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, &amp; 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.<b>Job autonomy</b>. 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., <i>"The job allows me to decide on the order in which things are done on the job”</i>), decision-making autonomy (e.g., <i>"The job allows me to make a lot of decisions on my own”</i>), and work methods autonomy (e.g., “<i>The job allows me to decide on my own how to go about doing my work”</i>). Each dimension was measured using three items, which were rated from 1 (strongly disagree) to 5 (completely agree).<br><b>Occupational self-efficacy</b>. To measure occupational self-efficacy, we used a short form of the Occupational Self-efficacy Scale (Schyns &amp; von Collani, 2002), which consists of eight items (e.g., <i>“If I am in trouble at my work, I can usually think of something to do”</i>), rated on a Likert-type scale from 1 (“not at all true”) to 6 (“completely true”).<br><b>Individual work performance</b>. 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., <i>“In the last three months, I managed to plan my work so that it was done on time”</i>), contextual performance (e.g., <i>“In the last three months, I started new tasks myself when my old ones were finished”</i>), and counterproductive work behavior (e.g., <i>“In the last three months, I complained about unimportant matters at work”</i>). 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.”<br>