Managing Contextual Performance
As with all employee performance, there are several fundamental aspects to managing contextual performance including appraisal, recognition, rewards, feedback, career development, and legal considerations.
Contextual behaviors can influence performance appraisals in at least two ways. First, based on the norm of reciprocity, supervisors might seek to repay employees for contextual performance by giving more favorable evaluations (MacKenzie, Podsakoff, & Fetter, 1991; 1993). Second, if managers have a schema (a mental representation) of a “good employee” that includes high contextual performance, then employees who demonstrate high levels of contextual performance will be more likely ...