Volume 37: Issue 2

“Step one is to let go of old narratives and find inspiration in everyday intersections, overlaps, and patterns.” (Doorley & Carter, 2024, p. 199).

Survival of a field of study (e.g., human performance technology, HPT; performance improvement, PI), depends on the field’s ability to sustain its long-term relevance. The concept of relevance relates to how information produced from a field of study can address and help resolve real-world problems. Bastow et al. (2014) explained this in the following:

“For any societal [social science] research to be successfully applied in public or organizational decisions it must be

This systematic literature review (SLR) examined the influence of ethical and reliable AI teammates on improving team performance in Human-AI teams (HAITs). The review synthesized 37 peer-reviewed papers to investigate how transparency, explainable AI (XAI), and ethics cultivate trust, an essential component for effective human-AI collaboration. Ethical AI teammates enhance team dynamics by mitigating uncertainty, guaranteeing equity, and fostering transparency in decision-making. Nonetheless, significant challenges exist in trusting AI teammates due to obstacles such as the “black box” nature of AI teammate representing the lack of transparency and trust violations. Trust restoration methods, such as explanations and trusting AI teammates with caution, are crucial for reinstating trust following breaches. The study concluded by highlighting the implications for enhancing team performance through ethical and trustworthy AI teammates, adding to the existing literature on human-AI collaboration.

In almost half a century, competency modeling has become an important movement in Human Resource and talent management. This study aims to identify the characteristics of the research published on competency/capability modeling using bibliometric analysis. To answer the research questions, 367 journal articles were analyzed. The results showed an increasing number of publications in the most recent two decades, and there is a worldwide collaboration in advancing this field while countries such as the United States and Australia are leading. Moreover, there are two competency/capability camps. One camp focuses on individual job performance, while the other focuses on organizational core competencies and capabilities. Capabilities often co-occur with the keywords related to competitive advantage and innovation. Behavioral event interviews and Delphi are among the common methods used to design competency models. Researchers and practitioners can benefit from the findings by gaining insights into the latest trends in this field.

A major setback for parent companies in creating value is managing subsidiaries, particularly in human resources management (HRM). Therefore, this paper intends to design a framework for strategic control of HRM in holdings (SCHRH) to ensure that HRM in subsidiaries is aligned with the implementation of corporate strategy. This paper’s methodology is an exploratory case study carried out in a mining holding, and analysis of the obtained data used qualitative content analysis. SCHRH framework is a managerial tool that facilitates and standardizes implementation of the corporate strategy by HRM in subsidiaries. Since managers often do not have the opportunity to deal with all the complications, this framework can draw their attention to the key and practical tips for successful strategy implementation via HRM.

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—SURVIVAL OF ISPI, HPT, PI: ARE WE STILL RELEVANT?

THE ROLE OF ETHICAL AND TRUSTWORTHY AI TEAMMATES IN ENHANCING TEAM PERFORMANCE: A SYSTEMATIC LITERATURE REVIEW

A BIBLIOMETRIC OVERVIEW OF COMPETENCY AND CAPABILITY MODELING: RESEARCH CONTRIBUTIONS AND TRENDS (2000–2024)

DEVELOPING A FRAMEWORK FOR STRATEGIC CONTROL OF HUMAN RESOURCES MANAGEMENT IN HOLDINGS

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