Lebedova_data.sav

Data were collected through an online questionnaire. We obtained respondents mainly through various Facebook groups and through a personal request to fill in the questionnaire and share it with other people. Data collection was divided into two parts to reduce common method bias (Podsakoff, Mackenzie, Lee, & Podsakoff, 2003). The first part contained a scale of job autonomy, a scale of occupational self-efficacy (independent variables), and demographic data. The second part contained a scale of work performance (dependent variable) and was administered two weeks after the completion of the first part.
Job autonomy. The Work Design Questionnaire (Morgeson and Humphrey, 2006) was used to measure job autonomy. Job autonomy is divided into three dimensions in this questionnaire: work scheduling autonomy (e.g., "The job allows me to decide on the order in which things are done on the job”), decision-making autonomy (e.g., "The job allows me to make a lot of decisions on my own”), and work methods autonomy (e.g., “The job allows me to decide on my own how to go about doing my work”). Each dimension was measured using three items, which were rated from 1 (strongly disagree) to 5 (completely agree).

Occupational self-efficacy. To measure occupational self-efficacy, we used a short form of the Occupational Self-efficacy Scale (Schyns & von Collani, 2002), which consists of eight items (e.g., “If I am in trouble at my work, I can usually think of something to do”), rated on a Likert-type scale from 1 (“not at all true”) to 6 (“completely true”).

Individual work performance. We measured individual work performance using the 18-item Individual Work Performance Questionnaire (IWPQ; Koopmans et al., 2012), which consists of three dimensions: task performance (e.g., “In the last three months, I managed to plan my work so that it was done on time”), contextual performance (e.g., “In the last three months, I started new tasks myself when my old ones were finished”), and counterproductive work behavior (e.g., “In the last three months, I complained about unimportant matters at work”). Respondents rated the frequency of the specified behavior on a five-point scale. Task performance and contextual performance were rated from “seldom” to “always.” Counterproductive work behavior was rated from “never” to “often.”