Subject: “The Effects of Human Resource Management Practices on Productivity.” You might find these 3-item scales below very helpful. Of course, depending on your research question and whether you expect differential effects on OCB-O and OCBI, you may also consider using the three item OCB scale used by Liden and colleagues (2007). The 3-items taps into OCB toward the organization, supervisor, and coworkers. EMPLOYEE PERFORMANCE: 1. This employee is very competent 2. This employee gets its work done very effectively 3. This employee has performed its job well Schaubroeck, J., Lam, S. S., & Cha, S. E. (2007). Embracing transformational leadership: team values and the impact of leader behavior on team performance. Journal of applied psychology, 92(4), 1020-1030. EMPLOYEE OCB: 1. This employee volunteers to do things not formally required by the job 2. This employee assists me with my duties when needed even though it may not be formally required 3. This employee helps others when their workload increases even though it may not be formally required by the job. Liden, R. C., Wayne, S. J., Jaworski, R. A., & Bennett, N. (2004). Social loafing: A field investigation. Journal of Management, 30(2), 285-304.