HR & organizational behavior
In-role job performance scale: definition and measure
- Concept
- Job performance (in-role)
- Field
- HR & organizational behavior
- Scales in the library
- 1
- Items
- 7
In-role job performance is the extent to which an employee fully carries out formally required tasks and responsibilities. Williams and Anderson (1991) built this 7-item scale together with two citizenship behavior scales, to separate required duties from voluntary behavior. The items are written in the third person, so they can be used for managers rating employees or converted to self-rating. In Vietnam, the concept is often an outcome variable in studies on leadership, engagement, empowerment, and job satisfaction.
Comparing the scales
| Scale | Author (year) | Items | Response format | When to use it |
|---|---|---|---|---|
| In-Role Behavior (IRB) In-role performance scale | Williams & Anderson (1991) | 7 | Likert 5-point | Choose when measuring in-role performance; 7 items, IRB6 and IRB7 reverse-coded. |
Items of each scale
Original English wording from the published source. Replace placeholders such as [system] or
[brand] with what your study is about, and pilot the questionnaire with 20 to 30 respondents first.
In-Role Behavior (IRB) · In-role performance scale
| Code | Item |
|---|---|
| IRB1 | Adequately completes assigned duties |
| IRB2 | Fulfills responsibilities specified in job description |
| IRB3 | Performs tasks that are expected of him |
| IRB4 | Meets formal performance requirements of the job |
| IRB5 | Engages in activities that will directly affect his performance evaluation |
| IRB6 (R) | Neglects aspects of the job he is obligated to perform |
| IRB7 (R) | Fails to perform essential duties |
Source: Williams & Anderson (1991). Response scale, licence and APA reference: In-role performance scale.
(R): reverse-coded item; recode before analysis. In-role performance scale: 1–5 scale: new score = 1 + 5 − score = 6 − score; 1–7 scale: new score = 1 + 7 − score = 8 − score.
Tips
- For self-rating, change [Employee] to 'I' and state in your thesis that this is self-rated performance, since scores are usually higher than manager ratings.
- IRB6 and IRB7 are negatively worded: reverse the scores before running Cronbach's alpha (5-point Likert: 6 minus score; 7-point: 8 minus score).
- If the independent variables and performance are answered by the same person, check for common method bias (Harman's single factor or a marker variable).
Once you have a scale, put the concept in the research model drawer to state your hypotheses, work out the minimum sample size, and after data collection check reliability with the Cronbach's alpha calculator.
Frequently asked questions
How do job performance and organizational citizenship behavior differ?
In-role performance covers required duties under the job description; citizenship behavior is voluntary activity beyond the duties. Williams and Anderson (1991) measure the two with separate scales.
Should managers do the rating?
If possible, yes, because it avoids self-rating bias and common method bias. You will then need to match manager forms with employee forms using codes.
Do I need the authors' permission?
The items are published in the original Journal of Management paper and widely used; no separate usage conditions were found. When using them, cite the original paper.