Individual work performance questionnaire (IWPQ): psychometric properties within Indian context

Purpose To accurately evaluate individual work performance, it is essential to confirm measurement invariance, ensuring consistent representation of constructs over time. This study examines the psychometric properties of the individual work performance questionnaire (IWPQ), including validity evidence (VE) and reliability evidence (RE), to determine its suitability and generalizability within a broader Indian workforce. Design/methodology/approach Two independent samples of HR professionals were assessed at baseline and follow-up (six- months). The internal structure of the IWPQ from Study-1 (N = 261) was compared with Study-2 (N = 367) using CFA, providing VE based on internal structure. Study-1 also assessed VE based on relations to other variables by using a multitrait-multimethod approach evaluated through SEM. Conversely, Study-2 focused on testing the stability of internal structure over time (longitudinal measurement invariance). RE was assessed using test-–retest reliability. Findings The IWPQ demonstrated moderate but suboptimal VE and RE. While full scalar invariance was not supported, partial scalar invariance was established. Research limitations/implications The PSI-IWPQ is suitable for advanced analyses, such as multiple indicator latent growth modeling, to track performance growth over time. This study expands industrial-organizational psychology by exploring how cultural differences may moderate the understanding of performance and influence performance assessments, suggesting that culture should be considered as a moderator in future studies. Practical implications The partially scalar invariant IWPQ (PSI-IWPQ) demonstrates sufficient temporal stability to support reliable assessments of employee performance, informing evidence-based HR interventions. Originality/value To the best of our knowledge, this is the first study to examine the stability of the IWPQ’s internal structure over time.