In the context of personnel psychology, job performance can refer to actions or behaviors that can be measured and are relevant to job objectives. 'an organization. These actions or behaviors can be further divided into three distinct categories: these include task performance, organizational citizenship behaviors, and counterproductive work behaviors. Job performance refers to activities that are part of the formal job description and contribute to the technical core of the organization. In the case of an intercity bus driver, these activities would include, but are not limited to, driving specific routes to reach specific destinations on a specific schedule, obeying traffic laws, assisting passengers and vehicle inspection before departure. In contrast, organizational citizenship behaviors refer to actions or behaviors that are not an essential part of the job description but benefit the organization. Examples of such behaviors may include talking about the intercity bus company in a positive light outside of the workplace or helping coworkers with their jobs. Finally, counterproductive work behaviors can be defined as actions or behaviors that go against an organization's goals. Examples of these behaviors include destroying intercity buses or engaging in dangerous driving practices that endanger passengers on board. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an Original Essay To measure job performance in this context, one can focus on assessing service reliability, specifically measuring punctuality. Punctuality refers to the percentage value used to indicate whether the intercity bus left or arrived early, on time, or late. This can be calculated by dividing the number of incidents in which the bus arrived on time at a scheduled destination by the total number of incidents. One of the great advantages of using this criterion is that it allows for greater reliability due to a decreased risk of bias, which in turn reduces the number of errors. However, in some cases like this, specific terms must have specific definitions in order to acquire a precise value. For example, without defining what is considered early or late, errors can occur when calculating on-time performance. For this reason, early will be defined as more than one minute before the scheduled time and later as more than five minutes after the scheduled time, based on transit service standards and policies. One area of ​​job performance that can be measured using a performance appraisal is the extent to which the intercity driver assists passengers. This can be done using a behavioral rating scale that rates the driver based on their ability to help passengers get on and off the bus when assistance is needed, carry their luggage, and answer questions related to bus schedules and routes. One of the advantages of using a subjective measure as such is that it provides the ability to evaluate measures that cannot be directly observed. Behavioral rating scales have the particular advantage of being precise and clear scales. However, the risk associated with behavioral rating scales is that they can be time consuming and..