Validation of Employee Job Performance (EJP) Scale in an Arab Working Environment: The Case of Healthcare Providers in Emergency Departments in Jordan

Job performance is an essential contributing factor to hospital success because it appraises healthcare providers’ (HCPs) job performance. Achieving the purpose of measuring HCP’s job performance in the emergency department requires a valid, reliable, satisfying psychometric properties scale. This study aims to verify the validity and reliability of the employee job performance (EJP) scale developed by Na-Nan et al. (2018). Two steps were followed to verify the validity and reliability of the EJP scale, namely, instrument validation and statistical testing, including exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). A survey questionnaire was distributed to the HCPs in two phases to collect the data in the period of April–July 2020. The findings failed to replicate the Na-Nan et al. (2018) EJP scale. Two items were dropped from the scale based on the content validity ratio results. The EFA yielded 11 items and two dimensions, and CFA yielded 9 items and two dimensions. The two dimensions name job quality (five items) and job time (five items). The goodness of fit of the model was defined as satisfactory with a value of Chi-square/df 2.63 and RMSEA < 0.08, TLI, GFI and CFI ≥ 0.90. The results of this study failed to replicate Na-Nan et al. (2018) findings. The final results indicated a two dimensions scale consisting of job quality and job time construct. In general, the two dimensions EJP scales meet the goodness of fit, and the results confirm the reliability and validity of the two dimensions EJP scale.