Handbook of Organization Measurement
Task Performance
construct.task_performance
§1How it’s measured
This is a behavioral construct — an event recorded in HR systems, not a self-report. It is measured as an operational metric with a formula, not a questionnaire; a Likert scale here would be a category error.
The percentage of performance goals or OKRs achieved in a given period.
(Number of goals met / Number of goals set) × 100 · percentageInternal evaluation of an employee's case or ticket handling scored against a defined quality rubric.
Percentage of points met in quality evaluation · percentage§3The math on what we know
Synthesized priors from the live registry: pooled r, studies (k), total N, top study grade, and heterogeneity. Rows flagged for heterogeneity or single-study evidence are directional, not settled — read them as a central tendency.
What drives task performance
| Predictor | r | k | N | Grade | Confidence |
|---|---|---|---|---|---|
| Situational Interviews | +0.49 | 3 | 1,046 | A | coherent |
| Work Engagement | +0.46 | 4 | 79,719 | A | — |
| Structured Employment Interviews | +0.41 | 4 | 25,794 | A | I²≈0.99 |
| Helping Behavior | +0.40 | 2 | 11,044 | A | I²≈0.99 |
| Competence | +0.38 | 2 | 35,909 | A | — |
| Integrity | +0.36 | 2 | 100 | A | coherent |
| Employee Well Being | +0.36 | 2 | 8,371 | A | coherent |
| Employment Interview | +0.34 | 3 | 55,940 | A | I²≈0.98 |
| Unit Cohesion | +0.33 | 39 | — | — | — |
| Assessment Centers | +0.33 | 4 | 200 | A | coherent |
What task performance predicts
| Outcome | r | k | N | Grade | Confidence |
|---|---|---|---|---|---|
| Thriving | +0.35 | 1 | 4,894 | A | single study |
§4As a model node
Where task performance sits when you drop it into a model — what feeds it, what it moves. Read left to right as a small, actionable causal claim.
Inputs (drivers)
- Situational Interviews+0.49
- Work Engagement+0.46
- Structured Employment Interviews+0.41
- Helping Behavior+0.40
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Task Performance
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Outputs (outcomes)
- Thriving+0.35