| Abstract: | Performance is a multi-dimensional but poorly defined construct. An extensive review of performance models in other fields revealed the need for a performance model that is parsimonious, sitxiationally adaptable, embraces multiple organizational types, embraces multiple organizational measures, and fits any performance system. An integrated taxonomy of performance domains is developed which incorporates performance outcomes and performance drivers to define more clearly appropriate performance domains for human resource development and performance improvement practice. An extensive research agenda is proposed based on the new model. |
