Work performance is a multidimensional concept that is difficult to measure in a direct way. This is reflected in the results of a systematic review which found that there are 17 general frameworks and 18 job-specific frameworks for job performance (Koopmans et al., 2011). In this review, the job-specific frameworks are mainly referred to the army and sales sector. A framework for healthcare sector is developed by Greenslade and Jimmieson (Greenslade and Jimmieson, 2007). According to Koopmans et al. there are four dimensions of work performance: task performance, contextual performance, adaptive performance, and counterproductive work behavior (Koopmans et al., 2011).
Scholars identified a direct relationship between task performance and organizational technical core (Arvey and Murphy, 1998; Hattrup et al., 1997; Jawahar et al., 2008). Task performance includes direct activities (e.g. treating patients) and indirect activities (e.g. hiring nurses) as a formal part of employees’ job (Conway, 1996). Contextual performance has a relationship with the broader social, psychological, and organizational environment and includes items such as peer team interaction, extra role performance, organizational citizenship behavior, and interpersonal behavior (Maxham et al., 2008; Wisecarver et al., 2007). Adaptive performance refers to the ability of employees to adapt to changes in their working environment or job role (Koopmans et al., 2011). Other terms are also used for the adaptive performance such as creative performance, adaptability and pro-activity (Griffin and Hesketh, 2003). The dynamic nature of work environments in recent years has resulted on attention towards adaptive performance (Johnson, 2001). Counterproductive work behavior is related with harmful behavior of workers to the performance of an organization (Abbey et al., 2012). Counterproductive work behavior includes items such as absenteeism, unruliness, and off-task behavior (Barker and Nussbaum, 2011; Greenslade and Jimmieson, 2011; Westbrook et al., 2011).
The “Individual Work Performance Questionnaire” (IWPQ) has been proven to be a valid tool to measure employees’ work performance in several languages until now such as English, Italian, Swedish, and Polish (Dåderman et al., 2020; Jasiński et al., 2023; Koopmans et al., 2016; Platania et al., 2023). Since there are no studies that investigated the validity of the IWPQ in Greek, we conducted a study to examine the psychometric properties of the “Individual Work Performance Questionnaire” (Koopmans et al., 2014) in Greek language.