The definition of case study as a qualitative research methodology is presented and discussed in this article, as are instances when it is appropriate to employ a case study in research. Two research case studies were analyzed from refereed journals that are relevant to mentoring and coaching approaches, and their practices were analyzed. Each of these two studies has been critically evaluated with regard to its strengths and weaknesses in terms of alignment between the research question(s), chosen methodology, data collection procedure, interpretation of results, and connection to theories. Finally, an assessment of the specific ways in which each of the two studies illustrates key aspects of case study methodology was conducted.
{"title":"CASE STUDY AS A QUALITATIVE RESEARCH METHODOLOGY","authors":"Carlos Antonio Viera","doi":"10.56811/pfi-23-0005","DOIUrl":"https://doi.org/10.56811/pfi-23-0005","url":null,"abstract":"The definition of case study as a qualitative research methodology is presented and discussed in this article, as are instances when it is appropriate to employ a case study in research. Two research case studies were analyzed from refereed journals that are relevant to mentoring and coaching approaches, and their practices were analyzed. Each of these two studies has been critically evaluated with regard to its strengths and weaknesses in terms of alignment between the research question(s), chosen methodology, data collection procedure, interpretation of results, and connection to theories. Finally, an assessment of the specific ways in which each of the two studies illustrates key aspects of case study methodology was conducted.","PeriodicalId":45620,"journal":{"name":"Performance Improvement Quarterly","volume":"32 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135994305","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
IN THIS SECTION, Dr. Judith Hale interviews International Society for Performance Improvement (ISPI) Members so that readers can learn about colleagues. She is featuring a new member (an emerging or reemerging professional), along with a notable long-term member of the Society. Rose Baker serves on the ISPI Board of Directors, as our treasurer, and as the associate editor for Performance Improvement Quarterly (PIQ). John Turner serves as editor-in-chief for PIQ and also serves on ISPI’s Publications Committee.I have always looked at performance as a mixture of factors. The context in which the performance is occurring is as important as the skillset and desire of the person performing. When I was teaching, I designed and delivered instruction that worked to maximize the opportunity for success and to minimize the elements that would compete with success.In 1997, I took a year sabbatical to complete the classes for a master’s degree in adult education. My advisor said to go to the library and look through all the journals to find one that had articles on topics that were of interest to me. After reviewing about 100 journals, I selected Performance Improvement Quarterly. The articles within the issues on the shelf talked of evaluation and performance improvement. I wrote to one of the authors of an article, and she quickly replied with recommendations for additional reading on the topic.In 1998, I started the coursework for a PhD in Instructional Systems. One of the courses in which I enrolled used an excerpt of Gilbert’s Behavior Engineering Model, the ACORN test, and performance improvement plan calculations. This matched how I considered performance and gave me a way to assess and evaluate where to place effort for the most effective interventions. I could see how the philosophical foundations for an organization influenced and were influenced by the organization’s culture, policies, strategies, and tactics. I could see how many organizations were mired in the logistics of assigning tasks to workers and did not think about how the factors were interrelated and dependent upon each other.In 2011, I decided that ISPI should be my professional home; I was in a position to be able to dedicate time and effort as an active member of the society. In 2015, a change in employment allowed me to further commit to engagement with ISPI committees and research to advance what is known about performance improvement and its applications in the workplace.During a course in 1998, the professor of the class asked me to describe what I had read and how I could apply the section we were assigned to read for class. After I was finished describing how I had applied what we had read to the performance of an employee at a local sewing factory near where I lived, another student in the class asked me if I had read something more than what we were assigned because he did not distill from the reading what I had distilled. The behavior engineering model made sense to me, and
在本节中，Judith Hale博士采访了国际绩效改进协会(ISPI)成员，以便读者可以了解同事。她介绍了一位新成员(新出现的或重新出现的专业人士)，以及一位著名的长期协会成员。Rose Baker担任ISPI董事会成员，担任我们的财务主管，并担任绩效改进季度(PIQ)的副编辑。约翰·特纳(John Turner)是PIQ的主编，也是ISPI出版委员会的成员。我一直把业绩看作是多种因素的混合体。表演发生的背景与表演人员的技能和愿望同样重要。当我教书的时候，我设计和传授的教学方法是最大化成功的机会，最小化与成功竞争的因素。1997年，我休了一年的假，完成了成人教育硕士学位的课程。我的指导老师让我去图书馆，把所有的期刊都翻一遍，找一本我感兴趣的主题的文章。在审查了大约100种期刊后，我选择了《绩效改进季刊》。架子上的文章讨论了评估和绩效改进。我给一篇文章的作者写了一封信，她很快就回复了我，建议我阅读更多关于这个主题的文章。1998年，我开始了教学系统博士课程的学习。我参加的一门课程使用了吉尔伯特行为工程模型的摘录、ACORN测试和性能改进计划计算。这与我对绩效的看法相吻合，并为我提供了一种评估和评估在何处投入精力进行最有效干预的方法。我可以看到一个组织的哲学基础是如何影响和被组织的文化、政策、战略和战术所影响的。我可以看到有多少组织陷入了给员工分配任务的后勤工作中，而没有考虑到这些因素是如何相互关联和相互依赖的。2011年，我决定将ISPI作为我的职业之家;作为一个积极的社会成员，我有能力投入时间和精力。2015年，工作的变化使我能够进一步致力于参与ISPI委员会和研究，以推进已知的绩效改进及其在工作场所的应用。在1998年的一门课上，这个班的教授让我描述一下我读了什么，以及我如何应用我们被分配到课堂上阅读的部分。当我描述完我是如何将我们所读到的东西应用到我住的附近一家当地缝纫厂的一名员工的工作表现时，班里的另一个学生问我，我是否读了比布置的内容更多的东西，因为他没有从我的阅读中提炼出我所提炼的东西。行为工程模型对我来说很有意义，我可以从缝纫工人告诉教授的故事中想象就业的激励和抑制因素，雇主如何影响她的表现和工资，她的知识和能力如何推动她的表现水平，以及从雇主那里获得的信息。她的缝纫椅是一把特殊的椅子，高度可调节，这使她比工厂里其他使用固定椅子的人每小时缝更多的东西。这让我看到了像椅子这样简单的东西是如何决定生活质量差异的。在我的课程项目中，我将原理和概念应用到当地一家生产汽车座椅皮革的工厂。同年，我买了一辆汽车，它的真皮座椅上的部件就是在这家工厂加工的。一个人在一个职位上的简单工作因素的影响可能会产生长期的影响。这项工作开始了一系列的研究，包括领导力的出现，系统如何影响团队和团队领导力，以及项目管理如何受到项目团队内外绩效的影响。我想让人们觉得我是有帮助的。很久以前，我还是一名布朗尼女童子军，座右铭是“每天做好事”。希望我已经完成了别人眼中的这一点，并且我将能够继续努力，每天做一些有帮助的事情。我是一个不断学习的人。同事们曾经告诉我，他们可以把我放在那种纯白色的房间里，这样我就能学到一些东西。每天，我都有一些我要阅读和学习的主题，这样我就能在那天学到一些新的东西。我也很好奇事物是如何运作的，以及人与人之间是如何互动的。这些品质支持我的教学、研究和服务目标和努力。目前，我是北德克萨斯大学学习技术系的副教授。 在这个职位上，我是我们的学习技术应用科学学士本科学位课程的主任。本人担任并曾担任系、院、校委员会的领导职务，如行政、人事、本科课程、研究生课程、大学管理人员评估、章程委员会等。我喜欢了解并运用政策来影响大学、学院和院系的理念、文化和战略方向。在过去的一年里，我被选中参加了领导力研究员项目，以了解更多关于大学管理的知识。我在教务委员会任职，我是我们系的选举法官。在ISPI内部，我担任协会的财务主管。除了我对政策的热情外，我还努力以负责任的态度管理社会的财政因素。日常的资金管理运用了我的项目管理知识和技能;我是通过项目管理协会的PMP®。我还参与了IPSI、EMEA和其他专业协会的领导工作。我是《成功的项目管理》第七版的合著者。联系我的最好方式是通过我大学的电子邮件和电话:rose.baker@unt.edu，(940)369-7684。你也可以通过我的ISPI邮箱rosebaker@ispi.org或finance@ispi.org联系到我。我的X(以前的Twitter)账号是@rmb194。我在LinkedIn上有个账号，网址是https://www.linkedin.com/in/rose-baker-1bb43b5。我的研究可以通过我的数字id找到:ORCID: 0000-0003-2191-0436;ResearcherID: d - 2994 - 2016. - dr。Rose Baker是北德克萨斯大学信息学院学习技术系的副教授。她的研究包括开放学习、管理技术和统计应用于运营和绩效改进、调查和评估设计、理论发展和游戏设计。罗斯拥有教育系统博士学位和教育学硕士学位。她获得了宾夕法尼亚州立大学成人教育理论与实践学士学位，华盛顿和杰斐逊学院数学和化学学士学位，并获得了项目管理协会的PMP®认证。她是《绩效改进季刊》的副主编和ISPI财务主管。她曾在许多ISPI年度会议、秋季专题讨论会和ISPI EMEA上发表演讲。罗斯在攻读博士学位期间是宾夕法尼亚州立大学当地学生分会的成员，并于2011年重新加入了ISPI。她于2016年加入ISPI Texas，并担任社区服务副总裁。我的背景是工程，在继续深造并成为教授之前，我在那里工作了15年。由于我的工科背景，我可以很容易地理解系统和过程，并从系统理论的角度看待事物。后来，当我在德克萨斯大学泰勒分校(University of Texas at Tyler, UTT)攻读人力资源开发(HRD)硕士学位时，我开始理解系统中人的方面。我第一次接触ISPI和HPT是在UTT和北德克萨斯大学(UNT)的研究生学习期间。这是我人生的转折点。我开始在开放和封闭的系统(例如，组织)中观察人类(个人、团队、多团队系统)。家庭放在第一位。非常支持我的妻子贾娜和儿子克拉克一直都能接受我繁忙的日程安排。也许是因为我通常在家工作，所以这个方法很有效。其次，我为多年来与行业合作伙伴所做的一些工作感到自豪。我相信跨越理论与实践的鸿沟。我不认为一个人可以单独做到这一点(即，学术或行政)。我认为学术界和工业界伙伴之间必须进行合作。这种合作是我一直关注的一件事，我觉得它产生了一些伟大的产品。我参与创建了The Flow System (TFS;https://www.getflowtrained.com)，并与人合著了《流程系统:复杂时代敏捷和精益思维的演变》(https://library.unt.edu/aquiline-books/flow-058-8)。我开发了一系列以“心流系统”为中心的在线培训课程，我们还在国内和国际上举办了面对面的研讨会。这是个很难回答的问题。希望人们不会有任何理由说我的坏话。我试着专注于我的工作，让它自己说话。我利用科学界提供的同行评议过程来测试
{"title":"SPECIAL FEATURE: KNOW YOUR COLLEAGUES—ROSE BAKER AND JOHN TURNER","authors":"Judith Hale","doi":"10.56811/pfi-62-03-01","DOIUrl":"https://doi.org/10.56811/pfi-62-03-01","url":null,"abstract":"IN THIS SECTION, Dr. Judith Hale interviews International Society for Performance Improvement (ISPI) Members so that readers can learn about colleagues. She is featuring a new member (an emerging or reemerging professional), along with a notable long-term member of the Society. Rose Baker serves on the ISPI Board of Directors, as our treasurer, and as the associate editor for Performance Improvement Quarterly (PIQ). John Turner serves as editor-in-chief for PIQ and also serves on ISPI’s Publications Committee.I have always looked at performance as a mixture of factors. The context in which the performance is occurring is as important as the skillset and desire of the person performing. When I was teaching, I designed and delivered instruction that worked to maximize the opportunity for success and to minimize the elements that would compete with success.In 1997, I took a year sabbatical to complete the classes for a master’s degree in adult education. My advisor said to go to the library and look through all the journals to find one that had articles on topics that were of interest to me. After reviewing about 100 journals, I selected Performance Improvement Quarterly. The articles within the issues on the shelf talked of evaluation and performance improvement. I wrote to one of the authors of an article, and she quickly replied with recommendations for additional reading on the topic.In 1998, I started the coursework for a PhD in Instructional Systems. One of the courses in which I enrolled used an excerpt of Gilbert’s Behavior Engineering Model, the ACORN test, and performance improvement plan calculations. This matched how I considered performance and gave me a way to assess and evaluate where to place effort for the most effective interventions. I could see how the philosophical foundations for an organization influenced and were influenced by the organization’s culture, policies, strategies, and tactics. I could see how many organizations were mired in the logistics of assigning tasks to workers and did not think about how the factors were interrelated and dependent upon each other.In 2011, I decided that ISPI should be my professional home; I was in a position to be able to dedicate time and effort as an active member of the society. In 2015, a change in employment allowed me to further commit to engagement with ISPI committees and research to advance what is known about performance improvement and its applications in the workplace.During a course in 1998, the professor of the class asked me to describe what I had read and how I could apply the section we were assigned to read for class. After I was finished describing how I had applied what we had read to the performance of an employee at a local sewing factory near where I lived, another student in the class asked me if I had read something more than what we were assigned because he did not distill from the reading what I had distilled. The behavior engineering model made sense to me, and","PeriodicalId":45620,"journal":{"name":"Performance Improvement Quarterly","volume":"73 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136033238","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Steel has been known to humanity for 4,000 years. The level of per capita consumption of steel is treated as one of the most important indicators of socioeconomic development and living standards of the people in a country. Steel rerolling mills, also called reduction mills, are widely distributed across the world. The major concerns in the steel rerolling mill are misroll and cobble, which adversely affect most of the technoeconomic parameters, including the mill utilization, material yield, mill productivity, overall equipment effectiveness, overall line efficiency, and specific heat consumption of the reheating furnace. This paper discusses the major issues that lead to misroll and cobble in the rerolling mills, and these issues were identified via a shop floor analysis and breakdown records at an iron and steel rerolling mill. After the identification of the root causes of misroll, solutions are suggested.
{"title":"ROOT CAUSES OF MISROLL IN REROLLING MILLS","authors":"Kushal Sharma, Umanand Kumar, Anjali Upadhyay","doi":"10.56811/pfi-22-0001","DOIUrl":"https://doi.org/10.56811/pfi-22-0001","url":null,"abstract":"Steel has been known to humanity for 4,000 years. The level of per capita consumption of steel is treated as one of the most important indicators of socioeconomic development and living standards of the people in a country. Steel rerolling mills, also called reduction mills, are widely distributed across the world. The major concerns in the steel rerolling mill are misroll and cobble, which adversely affect most of the technoeconomic parameters, including the mill utilization, material yield, mill productivity, overall equipment effectiveness, overall line efficiency, and specific heat consumption of the reheating furnace. This paper discusses the major issues that lead to misroll and cobble in the rerolling mills, and these issues were identified via a shop floor analysis and breakdown records at an iron and steel rerolling mill. After the identification of the root causes of misroll, solutions are suggested.","PeriodicalId":45620,"journal":{"name":"Performance Improvement Quarterly","volume":"4 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136308838","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Job performance during a period of crisis as intense as COVID-19 can be challenging for employees. Besides the risk that this pandemic represented for their physical health and their life, they were also at high risk of emotional exhaustion, which can jeopardize their performance. We examine the direct and indirect effects of work organization conditions and human resource management practices on emotional exhaustion and job performance during COVID-19. We also analyze the moderating and the moderated mediation effects of organizational communication. Data were collected during COVID-19 in Canada within 13 companies from a sample of 146 employees. The results revealed that workload was associated with a higher level of emotional exhaustion. Organizational communication was associated with a lower level of emotional exhaustion. Organizational support was associated with a higher level of job performance. Organizational communication moderated the relationship between job insecurity and emotional exhaustion.
{"title":"EMPLOYEES' PERFORMANCE, WORK ORGANIZATION CONDITIONS AND HUMAN RESOURCE MANAGEMENT PRACTICES IN THE ERA OF CRISIS: THE ROLE OF EMOTIONAL EXHAUSTION AND ORGANIZATIONAL COMMUNICATION","authors":"Salima Hamouche, Annick Parent-Lamarche","doi":"10.56811/piq-22-0017","DOIUrl":"https://doi.org/10.56811/piq-22-0017","url":null,"abstract":"Job performance during a period of crisis as intense as COVID-19 can be challenging for employees. Besides the risk that this pandemic represented for their physical health and their life, they were also at high risk of emotional exhaustion, which can jeopardize their performance. We examine the direct and indirect effects of work organization conditions and human resource management practices on emotional exhaustion and job performance during COVID-19. We also analyze the moderating and the moderated mediation effects of organizational communication. Data were collected during COVID-19 in Canada within 13 companies from a sample of 146 employees. The results revealed that workload was associated with a higher level of emotional exhaustion. Organizational communication was associated with a lower level of emotional exhaustion. Organizational support was associated with a higher level of job performance. Organizational communication moderated the relationship between job insecurity and emotional exhaustion.","PeriodicalId":45620,"journal":{"name":"Performance Improvement Quarterly","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47521989","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"EDITOR'S NOTES—CONTRIBUTION AND REJECTION","authors":"J. R. Turner","doi":"10.56811/piq-36-02-03","DOIUrl":"https://doi.org/10.56811/piq-36-02-03","url":null,"abstract":"","PeriodicalId":45620,"journal":{"name":"Performance Improvement Quarterly","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43262021","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
N. Marquardt, Katrin Eleonore Stierle, E. van der Velden, Verena Schürmann
Emergency response tasks (ERTs) have to be performed in very challenging and stress-inducing task environments. Research has revealed that performance in ERTs is affected by emergency preparedness which in turn can be linked to the Mental Readiness (MR) of ERT personnel. This concept emerged originally from sports psychology and was found to play a key role in peak performance of top athletes. However, MR has never been used to explain performance variations in different ERTs. Therefore, the main objective of this study was to scrutinize if MR can have an effect on stress, task performance, and the operational success in ERTs. A sample of 319 people working in ERTs such as emergency medical technicians, firefighters, intensive care unit (ICU) nurses, and surgeons was surveyed. The results show that ERT personnel seem to benefit differently from the MR dimensions. Practical implications for mental training and human performance programs are discussed.
{"title":"MENTAL READINESS IN EMERGENCY RESPONSE TASKS","authors":"N. Marquardt, Katrin Eleonore Stierle, E. van der Velden, Verena Schürmann","doi":"10.56811/piq-21-0011","DOIUrl":"https://doi.org/10.56811/piq-21-0011","url":null,"abstract":"Emergency response tasks (ERTs) have to be performed in very challenging and stress-inducing task environments. Research has revealed that performance in ERTs is affected by emergency preparedness which in turn can be linked to the Mental Readiness (MR) of ERT personnel. This concept emerged originally from sports psychology and was found to play a key role in peak performance of top athletes. However, MR has never been used to explain performance variations in different ERTs. Therefore, the main objective of this study was to scrutinize if MR can have an effect on stress, task performance, and the operational success in ERTs. A sample of 319 people working in ERTs such as emergency medical technicians, firefighters, intensive care unit (ICU) nurses, and surgeons was surveyed. The results show that ERT personnel seem to benefit differently from the MR dimensions. Practical implications for mental training and human performance programs are discussed.","PeriodicalId":45620,"journal":{"name":"Performance Improvement Quarterly","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-06-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48036096","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Thipphavanh Arounleuth, Hyun-jin Jo, Woocheol Kim, Jungwon Kim
The purpose of this research was to examine practical issues that predict and prevent turnover intention in the context of Lao public organizations, focusing on the relationship between procedural justice, perceived organizational support, and employee engagement. Data for this study were collected from 331 public officials. In this study, structural equation modeling was used to analyze the collected data and test the hypothesized relationships. The results indicated that procedural justice had a significant effect on perceived organizational support, employee engagement, and turnover intention, whereas perceived organizational support and employee engagement were not significantly related to turnover intention. In addition, the mediating effect of perceived organizational support in the relationship between procedural justice and employee engagement was statistically significant. The findings suggest that organizations should contemplate how to improve procedural justice and promote their level of perceived organizational support. On the basis of the findings, human resource development implications and recommendations are discussed and suggested.
{"title":"EXAMINING STRUCTURE RELATIONSHIPS AMONG PROCEDURAL JUSTICE, PERCEIVED ORGANIZATIONAL SUPPORT, EMPLOYEE ENGAGEMENT, AND TURNOVER INTENTION IN LAO PUBLIC ORGANIZATIONS","authors":"Thipphavanh Arounleuth, Hyun-jin Jo, Woocheol Kim, Jungwon Kim","doi":"10.56811/piq-22-0016","DOIUrl":"https://doi.org/10.56811/piq-22-0016","url":null,"abstract":"The purpose of this research was to examine practical issues that predict and prevent turnover intention in the context of Lao public organizations, focusing on the relationship between procedural justice, perceived organizational support, and employee engagement. Data for this study were collected from 331 public officials. In this study, structural equation modeling was used to analyze the collected data and test the hypothesized relationships. The results indicated that procedural justice had a significant effect on perceived organizational support, employee engagement, and turnover intention, whereas perceived organizational support and employee engagement were not significantly related to turnover intention. In addition, the mediating effect of perceived organizational support in the relationship between procedural justice and employee engagement was statistically significant. The findings suggest that organizations should contemplate how to improve procedural justice and promote their level of perceived organizational support. On the basis of the findings, human resource development implications and recommendations are discussed and suggested.","PeriodicalId":45620,"journal":{"name":"Performance Improvement Quarterly","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-05-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46374029","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Some institutions assess the professional development needs of teaching faculty by surveying their interests in teaching topics. In contrast, we sought an explanation of teaching needs that could inform a more comprehensive needs assessment addressing motivations for teaching, challenges from learners, preferred strategies to address challenges, and barriers to using them. We conducted three focus groups of faculty from a university and a feeder college. We found that faculty were motivated by validating interactions with learners and challenged by incoming cohorts with diverse attitudes and abilities. Faculty preferred to consult peers, experiment in class, and offload tasks, but they were undermined by poor communication, bureaucracy, risk management, and limited resources. Faculty persisted with existing approaches until they faced burnout. Female faculty disproportionately reported being motivated by learner impact and challenged by mixed ability classrooms and lack of time. Our model prompts institutions to define and explore faculty teaching needs in terms of validating interactions with learners that are enhanced or diminished by incoming cohorts, preferred strategies, and institutional barriers. As such, faculty development must address each of those multiple, interacting influences.
{"title":"VALIDATING INTERACTIONS: HOW A SYSTEM OF LEARNERS, PEERS, AND POLICIES EXPLAINS FACULTY TEACHING NEEDS","authors":"D. W. Price, S. Carliner, Mónica López","doi":"10.56811/piq-20-0058","DOIUrl":"https://doi.org/10.56811/piq-20-0058","url":null,"abstract":"Some institutions assess the professional development needs of teaching faculty by surveying their interests in teaching topics. In contrast, we sought an explanation of teaching needs that could inform a more comprehensive needs assessment addressing motivations for teaching, challenges from learners, preferred strategies to address challenges, and barriers to using them. We conducted three focus groups of faculty from a university and a feeder college. We found that faculty were motivated by validating interactions with learners and challenged by incoming cohorts with diverse attitudes and abilities. Faculty preferred to consult peers, experiment in class, and offload tasks, but they were undermined by poor communication, bureaucracy, risk management, and limited resources. Faculty persisted with existing approaches until they faced burnout. Female faculty disproportionately reported being motivated by learner impact and challenged by mixed ability classrooms and lack of time. Our model prompts institutions to define and explore faculty teaching needs in terms of validating interactions with learners that are enhanced or diminished by incoming cohorts, preferred strategies, and institutional barriers. As such, faculty development must address each of those multiple, interacting influences.","PeriodicalId":45620,"journal":{"name":"Performance Improvement Quarterly","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43925190","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This study explored (a) the design of a public social system fulfilling its federally mandated purposes; and (b) the utility of visualization in the strategic planning of that system. First, a modified Delphi survey of 18 executive directors and board members of local workforce development areas was conducted. Second, from qualitative survey data collected, a textual definition of the system was developed and a visual model (systemigram) of an ideal local workforce development area was designed. Third, 12 participants viewed the systemigram and were asked about the utility of such a model for strategic planning purposes. Eighteen participants completed 3 rounds of the modified Delphi. Round 1 of the modified Delphi included a Kendall's W of 0.37. Rounds 2 and 3 resulted in a Kendall's W of 0.41. Results from interviews with participants indicated that overall, a visual model would be useful for strategic planning in the workforce development system.
{"title":"STRATEGIC PLANNING AND SYSTEMIGRAMS: A MIXED-METHODS STUDY OF THE PUBLIC SYSTEM OF WORKFORCE DEVELOPMENT","authors":"T. Regenold, P. Reed","doi":"10.56811/piq-22-0028","DOIUrl":"https://doi.org/10.56811/piq-22-0028","url":null,"abstract":"This study explored (a) the design of a public social system fulfilling its federally mandated purposes; and (b) the utility of visualization in the strategic planning of that system. First, a modified Delphi survey of 18 executive directors and board members of local workforce development areas was conducted. Second, from qualitative survey data collected, a textual definition of the system was developed and a visual model (systemigram) of an ideal local workforce development area was designed. Third, 12 participants viewed the systemigram and were asked about the utility of such a model for strategic planning purposes. Eighteen participants completed 3 rounds of the modified Delphi. Round 1 of the modified Delphi included a Kendall's W of 0.37. Rounds 2 and 3 resulted in a Kendall's W of 0.41. Results from interviews with participants indicated that overall, a visual model would be useful for strategic planning in the workforce development system.","PeriodicalId":45620,"journal":{"name":"Performance Improvement Quarterly","volume":"1 1","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-03-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42011194","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Psychological abuse as a form of domestic violence against working women is prevalent but underreported almost all over the world. The present study was conducted to examine the relationship between domestic psychological abuse and burnout, and how psychological resilience mediates between them. One thousand married teachers from private secondary schools were selected through purposive sampling. Study results demonstrated that there is a relationship between domestic psychological abuse against working women and burnout, and that psychological resilience has a positive supportive effect in overcoming depersonalization among these women, yet the study also showed a lack of significant intervention in the relationship between psychological abuse and depersonalization of working women. This study confirms the absence of total or partial mediation to address psychological abuse and depersonalization of working women.
{"title":"THE MEDIATING ROLE OF PSYCHOLOGICAL RESILIENCE BETWEEN DOMESTIC PSYCHOLOGICAL ABUSE AGAINST WORKING WOMEN AND BURNOUT","authors":"F. Munir, Aleena Shuja, Iqra Saeed","doi":"10.56811/piq-21-0002","DOIUrl":"https://doi.org/10.56811/piq-21-0002","url":null,"abstract":"Psychological abuse as a form of domestic violence against working women is prevalent but underreported almost all over the world. The present study was conducted to examine the relationship between domestic psychological abuse and burnout, and how psychological resilience mediates between them. One thousand married teachers from private secondary schools were selected through purposive sampling. Study results demonstrated that there is a relationship between domestic psychological abuse against working women and burnout, and that psychological resilience has a positive supportive effect in overcoming depersonalization among these women, yet the study also showed a lack of significant intervention in the relationship between psychological abuse and depersonalization of working women. This study confirms the absence of total or partial mediation to address psychological abuse and depersonalization of working women.","PeriodicalId":45620,"journal":{"name":"Performance Improvement Quarterly","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-03-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48005037","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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