Abstract
The present paper analyzes psychometric properties of a self-made instrument to measure individual performance based on Gilbert’s BEM. This research is quantitative, descriptive, correlational, causal; cross-sectional, using exploratory factor analysis and principal component analysis with Varimax orthogonal rotation. Empirical support was obtained by using a randomly stratified sample of 297 Mexican companies of Sonora State. The questionnaire – named DOPT- proved adequate to assess relevant organizational factors of human performance that could guide organizational performance policies accordingly. Its 40 items assess organizational level achieved in the following areas: Aims and objectives, Feedback, Task support, Incentives, Knowledge/Competences, Context, Sanctions, and Work processes. Psychometric properties results are commented in the light of commented literature about current overall organizational assessment and corporate longevity. In addition, organizational performance areas are discussed under a timing perspective defining mapping and tracing loops of organizational performance management.
Reference43 articles.
1. Anstey, E. (1966). Psychological test. Nelson.
2. Bernardez, M.L. (2005). Achieving business success by developing clients and community: lessons from leading companies, emerging economies and a nine-year case study. Performance Improvement Quarterly, 18(3), 37-55.
3. Bernárdez, M.L. (2009). Desempeño Humano Manual de consultoría. AuthorHouse.
4. Brethower, D. (2007). Performance analysis. Knowing what to do and how. United States of America and Canada: HRD Press, Inc. & International Society for Performance Improvement.
5. Burt, G. & Chermack, T.J. (2008). Learning with scenarios: summary and critical issues. Advances in Developing Human Resources, 10(2), 285-295, https://doi.org/10.1177/1523422307313334