Volume 36: Issue 4

Truth is important in science, but the pursuit of truth is subordinate to the goal of understanding (Parsons, 2014, p. 233).

The process of publishing research is guided by a set of principles that aid in developing and sustaining a high level of trust in the dissemination of research findings. One institution that provides guidelines for publishing research is the Committee on Publication Ethics (COPE; see https://publicationethics.org/about/our-organisation). COPE’s purpose statement is to “educate and advance knowledge in methods of safeguarding the integrity of the scholarly record” (COPE, July 22, 2020, p. our

Through their diverse composition and perspectives, interprofessional teams are able to deal with complex healthcare demands; however, effective collaboration remains a challenge. Feedback has been identified as a promising strategy by which to support effective team functioning through adjusting practice. To better understand the factors that optimize the impact of feedback on collaborative practice, a mixed-methods instrumental case study was conducted among an interprofessional primary healthcare team. Data were collected from 22 semi-structured interviews and participant observations of 26 team members during team meetings and individual activities. Through the lens of delivery, specificity, source, and timing, a constant comparison method was used to analyze transcripts and field notes. This study identified 33 themes influencing feedback acceptance or rejection while working toward shared goals. Also, 32 feedback characteristics emerged across these themes. The results provide insights into effective feedback strategies, thereby helping to yield the desired outcomes of successful interprofessional teamwork.

The role and competencies of the chief learning officer (CLO) have been evolving, demonstrating a need to identify them from research-based evidence. In this qualitative study based on the interviews of 12 chief learning officers, we address the different roles performed by CLOs and the essential professional competencies needed for them to perform the role of a CLO, as contextualized in organizations in the United States. We developed a Chief Learning Officer Competency Model that includes 6 competency domains, 13 roles, and 31 competencies for CLOs. The findings have implications for current CLOs and professionals aspiring to serve as CLOs. The results also have implications for education and leadership graduate and professional development programs that support learning and development and business professionals with the knowledge and skills needed to grow and function as a CLO.

This study identifies how change management practitioners promote organizational change. It expands upon current research to describe contemporary approaches that practitioners use in the field. We interviewed 20 participants from change management organizations and academic departments to identify how they used different strategies to promote organizational change. We developed 14 themes consisting of actionable strategies. The themes focus on how organizational culture affects change in terms of communicating with employees about change, promoting change through leadership, using change management strategies contextually, measuring change through milestones, and implementing informal assessments. The results of this study suggest that (a) there are common strategies that practitioners often use, (b) practitioners use different strategies based on the context of the change, and (c) change managers use informal assessments to determine whether a change transitioned into organizational culture.

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

COPE GUIDELINES: AUTHORSHIP

A MIXED-METHODS STUDY ON THE ROLE OF FEEDBACK IN AN INTERPROFESSIONAL HEALTHCARE TEAM

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

HOW PRACTITIONERS PROMOTE ORGANIZATIONAL CHANGE: CONTEMPORARY APPROACHES TO CHANGE MANAGEMENT

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