Describes an electronic performance support system, a computer-based tool that can provide instant, job-related help to people while they are doing the job. (JOW)

Discusses competencies that are needed by workers in today's organizations and explains the conditions that are needed for competencies to be used. Five basic competence groups are described: (1) job competencies, (2) interpersonal competencies, (3) background competencies, (4) organizational competencies, and (5) self-management competencies.…

Outlines three phases of performance improvement: performance analysis, needs assessment, and support intervention. Provides an example of an application of performance technology through these phases to an electronics company's performance problem. (SK)

Provides two meanings for the term "competency." One refers to the outputs or results of training, that is, competent performance. The other refers to the inputs, or underlying attributes, required of a person to achieve competent performance. Includes a typology to show that the term has several meanings depending on the context. (JOW)

Data from 2,163 managers indicated that feedback from multiple sources (self, supervisor, peer, subordinate) influenced their development goals. Subordinate ratings were the most important influence on goal setting. The relationship between performance ratings and goal selection was stronger for lower-level managers. (SK)

Data from 559 undergraduates provided modest evidence that Holland's taxonomy of work environments moderated the relationship between personality and performance. The traits of agreeableness and conscientiousness were better predictors of performance in certain environments. The important relationship between personality and performance may be…

In "The Politics of Teacher Pay Reforms"--a paper presented at the National Center on Performance Incentives research to policy conference in February--Dan Goldhaber, a research professor at the Center for Reinventing Public Education at the University of Washington and an affiliated scholar with the Urban Institute's Education Policy…

The Undergraduate Education Assessment (assessment) was launched to upgrade faculty's performance, but it also tends to intensify their job stress. Considering the little empirical research on the influence of stress on performance in the assessment and the confounded findings in literature, the study collected data with a survey and interviews to…

The authors review criticisms commonly leveled against cognitively loaded tests used for employment and higher education admissions decisions, with a focus on large-scale databases and meta-analytic evidence. They conclude that (a) tests of developed abilities are generally valid for their intended uses in predicting a wide variety of aspects of…

Purpose: The purpose of this paper is to open up discussion about the relationship between trade unions and workplace learning. Design/methodology/approach: The paper is based on an analysis of a series of case-studies of restructuring in the European steel industry, incorporating interviews, observation and documentary analysis. Findings: The…

Results from a pretest-posttest randomized field experiment study with a control group comparing the impact of high- and low-level-facilitated mentoring programs on new employees' performance and perceptions about their jobs and organization were reported in this paper. Results indicated increases in job satisfaction, organizational commitment,…

Purpose: The purpose of this paper is to conceptually demonstrate that the relationship between turnover and innovation is not direct as some research suggests, but rather indirect, with organizational learning as the prerequisite social mechanism that ties the two phenomena together. Design/methodology/approach: This paper integrates research…

This qualitative study explored how employees learn from Team Primacy Concept (TPC) based employee evaluation and how they use the feedback in performing their jobs. TPC based evaluation is a form of multirater evaluation, during which the employee's performance is discussed by one's peers in a face-to-face team setting. The study used Kolb's…

We tested the hypothesis that employees are willing to maintain their motivation when their work is relationally designed to provide opportunities for respectful contact with the beneficiaries of their efforts. In Experiment 1, a longitudinal field experiment in a fundraising organization, callers in an intervention group briefly interacted with a…

This study aims to gain insight into some of the factors that determine the transfer of training to the work context. The present research examined the relationship between three types of predictors on transfer of training, including training design, individual characteristics and work environment. Data was collected at two points in time from 182…