The banquet staff at a north Texas hotel were responsible for setting up 11 different functions (e.g., buffet dinners) for conferences and meetings. The functions were often set up late and items were often omitted. An analysis suggested that performance problems were the result of weak antecedents, inefficient work procedures, inadequate training and a lack of motivating consequences. An intervention consisting of task checklists, feedback, goal setting, monetary bonuses, training and job aids was designed to enhance the accuracy and timeliness of function setups. Performance increased from an average of 68.8% on the quality measure (accuracy plus timeliness) in baseline, to 99.7% during the intervention phase. Performance decreased to 82.3% during a follow-up phase in which parts of the intervention were discontinued by hotel management. Performance increased to 99.3% with the reintroduction of the intervention phase.

Thesis (Ph.D.)--University of Wollongong, 2002. / Typescript. Includes bibliographical references: leaf 224-231.

Thesis (Ph.D.)--Syracuse University, 2007. / "Publication number: AAT 3295523."

No description available.

Three interventions using public posting and review of client data in order to increase the effectiveness of staff implementation of functional communication training (FCT) within a school setting were compared. These interventions included: public review and posting of client data, public review and posting of client data paired with a coded shape for each staff member, and public review and posting of client data paired with a coded shape for each staff member with added reinforcement incentives. There were three student participants and three staff participants. For two student participants, FCT increased from baseline through intervention phases and staff were more likely to implement functional communication training during the final phase where reinforcement was added for the staff. Added reinforcement increased staff implementation of FCT paired with public review and posting of client data. For the third participant, results varied, but staff implemented the most during the public review and posting phases compared to baseline and reached a mean of 10 responses per session. There was also a negative correlation between functional communication responses (FCR) and challenging behaviors for two participants. This supports previous research and demonstrates the value of functional communication training as a behavior intervention tactic. / Applied Behavioral Analysis

In this dissertation, I investigated job satisfaction from a dynamic perspective. Specifically, I integrated the momentum model of job satisfaction with the affective shift model and crossover theory in an effort to move beyond traditional, static conceptions of job satisfaction and other constructs. Recent research and theoretical development has focused on the meaning of job satisfaction change for workers and how such change impacts their decisions to leave an organization. To extend this line of inquiry, I posited hypotheses pertaining to: (a) job satisfaction change with respect to positive work behavior (i.e., organizational citizenship behavior, family-supportive supervisor behavior); (b) the potential moderating effect of changes in negative work events (i.e., job demands, interpersonal conflict) on the relation between job satisfaction change and turnover intentions change and positive work behavior; and (c) the crossover of job satisfaction change from managers to employees and the potential underlying behavioral mechanisms. An archival dataset collected by the Work, Family & Health Network was used to investigate the aforementioned phenomena. Data were collected at two time points with a six-month interval via face-to-face computer-assisted personal interviews from individuals working at 30 facilities from a U.S. extended-healthcare organization. In total, data from 184 managers and 1,524 of their employees were used to test hypotheses. Data were analyzed using multilevel structural equation modeling. In an extension of the momentum model, I found that managers’ job satisfaction change positively related to changes in employee reports of their FSSB; in addition, I replicated prior findings in which job satisfaction change negatively related to turnover intentions change. Furthermore, based on my integration of the momentum model and the affective shift model, I tested the proposition that changes in negative work events (i.e., job demands, interpersonal conflict) would moderate the relationship between changes in job satisfaction and focal outcomes. For certain operationalizations of negative work events, hypothesis testing revealed significant interactions with respect to changes in all three outcomes: turnover intentions, OCB, and FSSB. The form of the interactions, however, deviated from my predictions for models including changes in turnover intentions and OCB, although my predictions were supported for models including changes in FSSB. In my integration of the momentum model and crossover theory, the associated hypotheses were met with very limited support. Specifically, the relationship between managers' job satisfaction change and employees' job satisfaction change approached significance, but the relationship between managers' level of job satisfaction and their employees' subsequent level of job satisfaction did not receive support. Similarly, the proposed mediational mechanisms (i.e., managers' OCB and FSSB) of these crossover relations went unsupported. In sum, while my contributions to the momentum model and the affective shift model were notable, my proposed integration of the momentum model and crossover theory was met with limited support. Overall, findings from this dissertation yield important implications for both theory and practice, as they may draw more attention to changes in job satisfaction, as well as the potentially beneficial role of changes in perceived negative work events.

No description available.

The Medicaid Home and Community Based Services Waiver (HCBS) funds services for people with developmental disabilities in community based group homes. The purpose of the Medicaid HCBS Waiver is to: (1) support alternatives to institutions, (2) promote independence, (3) maximize functioning, and (4) support community integration. Direct care staff members have primary, day to day contact with people with developmental disabilities living in group home settings. Residential agencies for people with developmental disabilities have the responsibility to train direct care staff in the use of effective teaching strategies in order to realize the purpose of the Medicaid HCBS waiver. Direct care staff's knowledge of effective teaching strategies will afford people with mental retardation an opportunity for greater independence and help them achieve their maximum potential within the community. This study set out to evaluate what factors were related to direct care staff members' knowledge of effective teaching strategies. The factors investigated include agencies use of evidence based staff training practices, feedback as a performance management strategy, and Certified Behavior Analysts involvement with the training and support of direct care staff. A random sample of 294 direct care staff members who work in 55 different group homes throughout the State of Florida participated in the study. Direct care staff members' average score on the knowledge of effective teaching strategies quiz was 23.31 out of 50 questions. The maximum score achieved was 43. These findings indicated that the direct care staff members generally did not demonstrate knowledge of effective teaching strategies. The findings of this investigation demonstrated a statistically significant positive relationship between direct care staff members who received empirically derived staff training and knowledge of effective teaching strategies. Additionally, the investigation found a statistically significant positive relationship between the behavior analyst involvement and direct care staff members' knowledge about how to teach. The investigation failed to identify a statistically significant relationship between performance feedback and knowledge about how to teach. This research is important to policy formulation as it relates to the efficient and effective delivery of supports for people with developmental disabilities.

Made available in DSpace on 2016-04-29T13:17:47Z (GMT). No. of bitstreams: 1 Gabriel Goncalves Careli.pdf: 1700019 bytes, checksum: bc15e1876bc170ca0200f851e822389c (MD5) Previous issue date: 2013-05-02 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / The purpose of this research was to show, based on an article review if the interventions published on the JOBM had been effective. All the intervention articles published on the JOBM between 1977 and 2011 were reviewed and analyzed according to criteria of consistency and change magnitude. Consistency shows us if the change that accompanied the interventions happened systematically. Magnitude indicates the amount of change that accompanied each intervention. 118 articles were identified as having consistent interventions among the 154 included in the research from the 192 initial selection. Furthermore it was identified that in 78 articles the intervention was accompanied by growth (progression) on the variables and these obtained results between 1.29% and 7133.33% with great concentration of results between 100% and 1000% of growth. Also it was found that in 43 of the articles where decay (regression) in the variables has accompanied the intervention theses varied between 2.70% and 100% with no apparent concentration. The results indicate that most part of the published interventions were accompanied by consistent results with relevant magnitude / O propósito deste trabalho foi o de indicar, a partir de uma revisão de literatura se as intervenções publicadas no JOBM seriam efetivas. Todos os artigos de intervenção publicados no JOBM entre 1977 e 2011 foram revisados e analisados de acordo com critérios de consistência e magnitude de mudança. A consistência nos mostra se as mudanças que acompanharam as intervenções variaram sistematicamente. A magnitude nos informa qual foi a quantidade de mudança que acompanhou cada intervenção. Foram identificados 118 artigos com intervenções consistentes dentre os 154 incluídos na pesquisa a partir dos 192 iniciais. Além disto, foram observados nos resultados de 78 artigos de intervenção aumento (progressão) nas variáveis que variaram entre 1,29% e 7133,33% com grande concentração dos resultados entre 100% e 1000% de aumento. Também foram encontrados resultados em 43 artigos onde houve diminuição (regressão) nas variáveis estas variaram entre 2,70% e 100% sem concentração aparente. Os resultados indicam que a maior parte das intervenções foi acompanhada por resultados consistentes e com magnitude relevante

Made available in DSpace on 2016-04-29T13:17:53Z (GMT). No. of bitstreams: 1 Fernando Pomarico Barbosa Souza.pdf: 762477 bytes, checksum: ad6158b9a0d2b2b2e2c9b5b9a4e030d3 (MD5) Previous issue date: 2014-04-23 / The aim of this study was to review the publications of the third decade of the Journal of Behavior Management (JOBM). We intended to replicate the study for the same purpose and compare the results obtained with those of the replicated study. Our interest was in analyzing whether the results of review of the third decade would be consistent, while keeping in mind the criteria proposed for applied research in behavioral analysis. One publication was selected for each year reviewed of the periodical, which consisted of 14 articles of applied research, encompassing the period from 1999 to 2012. The method used was based on criteria/dimensions for applied experimental research in behavioral analysis which were transformed into questions that served to guide the search in the reports of research. Seven criteria/dimensions were evaluated: Applied, Behavioral, Analytic, Technological, Conceptual, Effective and General. The results obtained indicated that the JOBM presented three purposes in its research studies, productivity, customer service and work safety, with productivity being the most evident. Most of the studies sought interventions that would achieve rapid results in meeting the needs of organizations and applications in the natural environment. Results indicated that trained observers were the most common source of data. A little more than half the studies were concerned with the reliability of the dependent variable 57%, and unsatisfactory numbers were found to verify the independent variable. In relation to the experimental designs used, only 50% of the studies used the intrasubject design. A large majority of the studies reported training for those responsible for introduction of the independent variable. The researchers reported the procedures in detail, but replication of the studies requires a greater description of the organizational configuration where the studies are conducted. The inclusion of cost-benefit measures and social validity should be found in a greater number of studies, as well as measures of generality. These results indicate that no dimension was fully served. The applied, behavioral, analytical, technological, conceptual and effective dimensions partially met the criteria for each dimension. Comparison with the review of the third decade of which the present study is a replication, indicated that not all the criteria could be compared. Discrepancies in the Applied and Analytic dimensions were found the reported aims were found in different percentages, and the same is true for the experimental designs that were identified in the publicationsnizational Psychology. / Objetivou-se neste trabalho revisar as publicações da terceira década do Journal of Organizational Behavior Management (JOBM). Pretendeu-se fazer uma replicação de pesquisa com o mesmo propósito e comparar os resultados obtidos com os do estudo replicado. O interesse estava em analisar se houve consistência com os resultados da revisão da terceira década, sem perder de vista os critérios propostos para pesquisas aplicadas em análise do comportamento Foi selecionada uma publicação por ano revisado do periódico, o que correspondeu a 14 artigos de pesquisa aplicada, compreendendo o período de 1999 a 2012. A metodologia empregada foi baseada em critérios/dimensões para pesquisas experimentais aplicadas em análise do comportamento os quais foram transformados em perguntas que serviram para direcionar a busca nos relatos de pesquisa. Sete foram os critérios/dimensões avaliados: Aplicada, Comportamental, Analítica, Tecnológica, Conceitual, Eficaz e Generalidade. Os resultados obtidos apontaram que o JOBM apresentou três finalidades das suas pesquisas: produtividade, atendimento ao cliente e segurança no trabalho, sendo produtividade a mais encontrada. As pesquisas em sua maioria buscaram intervenções que alcançassem resultados rápidos em direção às necessidades das organizações e aplicações no ambiente natural. Os resultados apontaram que observadores treinados foram a fonte de dados mais comum. Um pouco mais da metade das pesquisas preocupou-se com a confiabilidade da variável dependente (57%), e números insatisfatórios foram encontrados para a verificação da variável independente. Em relação aos delineamentos usados, apenas 50% das pesquisas experimentais usaram o delineamento intra-sujeito. A grande maioria das pesquisas relataram treinamentos para os responsáveis pela introdução da variável independente. Os pesquisadores relataram os procedimentos com detalhes, mas a replicação das pesquisas exige uma descrição maior da configuração organizacional onde são conduzidos os estudos. A inclusão de medidas de custo-benefício e validade social deveria ser encontrada em um número maior de pesquisas, bem como, medidas de generalidade. Esses resultados indicam que nenhuma dimensão foi atendida por completo. As dimensões aplicada, comportamental, analítica, tecnológica, conceitual e eficaz atenderam parcialmente os critérios para cada dimensão. A comparação com a revisão da terceira década apontou discrepâncias nas dimensões Aplicada e Analítica. Os objetivos relatados foram encontrados em porcentagens diferentes, o mesmo vale para os delineamentos que foram utilizados. Nem todos os critérios foram possíveis de serem comparados