This study examines how middle managers support their employees' strengths use via three sequential analyses. In Study 1, an open-ended questionnaire survey of high-performing middle managers at a global manufacturer in Japan (n = 144) was conducted to collect comments on strengths use support (SUS). The grounded theory approach was used to…

This qualitative, phenomenological study explored the attitudes of civilian (non-military) U.S. Air Force supply chain managers regarding the use of the five elements of the ADKAR Model ("awareness," "desire," "knowledge," "ability," and "reinforcement") as critical success factors (CSFs) to…

In this brief, JFF (Jobs for the Future) explores what training providers can do to adapt their programming in ways that put the country on a path to an equitable economic recovery following the COVID-19 pandemic. The authors conducted research to examine what education and training providers can do to design programs that emphasize equity and…

Addressing numerous calls for future research on understanding the theoretical mechanisms that explain the relationship between organizational citizenship behaviors (OCBs) and job performance, this study focused on how an employee's relationships with coworkers mediate the relationship between his or her OCBs and his or her job performance. It…

Practice in the sales profession and current competency research indicate salesperson competence is key to organizational competitive advantage. With models of selling evolving to respond to the marketplace, there are changes in the competency requirements and roles people must play for future success, resulting in the emergence of new kinds of…

The impact of the Self-Determined Career Development Model (hereafter called the Self-Determined Career Model) on the job performance of four adults with moderate intellectual disability employed in competitive work settings was examined. Employees learned to set work-related goals, develop an action plan, implement the plan, and adjust their…

In the workplace, the process of evaluating and discussing the performance of both employees and managers is referred to as feedback. The process generally involves a discussion of the individual's strengths or weaknesses, with suggestions on how to improve upon weaknesses. Feedback aligns workplace behavior with the overall goals of a team or an…

This study investigated the processes whereby hindrance and challenge stressors may affect work behavior. Three mechanisms were examined to explain the differential effects these stressors have demonstrated: job satisfaction, strains, and work self-efficacy. A model is proposed in which both types of stressors will result in increases in strains,…

Purpose: The central aim of this study is to incorporate two core personality factors (neuroticism and extroversion) in the job demands-resources (JD-R) model. Design/methodology/approach: It was hypothesized that neuroticism would be most strongly related to the health impairment process, and that extroversion would be most strongly related to…

Purpose: The paper investigates personal and environmental factors providing for the efficiency of line managers' activity and contributing to their professional and career advancement. The paper studies the prognostic value of the assessment of personal and environmental factors providing for the efficiency of line managers' activity according to…

The ability to collaborate in a virtual team is a necessary skill set for today's knowledge workers and students to be effective in their work. Past research indicates that knowledge workers and students need to establish a formal process to perform work, develop clear goals and objectives, and facilitate better communication among team members.…

Developing curricular materials for technical and vocational education is particularly challenging because of the comprehensive requirements for technical education and the rapidity with which technical positions are evolving. Well-educated employees are expected to have general communication, reasoning, problem-solving, and behavioral skills in…

HRD is extensively concerned with human capital investment, but only focuses on how skills and knowledge become obsolete to a limited extent. In this paper we look at the speed of obsolescence. Using data from a survey among Dutch public sector employees, we find that the yearly rate of skills obsolescence is 2.6%. Subsequent analyses show that…

Presents a model of work adjustment consisting of work personality, work competencies, and work goals. Appropriate interventions include restoration of work-related skills, remotivation to address the impact of disability on work personality, and restructuring of work goals as necessitated by the handicap. (Author/JAC)

This paper describes in some detail Siegfreid's Process Mapping Model for describing human performance. The model's application to task analysis and the advantages of using it when constructing assessment strategies and instruments are discussed. Examples of the model's use in building portfolios, behavioral rating scales, and skill demonstration…