Organizational Psychology Exam 2 2026/2027 | Corporate
Governance, Compliance & Organizational Performance | 120
Verified Questions with Detailed Rationales
What is performance? -ANSWER-An employee's aggregated behaviors aimed towards
meeting organizational goals.
-What you do on the job/what you were hired for
-Things that are under the employee's control
-A collection of behaviors (vs a single action)
- Differes depending on organization and job family
Aspects of performance -ANSWER-Effectiveness
Efficiency,
Productivity
Utility
Effectiveness -ANSWER-How well you get the job done
Efficiency -ANSWER-How much did you get done relative to the amount of resources
you were given to do the job
Productivity -ANSWER-How much does it cost to achieve the observed level of
effectiveness (ratio of effectiveness to the cost of effectiveness)
Utility -ANSWER-Value of the work at a certain level (does the company want this work?)
Models of performance -ANSWER-Campbell's (1990) taxonomy
Murhy (1989) taxonomy
Campbell's taxonomy -ANSWER-Job specific task proficiency
Non-job specific task proficiency
Facilitating team/peer performance
Effort
Written/oral communication
Supervision/leadership
Management/administration
Personal discipline
, Murphy's taxonomy -ANSWER-Individual and team task performance
Personal discipline
Down-time
Destructive/hazardous behavior
Job-specific task proficiency -ANSWER-The core job tasks that would be identified on a
job description. This changes depending on the job.
Non-job specific task proficiency -ANSWER-Parts of the job that need to be done, but
you are usually not specifically told how to do them. Within a job family there are usually
similar non-job specific task proficiencies.
Facilitating team and peer performance -ANSWER-Boosting morale of team, showing
social support, helping others
Effort -ANSWER-Energy for exertion in performance
Written and oral communication -ANSWER-Varies by the job. Communication with
others.
Supervision/leadership -ANSWER-Role modeling, training, helping people set goals,
rewarding behaviors
Management/administration -ANSWER-Logistical. Making job assignments, dealing with
crises that come up...
Personal discipline -ANSWER-Controlling emotions, following rules
Other models of performance -ANSWER-Borman and Brush's taxonomy for managerial
performance (includes 18 dimensions)
Adaptive performance -ANSWER-8 dimensions
1. Handling emergencies/crises
2. Handling work-stress
3. Solving problems creatively
4. Dealing with uncertain and unpredictable situations
5. Learning work tasks, technologies, and procedures
6. Demonstrating interpersonal adaptability
7. Demonstrating cultural adaptability
8. Demonstrating physically oriented adaptability. Adjusting to challenging
environmental states.
Extra role performance -ANSWER-Actions that generally fall outside of job role, but that
contribute to overall functioning of the organization. They are often expected of
employees, but they are not being asked to do them.
Organizational citizenship behaviors, contextual performance
Organizational Citizenship behaviors -ANSWER-OCBOs are beneficial to the
organization
OCBIs are beneficial to other individuals.
Considered in Organ's and Borman's taxonomies.
Organ's taxonomy -ANSWER-Altruism: engaging in helpful behaviors
Civic virtue: doing things that help support the organization
Concientiousness: thinking ahead to what might be needed and trying to address that.
Courtesy: being considerate of others.
Sportsmanship: enthusiasm
Borman's taxonomy -ANSWER-personal support: helping others and demonstrating
consideration for others.
Governance, Compliance & Organizational Performance | 120
Verified Questions with Detailed Rationales
What is performance? -ANSWER-An employee's aggregated behaviors aimed towards
meeting organizational goals.
-What you do on the job/what you were hired for
-Things that are under the employee's control
-A collection of behaviors (vs a single action)
- Differes depending on organization and job family
Aspects of performance -ANSWER-Effectiveness
Efficiency,
Productivity
Utility
Effectiveness -ANSWER-How well you get the job done
Efficiency -ANSWER-How much did you get done relative to the amount of resources
you were given to do the job
Productivity -ANSWER-How much does it cost to achieve the observed level of
effectiveness (ratio of effectiveness to the cost of effectiveness)
Utility -ANSWER-Value of the work at a certain level (does the company want this work?)
Models of performance -ANSWER-Campbell's (1990) taxonomy
Murhy (1989) taxonomy
Campbell's taxonomy -ANSWER-Job specific task proficiency
Non-job specific task proficiency
Facilitating team/peer performance
Effort
Written/oral communication
Supervision/leadership
Management/administration
Personal discipline
, Murphy's taxonomy -ANSWER-Individual and team task performance
Personal discipline
Down-time
Destructive/hazardous behavior
Job-specific task proficiency -ANSWER-The core job tasks that would be identified on a
job description. This changes depending on the job.
Non-job specific task proficiency -ANSWER-Parts of the job that need to be done, but
you are usually not specifically told how to do them. Within a job family there are usually
similar non-job specific task proficiencies.
Facilitating team and peer performance -ANSWER-Boosting morale of team, showing
social support, helping others
Effort -ANSWER-Energy for exertion in performance
Written and oral communication -ANSWER-Varies by the job. Communication with
others.
Supervision/leadership -ANSWER-Role modeling, training, helping people set goals,
rewarding behaviors
Management/administration -ANSWER-Logistical. Making job assignments, dealing with
crises that come up...
Personal discipline -ANSWER-Controlling emotions, following rules
Other models of performance -ANSWER-Borman and Brush's taxonomy for managerial
performance (includes 18 dimensions)
Adaptive performance -ANSWER-8 dimensions
1. Handling emergencies/crises
2. Handling work-stress
3. Solving problems creatively
4. Dealing with uncertain and unpredictable situations
5. Learning work tasks, technologies, and procedures
6. Demonstrating interpersonal adaptability
7. Demonstrating cultural adaptability
8. Demonstrating physically oriented adaptability. Adjusting to challenging
environmental states.
Extra role performance -ANSWER-Actions that generally fall outside of job role, but that
contribute to overall functioning of the organization. They are often expected of
employees, but they are not being asked to do them.
Organizational citizenship behaviors, contextual performance
Organizational Citizenship behaviors -ANSWER-OCBOs are beneficial to the
organization
OCBIs are beneficial to other individuals.
Considered in Organ's and Borman's taxonomies.
Organ's taxonomy -ANSWER-Altruism: engaging in helpful behaviors
Civic virtue: doing things that help support the organization
Concientiousness: thinking ahead to what might be needed and trying to address that.
Courtesy: being considerate of others.
Sportsmanship: enthusiasm
Borman's taxonomy -ANSWER-personal support: helping others and demonstrating
consideration for others.
