaviors that contribute to the broader organizational environment, such as teamwork, initiative, and organizational citizenship. This scale is widely used in organizational psychology and human resource management to evaluate how well employees fulfill their roles and contribute to the overall workplace environment. The differentiation between task and contextual performance is crucial for understanding comprehensive employee effectiveness and organizational success.
Task performance was assessed with the nine-item scale developed by Goodman and Svyantek (1999). An exampleitem is: ‘‘I demonstrate expertise in all job-related tasks.’’The same items were used by participants’colleagues torate participants’ performance but adapted accordingly (e.g., ‘‘Demonstrates expertise in all job-related tasks’’). Participants and their colleagues were asked to indicatethe extent to which they found each statement characteristicof themselves or the participant respectively, on a scaleranging from (1) not at all characteristic to (7) totallycharacteristic.
Contextual performance was measured with the seven-item scale reported in Goodman and Svyantek (1999).These authors based their instrument on Smith, Organ,and Near’s (1983) organizational citizenship behavior mea-sure, and named their scale ‘‘altruism’’ (i.e., citizenshipbehavior toward individuals). Example item is: ‘‘Help/sother employees with their work when they have beenabsent.’’ Participants and their colleagues were again askedto rate their own or participants’contextual performance respectively, using the same answering categories as forthe task performance scale.
Administration, Scoring and Interpretation
- Obtain a copy of the Task and Contextual Performance Scale from the original publication or authorized sources.
- Explain the purpose, highlighting that the scale evaluates both core job performance and behaviors that support organizational culture.
- Provide clear instructions on responding to the items using the provided Likert scale (typically ranging from strongly disagree to strongly agree).
- The scale generally takes 15–20 minutes to complete.
- Administer the scale in a structured setting to ensure consistent and reliable responses.
Reliability and Validity
The Task and Contextual Performance Scale demonstrates strong psychometric properties. Goodman and Svyantek (1999) reported high internal consistency for both task and contextual performance dimensions, with Cronbach’s alpha values exceeding 0.80. Construct validity has been supported through confirmatory factor analyses, indicating that the two-factor structure accurately reflects the theoretical distinction between task and contextual performance. Additionally, the scale’s validity is reinforced by significant correlations with job satisfaction, organizational commitment, and overall performance ratings, confirming its utility in diverse organizational settings.
Available Versions
16-Items
Reference
Goodman, S. A., & Svyantek, D. J. (1999). Person–organization fit and contextual performance: Do shared values matter. Journal of vocational behavior, 55(2), 254-275.
Demerouti, E., Xanthopoulou, D., Tsaousis, I., & Bakker, A. B. (2014). Disentangling task and contextual performance. Journal of Personnel Psychology.
Important Link
Scale File:
Frequently Asked Questions
What does the Task and Contextual Performance Scale measure?
It measures core job performance (task) and behaviors that contribute to the organizational environment (contextual).
Who can use this scale?
Organizations and researchers use it to assess employee effectiveness and overall contribution.
How long does it take to complete?
Approximately 15–20 minutes.
What is the difference between task and contextual performance?
Task performance involves job-specific duties, while contextual performance includes behaviors that support organizational culture and effectiveness.
Is the scale reliable?
Yes, it has demonstrated high internal consistency and strong construct validity.
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