PIQ28-1The We hope you are enjoying electronic access to the Performance Improvement Quarterly (PIQ) edited by Ingrid Guerra-López, PhD. PIQ is only available online through ISPI. Each issue is packed full of knowledge and skill building articles focusing on performance improvement and the advancement of Human Performance Technology (HPT). Take a look below and see the titles, authors, and abstracts of both issues.

We hope you find valuable information to enhance your knowledge and skills in the performance improvement arena. Members can download the full cover-to-cover issue of PIQ on Collaborate with your ISPI login.

Editor’s Notes: Going Back to Basics? Core Cognitive Processes for Performance Improvement
Ingrid Guerra-López, PhD

Learning During the Integration Phase of Mergers and Acquisitions: Perspectives From Learning and Development Professionals
Consuelo L. Waight, PhD

Learning stands as most promising for future mergers and acquisitions (M&A) research as well as for providing insights to M&A practice (Evans & Pucik, 2005; Marks & Mirvis, 2011). The purpose of this study was to describe the learning that occurred during the integration phase as perceived by learning and development (L&D) professionals. To strengthen the link among L&D professionals and learning, this study used the organizational learning frameworks posited by Huber (1991) and Crossan, Lane, and White (1999). The findings revealed that four major learning events occurred during the integration. These events encompassed learning about the change, learning how to manage the change, learning for work, and learning from experiences. Although the events are presented in a linear fashion, their occurrences were nonlinear. The results indicated that the work of L&D professionals is instrumental to organizational learning.

What Makes an Organization a Great Place to Work in South Korea?
Sunyoung Park, PhD, Ji Hoon Song, PhD, Junhee Kim, and Doo Hun Lim PhD

The purpose of this study is to identify diverse factors that positively and negatively affect a workplace and to suggest a model for great places to work in South Korean organizational contexts. The research questions guiding the study are (a) What are the most desirable characteristics of a great place to work? and (b) What are the most undesirable characteristics of a bad place to work? An online survey and mobile application with two questions asking about the components of the most desirable and undesirable characteristics of workplaces were distributed to 1,500 randomly selected job seekers and currently employed persons in various organizations in South Korea. Out of the 1,500 surveys sent, 786 people responded (a response rate of 53%). Based on the survey data, the study identified various factors that positively and negatively affect people’s perceptions of a great or bad place to work, including employee welfare, pay, working hours, work environments, and interpersonal relationships. From an in-depth analysis, the study proposes a model for great places to work in South Korea. Discussions and implications for practice and future research are included.

Technical Training Evaluation Revisited: An Exploratory, Mixed-Methods Study
Rachele C. Williams and Fredrick Muyia Nafukho, PhD

The purpose of this research was to explore some of the most prevalent methods for conducting Levels 4 and 5 of technical training evaluation among large organizations with a preponderance of technical talent. The researchers collected data through a survey and conducted interviews with select study participants. The sample size for the study (n = 26) comprised predominantly large, global organizations in technical industries. While a larger percentage of organizations have been found than in previous research to conduct Level 4 evaluations, few conduct Level 5 evaluations for their technical training, and most of the participant organizations struggle with advanced analytical techniques for technical training evaluation. The article summarizes some of the most prevalent training evaluation models reported in the literature since 2000, and provides useful examples from study participants of how they evaluated their technical training at Levels 3 and 4, along with their advice to fellow technical training and performance improvement professionals. Although the study was exploratory in nature and utilized a small sample size, the study is only the second study since 2000 to specifically explore the evaluation practices of large organizations with a focus on technical training as opposed to general training.

Triangulating Perspectives: A Needs Assessment to Develop an Outreach Program for Vulnerable and Underserved Populations
Jill E. Stefaniak, PhD, Misa Mi, PhD, and Nelia Afonso, MD

This article describes the tiered process used to conduct a needs assessment and the implications of the methods employed had on the design and development of interventions for a community audience. A needs assessment was conducted to identify health needs for an underserved, vulnerable population. This report emphasizes the findings addressing the need for preventative educational materials and programming. Ethnographic characteristics were used to gather information from multiple sample sources in order to triangulate data from three different perspectives: (1) the client, (2) providers and support staff, and (3) educators in the community.

The outcomes of this project will serve as input for designing and implementing innovative educational outreach programs for the vulnerable and underserved populations and for community-based physicians and medical students who serve the community.

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