Improving performance in the workplace lies at the heart of the field of human performance technology (HPT). As a young field of study, HPT continues to evolve. In this evolution discrepancies in the field have surfaced. One such discrepancy is a lack of empirical evidence that theory in the diffusion of innovations is being utilized by performance technologists in managing the change inherent in performance improvement efforts.

This is a seminal study assessing the presence of Rogers' Four Main Elements in the Diffusion of Innovations as evidenced in practice by performance technologists. The study entailed a cross-case content analysis of 30 published exemplary case studies of performance improvement efforts that advocate change within the field of human performance technology.

The results of the study reflect a strong overall presence of Rogers' diffusion framework in the practice of performance technologists. Rogers' Four Main Elements are the innovation, communication channels, time, and a social system. For the innovation element, some characteristics were evident in 100% of the cases, while for communication channels 97% of the cases presented evidence of utilizing mass media channels. For the element time, 100% of the cases demonstrated that knowledge of the innovation was present while confirmation was demonstrated in 73% of the cases. The majority of cases presented evidence of the role the social system played in the diffusion of the innovation.

Overall, Rogers' work is evident in the practice of human performance technology, although as with any endeavor there is always room for improvement. Areas for future research are identified in the study and recommendations were made to further promote the use of Rogers' diffusion framework and methods.