ABSTRACT Phishing describes electronic attacks that pose a significant risk of exposing sensitive information. Phishing attacks can target individuals for their private information as well as employees to obtain confidential information from organizations. In this study, a simulated phishing attack campaign was implemented across three departments in a nonprofit human services organization. Results indicated that, after brief training and targeted feedback, clicking on simulated phishing attacks appeared to decrease and repeated clicks by staff members ceased to occur.

ABSTRACT While observation and feedback are commonly used to promote correct staff performance, reactivity remains an important consideration. Reactivity refers to changes in behavior when staff are aware they are being observed, often resulting in higher implementation fidelity when a supervisor is present and lower performance when supervisors are absent. This paper examines research on reactivity in staff management, highlighting how observation and feedback influence staff performance in human-service environments. Interventions to maintain performance in the absence of a supervisor have included self-monitoring, inconspicuous observation with feedback, or combinations of both. Inconspicuous observation with feedback has generally promoted correct performance under supervisor-absent conditions, whereas self-monitoring has shown mixed results. The findings emphasize the importance of designing staff management strategies that ensure both treatment fidelity and feasibility, particularly in contexts where direct supervision is limited or intermittent. Applied implications and future research directions are also discussed.

ABSTRACT This discussion article applies the behavioral cusp framework to the analysis of generative AI (GenAI) adoption in organizations. Rather than treating GenAI as an organizational change agent per se, the paper argues that cusp-like effects occur at the level of individual employee repertoires, when interactions with GenAI introduces access to novel contingencies, problem-solving contexts, and forms of feedback previously unavailable. When such repertoire changes become sufficiently widespread and coordinated, they may reorganize interlocking behavioral contingencies and contribute to shifts in organizational metacontingencies. The article distinguishes cusp-level change from incremental efficiency gains, proposes analytic criteria and boundary conditions for identifying cusp-like effects, and considers implications for supervision, role expansion, and managerial decision making. Risks associated with GenAI adoption are examined from an organizational behavior management perspective, emphasizing the benefits of treating GenAI implementation as contingency engineering rather than technology deployment, with measurement focused on repertoire change and systemic impact.

ABSTRACT Behavior skills training (BST) includes evidence-based strategies for teaching new skills, but a commonly cited drawback is its laborious nature. Alternatively, teach-back, a training technique that originated in the medical field, requires clinicians to teach and subsequently verify patients’ understanding of their care. Previous research showed teach-back was also effective for teaching college students to conduct preference assessments and to implement a token economy intervention with fidelity over relatively few implementation sessions. The current investigation replicated and extended the findings of Sleiman and colleagues using teach-back to train behavior therapists at an autism clinic to implement naturalistic environment training (NET). Procedural integrity increased over relatively few implementation sessions, and all participants met mastery level proficiency following brief, targeted vocal-verbal feedback and modeling provided by the teach-back strategy. The implications of these findings on teach-back are discussed for application to other training needs for behavior analysis service providers.

ABSTRACT Musculoskeletal disorders (MSDs) are injuries that can result from or are worsened by performing work-related tasks. Approximately 1.7 billion people suffer from MSDs globally. Thus, strategies are needed to improve postural behaviors. The purpose of this study was to evaluate the effectiveness of video feedback using an AI-powered application to improve participants’ low-risk neck positioning while completing an analog work task. Ten undergraduate students completed the analog work task in a simulated office environment. The researchers provided video feedback in a multiple baseline design across participants and the results showed that low-risk neck positioning increased when video feedback was provided. Additionally, the researchers conducted two validation tests comparing the ergonomic measurements produced by the AI-powered app to measurements produced by a gold-standard sensor-based ergonomic measurement system. The results of the validation tests provide preliminary support for the accuracy and reliability of the AI-powered app’s ergonomic measurements.

ABSTRACT As a follow-up to a prior article that examined articles published in the Journal of Organizational Behavior Management from 1982 through 2012 to assess the use of Michael’s motivating operations (MO) concept in organizational behavior management research, we evaluated articles published therein from 2013 through 2022 that contained the term “motivating operation” or a related term. Forty articles used a relevant term. The terms were used in attempts to categorize and explain diverse behavioral effects of many kinds of variables. Many articles construed verbal stimuli, such as rules and goals, as MOs. Michael did not consider verbal stimuli in his seminal work on MOs, and we, like other authors, suggest broadening the concept to include such stimuli.

ABSTRACT As interest in the field of Organizational Behavior Management (OBM) grows, particularly from within the larger field of Applied Behavior Analysis (ABA), so do requests for OBM education and training. There are currently, however, very few OBM-focused graduate programs providing those learning opportunities to interested parties. Therefore, the current paper provides suggestions for the creation and expansion of OBM course offerings at the graduate level to meet the needs of a growing learner market.

ABSTRACT Mass shootings have become increasingly prevalent in schools and healthcare settings. Unfortunately, little information is available on training for active shooter scenarios in which a staff member is also responsible for a client. This deficit is concerning, given that previous research has found that 75% of individuals freeze during emergencies. Behavioral skills training has been shown to be an effective way to teach a variety of safety-related skills. This study used a concurrent multiple-baseline-across-participants design to evaluate the effects of behavioral skills training on active shooter scenario safety-related skills of three Registered Behavior Technicians®. The experimenters trained the participants on how to respond under various conditions and when they should run, hide, or fight. All three participants mastered the safety-related behaviors in the three conditions (run, hide, fight), demonstrated generalization to more realistic antecedent stimuli, and maintained the skills over time.

ABSTRACT Training is valuable and a powerful tool in performance improvement. When done correctly and at the right time, training can change individuals’ behavior on the job as well as significantly impact critical business outcomes . Unfortunately, training is often over prescribed as a solution which can lead to insufficient performance change and loss of valuable resources including time and money . Using the ADDIE framework (Beckschi & Doty, 2000), we review training processes from start to finish; from receiving the training request to implementation and evaluation. We summarize various approaches, provide important distinctions, and present a comprehensive pathway to changing performance through effective training.

ABSTRACT Regulatory compliance guidelines within human service settings are designed to ensure health and safety of those served via a set of minimum standards of care. Due to the complexity of overseeing compliance, many supervisors report the task to be burdensome. The purpose of this study was to evaluate how performance management strategies can be embedded into current organizational systems to increase regulatory compliance related to the timely submission of medication administration documentation. During the study, each participant was asked to complete a short checklist based on their medication administration caseload, and attend a bi-weekly check-in meeting at which feedback was provided by their supervisor. Results of the study showed that the use of the checklist and feedback system was effective in increasing compliance among all participants. The results extend current literature related to the effectiveness of using in-house supervisors to implement performance management strategies.