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Because of increased research efforts being focused on contextual performance, actual organizations have begun utilizing this concept by both rewarding it and incorporating it into performance appraisals.
With the rise of the knowledge economythe expectations for employees have expanded. Despite the fact that contextual performance is more discretionary in nature, research indicates that managers include these behaviors when conducting performance evaluations.
This highlights the fact that these behaviors are becoming more and more a requirement on the job. These findings suggest that the two constructs are distinct yet related, which is important because this overlap may be influenced during performance evaluations. Items are generally measured by supervisors on a Likert Scale, from one to five.
A few sample items that capture the construct of contextual performance are: Researchers believe that there are different traits and abilities that predict task and contextual performance. Intelligence has been found to be a significant predictor of task performance. Intelligence, or general mental ability, was also found to predict procedural knowledge, or knowledge of how to do a task, which in turn predicts contextual performance.
Because of this, research has also explored non-cognitive predictors of performance such as personality. Openness to experience and extraversion, however, was found to have a weak correlation at most. It was found that the relationship between dependability, work orientation, and cooperativeness and contextual performance is significantly larger than their relationship with task performance.
By improving upon certain job-related characteristics, organizations may be able to increase the amount of contextual performance done by employees. Procedural justice describes the fairness used in the allocation process and was found to be positively related to two dimension of contextual performance, interpersonal facilitation and job dedication.
A significant portion of supervisor ratings can be accounted for by not just task performance, but contextual performance as well.
Indeed, research shows that contextual performance is a significant predictor of turnover over and above task performance. While also touted as a predictor of contextual performance, organizational commitment has been found to be an outcome of contextual performance.
The facet of interpersonal facilitation significantly predicts organizational commitment. Some researchers argue that OCB clearly overlaps with contextual performance and should be redefined as the same construct. There is also a conceptual distinction between in-role and extra-role behaviors.
Contextual performance is considered to be extra-role behaviors that are not necessarily expected or rewarded by the organization. However, this conceptualization may not be accurate.You can see as an example how the conditional column script in M translated to Case statement in T-SQL.
Is Query Folding Good or Bad? Good obviously. Why? because performance is much higher to run transformations on billions of records in the data source, rather than bringing millions of records.
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