The Comprehensive Work Performance Scale

Development and Initial Validity Evidence

Authors

DOI:

https://doi.org/10.15448/1980-8623.2025.1.47098

Keywords:

job performance, performance management, professional development, exploratory graph analysis, confirmatory factor analysis, invariance, Comprehensive Job Performance Inventory

Abstract

Professional performance – a central concept in organizational psychology and fundamental for managers and workers in the workplace – needs more accurate definitions and measures that reflect the phenomenon's complexity in practice. The present study presents valid evidence tests for the Comprehensive Job Performance Inventory, including the internal structure, its relationship with external variables, and invariance by gender and stewardship. The participants were 648 adults working in different activities in Brazil (56% male and 32% in stewardship positions). We conducted two cycles of exploratory graph analysis and confirmatory factor analysis to reach the final model. The instrument also had a preliminary set of questions that helped customize the contents of several questions. We also tested the correlation with professional development and the invariance for gender and stewardship. We started from a 54-item questionnaire - preceded by a set of questions to customize items – and reached a 25-item model. The composite reliability of the five dimensions – Technical, Communication, Colleagues’ Coordination, Subordinates’ Coordination, and Counterproductive – ranged from .79 to .90. This model showed invariance for gender and stewardship and good correlation with the Professional Development external variable. The results showed that the test has adequate psychometric properties. We applied extensive customization to better reflect participants’ working contexts. We addressed substantial challenges of performance evaluation as we approached the phenomenon, seeking to reflect its complexity theoretically and operationally. We also found a measure that could capture the specifics of a given work context and simultaneously allow comparisons between the performance dimensions of different types of workers.

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Author Biographies

Hugo Sandall, Federal Fluminense University (UFF) and Brazilian Society of Organizational and Work Psychology (SBPOT), Niterói, RJ, Brazil.

Doctor of Psychology and Psychologist. Professor at the Federal Fluminense University (UFF). Researches self-management of professional performance and created Performapa, an overview of worker performance that points to opportunities for professional development. President of SBPOT, the Brazilian Society of Organizational and Work Psychology.

Luciana Mourão, State University of Rio de Janeiro (UERJ), Rio de Janeiro, RJ, Brazil and Salgado de Oliveira University (UNIVERSO), Niterói, RJ, Brazil.

She holds a PhD in Psychology from the University of Brasília (UnB) and is a professor at Salgado de Oliveira University (UNIVERSO) and the State University of Rio de Janeiro (UERJ). Her research areas include professional development, career paths, and social psychology.

Felipe Valentini, São Francisco University (USF), Campinas, SP, Brazil.

He holds a PhD in Psychology from the University of Brasília (UnB) and is a professor in the Postgraduate Program in Psychology at the University of São Francisco (USF). His research focuses on psychometrics, psychological assessment, and the development of measurement instruments.

Jairo Eduardo Borges-Andrade, University of Brasília (UnB), Brasília, DF, Brazil.

He holds a PhD in Instructional Systems from Florida State University and is a full professor in the Department of Social and Work Psychology at the Institute of Psychology, University of Brasília (UnB). His research interests include training, development, and education in organizations, as well as program evaluation and public policies.

Fabiana Queiroga, Université Côte d'Azur, Nice, Provence-Alpes-Côte d'Azur, France.

She holds a PhD in Psychology from the University of Brasília (UnB) and is currently a researcher at the Université Côte d’Azur in France. Her work focuses on psychometric analysis of measures with an emphasis on organizational psychology and sustainable behavior at work.

Gardênia da Silva Abbad, University of Brasília (UnB), Brasília, DF, Brazil.

She holds a PhD in Psychology from the University of Brasília (UnB), where she works as an associate professor in the Department of Social and Work Psychology. Her research areas include training, development and education in organizations, as well as impact assessment of training programs.

Francisco Antônio Coelho Júnior, University of Brasília (UnB), Brasília, DF, Brazil.

He holds a PhD in Psychology from the University of Brasília (UnB) and is an associate professor in the Department of Administration at the same institution. His research interests encompass organizational behavior, multilevel modeling, competency development, and multilevel performance management.

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Published

2025-12-19

How to Cite

Sandall, H., Mourão, L., Valentini, F., Borges-Andrade, J. E., Queiroga, F., da Silva Abbad, G., & Coelho Júnior, F. A. (2025). The Comprehensive Work Performance Scale: Development and Initial Validity Evidence. Psico, 56(1), e47098. https://doi.org/10.15448/1980-8623.2025.1.47098

Issue

Vol. 56 No. 1 (2025): Single Volume - Continuous flow

Section

Psychological Assessment

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Copyright (c) 2025 Hugo Sandall, Luciana Mourão, Felipe Valentini, Jairo Eduardo Borges-Andrade, Fabiana Queiroga, Gardênia da Silva Abbad, Francisco Antônio Coelho Júnior

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This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.