Towards Dynamic Learner State: Orchestrating AI Agents and Workplace Performance via the Model Context Protocol
Letizia Cinganotto
Round 1
Reviewer 1 Report
Comments and Suggestions for AuthorsThe article appears to be relevant to an extent and well-written. However, the authors may incorporate the following corrections/suggestions:
Despite the increasing investment in training, training effectiveness and efficiency have been constantly reported low (Author, 2024). The authors may specify the name of the author.
The following sentence (189) should be accurately punctuated: This dimension is central to effective HRD as it enables a highly targeted and precise approach to enhancing individual and organizational performance.
While the authors claim the following (196), they may cite relevant data/supporting material alongside source citation. “Traditional competency models tend to be shallow with vaguely articulated competencies.”
In the following sentence (250), the authors may specify the author details: “According to the transfer of training literature, the transfer of acquired knowledge or skills decreases significantly as time passes by (e.g., Author,2020).”
In the sentence, “tracking application frequency highlights which skills are being utilized in day-to-day roles versus those that (263) are theoretically known but rarely applied,” the authors may provide clarity on the “theoretically known” skills for improved readability/clarity.
Confidence is fundamentally about how well individuals can utilize their knowledge and abilities (Chiu et al., 2024) (283). Is confidence also not ingrained in one’s inborn nature? The authors may throw light on this area. So, while the authors speak of abilities, they may clarify if they are referring to one’s inborn/innate abilities or acquired abilities or both.
Confidence, as the cognitive attitude of individuals, is significantly associated with their transfer performance (289) (Author, 2024). The author details may be included.
Confidence, as a part of individual’s cognitive attitude, is dynamic and changes over time in response to external factors and the situation (295) (Author, 2022). The author details are missing.
The following sentence may be accurately punctuated: In general, the personal 320 engagement defined by Kahn (1990) is a multidimensional motivational state as it reflects the simultaneous investment of physical, cognitive, and emotional energy in active work 322 performance (Rich et al., 2010; Saks et al., 2022), …
The following sentence may be accurately punctuated: It plays a critical 328 role for both individuals and organizations as it facilitates learning and competency development, …
The following sentence may be accurately punctuated: As Mascolo (2020) elaborated, it provides a 392 framework for understanding how an individual's capacity to control thinking, feeling, 393 and action evolves, mapping development through 13 distinct levels organized into four 394 broad tiers (i.e., reflexes, actions, representations, and abstractions.
The following sentence may be rephrased for clarity: This systemic perspective is critical for predictive workforce development, as it encourages considering how changes at one level (e.g., a new organizational policy in the exosystem) might impact individual learner state in the 414 microsystem, and vice-versa.
The following sentence may be accurately punctuated: Assessments will no longer be hypothetical as they are based on the actual application of skills in authentic 672 work situations (Prescott-Clements et al., 2008; Swanson et al., 1995).
The authors seem to have skipped reference nos. 46 , 65 and 97. This may be verified against the in-text citations made by the authors.
Lastly and most importantly, the authors seem to have adequately thrown light on the technological infrastructure that the firms will have to invest in in order to cause this proposed model to be functional. However, what appears to be overlooked is the challenge of adoption of this proposed model. It may be crucial to note that due to the established habits and cultural norms, the employees and organizations may be repelled to transitioning from conventional approaches to learning to this AI-driven paradigm. Hence, the authors may address this challenge of acceptance or adoption of this proposed paradigm. The authors may consider acknowledging and clarifying this in/as the limitation/s of the study.
Comments for author File: 
Comments.pdf
Author Response
Comment 1: Despite the increasing investment in training, training effectiveness and efficiency have been constantly reported low (Author, 2024). The authors may specify the name of the author. In the following sentence (250), the authors may specify the author details: “According to the transfer of training literature, the transfer of acquired knowledge or skills decreases significantly as time passes by (e.g., Author,2020).” Confidence, as the cognitive attitude of individuals, is significantly associated with their transfer performance (289) (Author, 2024). The author details may be included. Confidence, as a part of individual’s cognitive attitude, is dynamic and changes over time in response to external factors and the situation (295) (Author, 2022). The author details are missing.
Response: Per editor instruction, we will keep it as is for peer-review purpose
Comment 2: The following sentence (189) should be accurately punctuated: This dimension is central to effective HRD as it enables a highly targeted and precise approach to enhancing individual and organizational performance.
Response: Replaced sentence with: This dimension is essential for effective HRD, as it allows a targeted and precise approach to enhancing individual and organizational performance.
Comment 3: While the authors claim the following (196), they may cite relevant data/supporting material alongside source citation. “Traditional competency models tend to be shallow with vaguely articulated competencies.”
Response: To support our claim, we added reference:
Stevens, G. W. (2012). A critical review of the science and practice of competency modeling. Human Resource Development Review, 12(1), 86–107. https://doi.org/10.1177/1534484312456690
Comment 4: In the sentence, “tracking application frequency highlights which skills are being utilized in day-to-day roles versus those that (263) are theoretically known but rarely applied,” the authors may provide clarity on the “theoretically known” skills for improved readability/clarity.
Response: Replaced sentence with: Tracking application frequency highlights which skills are actively used in day-to-day roles versus those that have been formally taught or certified but are seldom applied in practical settings.
Comment 5: Confidence is fundamentally about how well individuals can utilize their knowledge and abilities (Chiu et al., 2024) (283). Is confidence also not ingrained in one’s inborn nature? The authors may throw light on this area. So, while the authors speak of abilities, they may clarify if they are referring to one’s inborn/innate abilities or acquired abilities or both.
Response: Revised passage to read:
Within the training-transfer literature, confidence is typically treated as a domain-specific form of self-efficacy. It concerns how well individuals expect to draw upon both innate aptitudes and acquired knowledge and skills in a given context (Chiu et al., 2024), an expectation that subsequently shapes their motivation, emotional reactions, cognition, and behavior (Arditi et al., 2013; Gottlieb et al., 2022).
Comment 6: The following sentence may be accurately punctuated: In general, the personal 320 engagement defined by Kahn (1990) is a multidimensional motivational state as it reflects the simultaneous investment of physical, cognitive, and emotional energy in active work 322 performance (Rich et al., 2010; Saks et al., 2022), …
Response: Revised sentence to:
Personal engagement, as defined by Kahn (1990), is a multidimensional motivational state. It represents the simultaneous investment of physical, cognitive, and emotional energy in active work performance (Rich et al., 2010; Saks et al., 2022). This definition provides a more comprehensive explanation of job performance effects compared to narrower concepts.
Comment 7: The following sentence may be accurately punctuated: It plays a critical 328 role for both individuals and organizations as it facilitates learning and competency development, …
Response: Revised sentence to;
It plays a critical role for both individuals and organizations, as it facilitates learning and competency development (Liles & Mustian, 2004; LinkedIn Learning, 2021; Mbarushimana & Kuboja, 2016), influences individuals’ organizational commitment (Basit, 2019), and directly enhances performance and outcomes at both the individual and organizational levels (Chaudhry et al., 2017; Corbeanu & Iliescu, 2023; Haruna & Marthandan, 2017; Kim, 2017; Roberts & Davenport, 2002; Saks et al., 2022; Tyas et al., 2020; Guo et al., 2017).
Comment 8: The following sentence may be accurately punctuated: As Mascolo (2020) elaborated, it provides a 392 framework for understanding how an individual's capacity to control thinking, feeling, 393 and action evolves, mapping development through 13 distinct levels organized into four 394 broad tiers (i.e., reflexes, actions, representations, and abstractions.
Response: Sentence revised to:
As Mascolo (2020) explained, it offers a framework for understanding how an individual's ability to control their thoughts, feelings, and actions develops, organized into 13 distinct levels across four broad tiers: reflexes, actions, representations, and abstractions.
Comment 9: The following sentence may be rephrased for clarity: This systemic perspective is critical for predictive workforce development, as it encourages considering how changes at one level (e.g., a new organizational policy in the exosystem) might impact individual learner state in the 414 microsystem, and vice-versa
Response: Revised sentence to: Adopting this systemic perspective is essential for predictive workforce development because it highlights how a change in one layer, such as a new organizational policy in the exosystem, can cascade down to influence an individual learner’s state in the microsystem, and how shifts at the learner level can likewise ripple upward to affect broader organizational dynamics.
Comment 10: The following sentence may be accurately punctuated: Assessments will no longer be hypothetical as they are based on the actual application of skills in authentic 672 work situations (Prescott-Clements et al., 2008; Swanson et al., 1995).
Response: Revised to: Assessments will be based on the actual application of skills in authentic work situations, rather than being hypothetical (Prescott-Clements et al., 2008; Swanson et al., 1995).
Comment 11: The authors seem to have skipped reference nos. 46 , 65 and 97. This may be verified against the in-text citations made by the authors.
Response: Thanks. These were oversights and we have corrected them.
Comment 12: Lastly and most importantly, the authors seem to have adequately thrown light on the technological infrastructure that the firms will have to invest in in order to cause this proposed model to be functional. However, what appears to be overlooked is the challenge of adoption of this proposed model. It may be crucial to note that due to the established habits and cultural norms, the employees and organizations may be repelled to transitioning from conventional approaches to learning to this AI-driven paradigm. Hence, the authors may address this challenge of acceptance or adoption of this proposed paradigm. The authors may consider acknowledging and clarifying this in/as the limitation/s of the study.
Response: Added adoption challenges section.
Reviewer 2 Report
Comments and Suggestions for AuthorsThe paper is very innovative and interesting. It may represent an added value to the literature.
The paper is interesting and relevant. It may add insights to the literature in the field.
The methodology is sound and well-structured; the bibliography is vast and updated; the results have been justified with evidence and clearly explained.
The style and register are adequate and the Academic English used is very good.
Author Response
Comment 1:
The paper is very innovative and interesting. It may represent an added value to the literature. The paper is interesting and relevant. It may add insights to the literature in the field. The methodology is sound and well-structured; the bibliography is vast and updated; the results have been justified with evidence and clearly explained. The style and register are adequate and the Academic English used is very good
Response: Thanks!
