Volume 36: Issue 3

“An empirical judgment consists in our awareness that an empirical intuition we are having matches a certain concept.” Immanuel Kant

Several “Performance Improvement Quarterly” (PIQ) submissions have been rejected because of how survey instruments were developed, analyzed, or validated. In this Editorial, I hope to provide a quick guide for what is and is not accepted with survey instruments. This guide will focus on the central issues we have experienced with submissions to PIQ. However, these guidelines will not be a complete guide for conducting research using surveys or validating instruments.

No Theoretical Foundation Provided

One of the

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.

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.

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.

PORTRAITS OF INDIVIDUAL PERFORMANCE AT WORK: A REVIEW OF THE HIGH LITERATURE

Yuri de Souza Odaguiri Enes,

Juliana Costa Mota,

Mariana Borges Nunes Vieira,

Thaís Ferreira Lopes,

Renata Avancini Tonini, and

Francisco Antonio Coelho Junior

EDITOR'S NOTES—ANALYZING INSTRUMENTS: THE NEED FOR FACTOR ANALYSIS

No Theoretical Foundation Provided

EMPLOYEES’ PERFORMANCE, WORK ORGANIZATION CONDITIONS AND HUMAN RESOURCE MANAGEMENT PRACTICES IN THE ERA OF CRISIS: THE ROLE OF EMOTIONAL EXHAUSTION AND ORGANIZATIONAL COMMUNICATION

MENTAL READINESS IN EMERGENCY RESPONSE TASKS

EXAMINING STRUCTURE RELATIONSHIPS AMONG PROCEDURAL JUSTICE, PERCEIVED ORGANIZATIONAL SUPPORT, EMPLOYEE ENGAGEMENT, AND TURNOVER INTENTION IN LAO PUBLIC ORGANIZATIONS

PORTRAITS OF INDIVIDUAL PERFORMANCE AT WORK: A REVIEW OF THE HIGH LITERATURE

ARTIFICIAL INTELLIGENCE IN ORGANIZATION DEVELOPMENT: A SCOPING REVIEW

FEATURES OF INSTRUCTOR SALARY AND WELFARE: HOW DO PSYCHOLOGICAL OWNERSHIP AND ORGANIZATIONAL JUSTICE SHAPE INSTRUCTORS’ WILLINGNESS TO LEAVE CHINA’S PRIVATE UNIVERSITIES?

EDITOR’S NOTES—SURVIVAL OF ISPI, HPT, PI: ARE WE STILL RELEVANT?

PERFORMANCE MANAGEMENT AMID A GLOBAL CRISIS: THE INFLUENCE OF LEADER BEHAVIOR AND ITS OUTCOMES

CHIEF LEARNING OFFICERS: PERSPECTIVES ON COMPETENCIES, ROLES, AND TASKS

A QUASIEXPERIMENTAL EVALUATION OF A CLINICAL RESEARCH TRAINING PROGRAM

MENTAL READINESS IN EMERGENCY RESPONSE TASKS

FEATURES OF INSTRUCTOR SALARY AND WELFARE: HOW DO PSYCHOLOGICAL OWNERSHIP AND ORGANIZATIONAL JUSTICE SHAPE INSTRUCTORS’ WILLINGNESS TO LEAVE CHINA’S PRIVATE UNIVERSITIES?

PRE-SERVICE TEACHERS' PERCEPTIONS OF POVERTY: A PHENOMENOLOGICAL APPROACH