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Which is the Best Way to Measure Job Performance: Self-Perceptions or Official Supervisor Evaluations?

Which is the Best Way to Measure Job Performance: Self-Perceptions or Official Supervisor Evaluations?

Ned Kock
Copyright: © 2017 |Volume: 13 |Issue: 2 |Pages: 9
ISSN: 1548-3673|EISSN: 1548-3681|EISBN13: 9781522511502|DOI: 10.4018/IJeC.2017040101
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MLA

Kock, Ned. "Which is the Best Way to Measure Job Performance: Self-Perceptions or Official Supervisor Evaluations?." IJEC vol.13, no.2 2017: pp.1-9. http://doi.org/10.4018/IJeC.2017040101

APA

Kock, N. (2017). Which is the Best Way to Measure Job Performance: Self-Perceptions or Official Supervisor Evaluations?. International Journal of e-Collaboration (IJeC), 13(2), 1-9. http://doi.org/10.4018/IJeC.2017040101

Chicago

Kock, Ned. "Which is the Best Way to Measure Job Performance: Self-Perceptions or Official Supervisor Evaluations?," International Journal of e-Collaboration (IJeC) 13, no.2: 1-9. http://doi.org/10.4018/IJeC.2017040101

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Abstract

Among latent variables that can be used in e-collaboration research, job performance is a particularly important one. It measures what most e-collaboration tools in organizations aim to improve, namely the performance at work of individuals executing tasks collaboratively with others. The authors report on a comparative assessment of scores generated based on a self-reported job performance measurement instrument vis-à-vis official annual performance evaluation scores produced by supervisors. The results suggest that the self-reported measurement instrument not only presents good validity, good reliability and low collinearity; but that it may well be a better way of measuring job performance than supervisor scores.

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