The purpose of the present study was to develop a new measure for contextual performance (CP).
The previous concept of CP mainly focused on the action level, such as supportive behavior. In this study, in addition to an action level, we proposed to focus on the contribution level for coworkers and the workplace. A contribution level implies the final contribution by an organization member to the performance of coworkers or that of the workplace. A survey was conducted on 132 Japanese employees. The main findings were as follows: (a) The factor analysis indicated that the action level on CP comprised three factors (i.e., support to coworkers, support to the workplace, and job dedication), and the contribution level on CP comprised two factors (i.e., contribution for coworkers and the workplace). Further, the reliabilities of each factor by Cronbach’s alpha coefficient were sufficiently high. (b) CP was related to distribution justice rather than procedural justice. (c) Finally, in the case ofjob characteristics, CP was performed on autonomy or the necessity for mutual cooperation. Based onthese results, the practical applicability of the new CP scale was discussed.
キーワード ： 文脈的パフォーマンス, 実行レベル, 貢献度レベル, 組織公正, 職務特性