CONTEXTUAL PERFORMANCE FACTORS – CP3
Contextual performance describes performance-related behaviour that goes beyond the completion of the actual work tasks and benefits the organisation as a whole. This involves ability to adapt to operational changes, identify with the organisation, commit to it and openly address grievances.
Personality Test with verbal content
Test without time limit
Processing time: approx. 6 minutes
Inhouse-test with supervision
Home-test without supervision
other languages on request
desktop, tablet, smartphone
Persons with high values in the dimension Organisational Change are very keen to contribute to the improvement of processes and to respond positively to changing working conditions. They are open to change and cannot be unsettled by it.
People who achieve high values in the area of Commitment and Engagement have the will to contribute to the success of the organisation through special efforts and the resulting work performance. They are proud of their personal achievements because they contribute to the success of the organisation. In exchange with colleagues, they always set an example.
Persons with high values in the facet of constructive criticism take part in critical discussions and always express their opinion even if they are not supported by others. Through their contributions, they help to protect the organisation from serious incorrect decisions.
CP3 is processed on a randomised basis in Likert scale format. Following an introductory instruction, individual job-related statements (items) are specified, which must be evaluated on a 7-level scale with regard to agreement/disagreement. All items of the item pool are in random order. The presentation typically takes place together with other personality scales in a test module. The items from the various tests are mixed together to reduce fatigue and transparency and thus socially desired response behaviour.
CP3 captures personality traits that affect a person's so-called contextual performance. This area became the focus of research in the late 1990s and encompasses behaviours that benefit the organisation and go beyond the tasks defined in the job description. Changing working conditions in the context of globalisation mean that the ability to adapt to changes is becoming increasingly important. This is captured by the organisational change dimension. In addition, a person's commitment and engagement play an important role as they promote acceptance or support of organisational changes. Furthermore, addressing grievances and conflicts by employees – referred to as constructive criticism – is indispensable in today's working world. This can prevent negative developments in teams and sub-optimal work processes. The CP3 dimensions are therefore closely related to criteria such as performance, staff turnover, absenteeism and individual behaviour in the event of organisational changes.
The test is particularly recommended if the identification of applicants or employees with the organisation and the ability to adapt to changing working conditions are to be measured. Accordingly, it makes sense to use it in personnel selection as well as in internal potential analysis processes.