Behavioral Skills Training (BST) is an effective procedure for teaching new skills, like interview skills. BST typically includes instruction, modeling, rehearsal, and feedback. Multiple studies have demonstrated that BST can be used in a web-based context, but no studies, to our knowledge, have extended the literature by using BST to teach online interview skills. This study extended and replicated previous research on teaching interview skills with BST by using this procedure to teach interview skills to college students in a synchronous web-based video format. We evaluated the intervention using a multiple baseline design across targets with follow-up sessions testing for maintenance and generalization. All participant performance improved from baseline to post-training across all targeted dependent variables. Participants also rated social validity measures highly, aligning with previous research. Implications, limitations, and future directions are discussed.

The demand for teaching Organizational Behavior Management (OBM) is increasing within and outside of the field of behavior analysis. OBM coursework might contain a combination of didactic instruction and experiential learning opportunities covering assessment and intervention strategies used to evaluate and enhance performance, supervision, and address other organizational concerns. Experiential learning opportunities are crucial for building practical competence and include practicing skills in guided class activities, hands-on assignments, and supervised projects. This paper provides examples of instructional activities to facilitate and enhance experiential learning for assessment and intervention in OBM coursework. Each activity includes contextual relevance, necessary preparation, the assignment description, and integration into the broader instructional unit. Ethical, cultural, and practical considerations are also discussed.

The Bureau of Labor Statistics reported that healthcare workers sustained higher injury rates than workers in almost any other industry, adversely impacting clients, employees, and organizations both directly and indirectly. To reduce employee and client injuries in a clinical setting, high-quality measurement and assessment of safety indicators are necessary. Situated within the context of a sustainable measurement system, this chapter describes measurement and data analysis procedures that can be adopted to improve ongoing assessment and develop safety interventions. Specifically, this chapter describes measurement across data sources drawn from the broader safety literature, including incident reports, hazard measures, behavioral observations, and employee concerns, and across some sources unique to clinical settings, including restraint and seclusion measures, bodily indicators of client safety, supervision measures, and caregiver reports.

Procedural acceptability measures can be used to inform and improve the long-term viability of interventions in Organizational Behavior Management (OBM). However, little is known regarding the use of procedural acceptability assessments across studies employing OBM methodology. In the present review, we evaluated the use of procedural acceptability measures across all articles in the Journal of Organizational Behavior Management (JOBM) for the first decade (1977-1986) and the most recent decade (2010 to 2019). We coded each article for industry, organizational performance problem type, participant type and reported use of procedural acceptability measures. Formal procedural acceptability measures were reported in 20% of articles included from the first decade and 35% of articles included from the most recent decade of JOBM. The use of procedural acceptability measures appears to be on an increasing trend, but the frequency of reported use of acceptability measures differed across industries. Furthermore, most articles included limited information on how acceptability was assessed. Unique considerations for the use of procedural acceptability measures in OBM and recommendations are discussed.

The coronavirus pandemic highlighted that workplaces may serve as a hub of disease transmission if proper precautions are not enacted. The Centers for Disease Control recommends several strategies for decreasing the spread of illnesses in the workplace, including a) promoting proper hand hygiene, b) cleaning and sanitizing the work area, c) encouraging sick employees to stay home, d) personal protective equipment, and, e) social distancing. Research suggests that instructions are often not sufficient to change work behaviors, and behavioral interventions may be needed. Thus, the present paper reviews existing research that informs the implementation of behavioral strategies to reduce the spread of disease in the workplace, and makes recommendations for organizations to protect employees, clients, and customers. Intervention components such as training, prompts, the reduction of response effort, clear workplace policies, feedback, and consequences are discussed, and practical recommendations and suggestions for future research are provided.