A rare HR article, albeit one relating to a rather exotic setting, by Fort and Voltero, published in Human Resources for Health 2004, 2:8.
Over the last five years, international development organizations have begun to modify and adapt the conventional Performance Improvement Model for use in low-resource settings. This model outlines the five key factors believed to influence performance outcomes: job expectations, performance feedback, environment and tools, motivation and incentives, and knowledge and skills. Each of these factors should be supplied by the organization in which the provider works, and thus, organizational support is considered as an overarching element for analysis. Little research, domestically or internationally, has been conducted on the actual effects of each of the factors on performance outcomes and most PI practitioners assume that all the factors are needed in order for performance to improve. This study presents a unique exploration of how the factors, individually as well as in combination, affected the performance of primary reproductive health providers (nurse-midwives) in two regions of Armenia.