工作表現
工作表現(粵拼:gung1 zok3 biu2 jin6;英文:job performance)係管理學-尤其係組織心理學-上成日用嘅一個概念。

一個個體員工嘅工作表現可以定義做「呢位員工做出嘅行為有幾能夠幫佢所屬嗰個組織達到目的」,當中「組織」可以係一間企業或者一個非牟利機構都得[1][2]。
工作表現係管理學上最受人關注嘅課題之一。有唔少管理學方面嘅學者都會醉心研究「工作表現會受咩因素影響」,例如性格(睇吓盡責性)同創造力等嘅個體特性都俾人指話會對工作表現有具體嘅影響[3]。
分類 編輯
喺廿一世紀初嘅組織心理學上,工作表現可以分做兩大種:
睇埋 編輯
文獻 編輯
- Ceja, L., & Navarro, J. (2011). Dynamic patterns of flow in the workplace: Characterizing within‐individual variability using a complexity science approach (PDF). Journal of Organizational Behavior, 32(4), 627-651.
攷 編輯
- ↑ Vancouver, J. B., Li, X., Weinhardt, J. M., Steel, P., & Purl, J. D. (2016). Using a computational model to understand possible sources of skews in distributions of job performance. Personnel Psychology, 69(4), 931-974.
- ↑ Judge, T. A., & Zapata, C. P. (2015). The person-situation debate revisited: Effect of situation strength and trait activation on the validity of the Big Five personality traits in predicting job performance. Academy of Management Journal, 58(4), 1149-1179.
- ↑ Hung, W. T. (2020). Revisiting relationships between personality and job performance: working hard and working smart 互聯網檔案館嘅歸檔,歸檔日期2021年9月21號,. (PDF). Total Quality Management & Business Excellence, 31(7-8), 907-927.
- ↑ Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In M. D. Dunnette, & L. M. Hough (Eds.), Handbook of industrial and organizational psychology. Palo Alto, CA: Consulting Psychologists Press.