Measuring job performance associated to the direct effect of the global context (the emergence of the job-context model)

This dissertation is an exploratory study in identifying factors that describe job context in view of the globalized work environment. This study is an extension of the continuing development of job performance theory building on micro-level theories such as the intra-job model, the correlation model, and the transition model and moving towards to a macro-level job performance concept focusing on job competencies and job context.;The hypothesis underlying the development of macro-level job context concepts is that the competencies necessary for students to function effectively in a globalized work environment can be described using six factors: (1) Globalism, (2) Competitiveness, (3) Professionalism or Knowledge Orientation, (4) Flexibility or Work Orientation, (5) Capacity to Confront Complexity and Change, and (6) Personal Traits. These constitute a macro-level approach to job performance.;To test the model, a survey instrument was developed and used to measure the level of students' competencies in relation to the influence of the global context on jobs. Using the data from the survey, an exploratory factor analysis was conducted to analyze whether the structure of the hypothesized competencies matches the structure of the competencies found in the study sample.;The Likert-type instrument consisted of fifty-two items producing fifteen factors. From this, the fifteen scales and their reliability coefficients are: work group orientation (.8235), success orientation (.7891), competitive personality (.7115), knowledgeable society underpin economic independence (.9890), challenging personality (.6919), future orientation (.6431), counter-success and uncertainty (.5586), clear types of jobs (.5199), internal locus of control (.5328), social/group orientation (.5556), scientific and technical awareness (.5374), flexible work orientation (-.9508), flexible personality (.3377), knowledge oriented person (.5325), and affective type of personality (.4373). The instrument as a whole has a consistency reliability coefficient (Cronbach's alpha) of 0.6187, and the reliability consistency coefficients range from 0.9890 to 0.3373. Two of its 15 scales have a Cronbach's alpha below 0.5.;The instrument has content validity in the sense that its scales are conceptually related to the hypothesized constructs. Thus, this study provides support for expanding job performance theory to the measurement of job context. In addition to supporting this macro-level perspective and model, this study has developed a preliminary instrument for the measurement of job context in the field of job performance. While there is work to be done on improving the instrument, the results of this study suggest that further research in this vein is warranted.