When does adaptive performance lead to higher task performance?

Adaptive performance is a facet of performance that reflects acquiring enhanced competencies in response to change. Micro-level researchers have assumed that adaptive performance is beneficial for task performance. Similarly, macro-level researchers have suggested that organizations need to attend t...

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Bibliographic Details
Published in:Journal of organizational behavior 2012-10, Vol.33 (7), p.910-924
Main Authors: Shoss, Mindy K., Witt, L. A., Vera, Dusya
Format: Article
Language:English
Subjects:
adaptive performance
Applied psychology
Conscientiousness
Contingencies
Corporate strategies
Customers
Employee supervision
Human performance
Individual differences
Job performance
Job performance evaluation
Organizational behavior
Organizational performance
Organizational politics
Perceptions
Perceptual organization
Performance enhancing substances
personality
Political influence
Studies
Task performance
Work environment
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Summary:Adaptive performance is a facet of performance that reflects acquiring enhanced competencies in response to change. Micro-level researchers have assumed that adaptive performance is beneficial for task performance. Similarly, macro-level researchers have suggested that organizations need to attend to, monitor, and respond to contingencies in their environments for adaptive performance to be beneficial for firm performance. Drawing from the attention-based theory of the firm and resource theory, we suggest that perceptions of organizational politics and individual differences in conscientiousness constitute contingencies of the adaptive performance-task performance relationship. In a sample of 92 call center employees, we found that adaptive performance is positively associated with task performance but that conscientiousness and organizational politics jointly influence the adaptive performance-task performance relationship.
ISSN:0894-3796
1099-1379
DOI:10.1002/job.780