Editing Performance (section)

== Management science ==
In the work place, job performance is the hypothesized conception or requirements of a role. There are two types of job performances: contextual and task. Task performance is dependent on cognitive ability, while contextual performance is dependent on personality.<ref>{{cite book|author1=Ivan T. Robertson|author2=Cary L. Cooper|title=Personnel Psychology and Human Resources Management: A Reader for Students and Practitioners|url=https://books.google.com/books?id=M5MtBgAAQBAJ&pg=PT24|date=12 January 2015|publisher=Wiley|isbn=978-1-119-09060-1|pages=24+}}</ref> Task performance relates to behavioral roles that are recognized in job descriptions and remuneration systems. They are directly related to organizational performance, whereas contextual performances are value-based and add additional behavioral roles that are not recognized in job descriptions and covered by compensation; these are extra roles that are indirectly related to organizational performance.<ref>{{cite book|author=Paul R. Martin|title=IAAP Handbook of Applied Psychology|url=https://books.google.com/books?id=XjC4z2NFOIYC&pg=PA240|date=1 March 2011|publisher=John Wiley & Sons|isbn=978-1-4443-9514-3|pages=240+}}</ref> [[Organizational citizenship behavior|Citizenship]] performance, like contextual performance, relates to a set of individual activity/contribution (prosocial organizational behavior) that supports [[organizational culture]].<ref>{{cite book|author1=Winston Bennett|author2=Charles E. Lance|author3=David J. Woehr|title=Performance Measurement: Current Perspectives and Future Challenges|url=https://books.google.com/books?id=EunJAgAAQBAJ&pg=PA115|year=2014|publisher=Psychology Press|isbn=978-1-317-82454-1|pages=115–116}}</ref><ref>Sonnentag, S & Frese, M. (2009). Dynamic Performance. In S.W.J Kozlowski (Ed.), The Oxford Handbook of Industrial and Organizational Psychology</ref>