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Author: Kristin M. Delgado Publisher: ISBN: Category : Feedback (Psychology) Languages : en Pages : 122
Book Description
The purpose of the present study was to examine the effects of feedback types (i.e., outcome, process, and task feedback), feedback propensities, and their interactions on task performance in an attempt to determine, first, which types of feedback produced better task performance and, second, how feedback propensities influenced relationships between feedback type and performance. Process feedback and task feedback were expected to interact in their effects on task performance. In addition, I predicted that external feedback propensity would moderate the effects of process feedback on performance and initial task performance would moderate the effects of internal feedback propensity on task performance. However, none of the hypotheses were directly supported. Overall, the current study demonstrated support for the proposition that feedback does not consistently improve performance. Instead, findings showed that feedback has highly variable effects on performance. Task feedback improved performance, process feedback did not affect performance, and outcome feedback seemed to debilitate performance over time.
Author: Kristin M. Delgado Publisher: ISBN: Category : Feedback (Psychology) Languages : en Pages : 122
Book Description
The purpose of the present study was to examine the effects of feedback types (i.e., outcome, process, and task feedback), feedback propensities, and their interactions on task performance in an attempt to determine, first, which types of feedback produced better task performance and, second, how feedback propensities influenced relationships between feedback type and performance. Process feedback and task feedback were expected to interact in their effects on task performance. In addition, I predicted that external feedback propensity would moderate the effects of process feedback on performance and initial task performance would moderate the effects of internal feedback propensity on task performance. However, none of the hypotheses were directly supported. Overall, the current study demonstrated support for the proposition that feedback does not consistently improve performance. Instead, findings showed that feedback has highly variable effects on performance. Task feedback improved performance, process feedback did not affect performance, and outcome feedback seemed to debilitate performance over time.
Author: Avraham N. Kluger Publisher: ISBN: Category : Feedback (Psychology) Languages : en Pages : 26
Book Description
Providing personnel with feedback is like gambling in the stock exchange: on average, you gain, yet the variance is such that you have a 40% chance of a (performance) loss following feedback (Kluger AND DeNisi, 1996). The obvious question is then when feedback leads to gain. A hunch is that the sign (positive or negative) of feedback matters. Yet, the vast literature has no clear specifications regarding when and how feedback sign influences motivation (e.g. Kluger AND DeNisi, 1996). This research, following Van-Dijk and Kluger (2004), suggests that feedback sign effects can be explained by self-regulation theory (Higgins, 1997, 1998) which distinguishes between two regulatory foci: prevention versus promotion. They proposed that positive (negative) feedback motivates more under promotion (prevention) focus. Here, we suggest that the nature of the task determines regulatory focus. Prevention-inducing tasks are tasks that require vigilance and cautiousness (e.g. guarding duty, a safety task), while promotion-inducing tasks are tasks that require openness and creativeness (e.g. planning a battle's strategy, developing a new training program). Consistent with our prediction, the results of two experiments showed that negative feedback is most effective for prevention tasks, which positive feedback is most effective for promotion tasks.
Author: D. R. Ilgen Publisher: ISBN: Category : Languages : en Pages : 47
Book Description
Three studies were conducted to investigate the effects of goal setting and feedback on quality and quantity performance dimensions of a task. The purpose of the research was to: (1) demonstrate the interactive effect of goals and feedback on performance, (2) investigate the effects of different types of feedback on motivation and learning in the presence of goals, and (3) explore the effects on motivation, learning and performance variables on allowing individuals the freedom to choose to receive feedback. In all three experiments, subjects used a microcomputer to respond to a proofreading task. The results indicated that goal setting and feedback do interact to affect performance and that the cognitive processes involved in the interaction are more likely to be strategy-oriented rather than motivational. (Author).
Author: Publisher: ISBN: Category : Languages : en Pages : 0
Book Description
This research project had as its goal the development, validation, and field testing of new measures of individual differences that assess people's propensities to seek, generate, or interpret performance feedback information in a particular way. Specifically, based on preliminary work, it was thought that internal and external propensities exist that make individuals more or less likely to prefer, rely on, seek, or attend to primarily internally or externally generated performance cues. These propensities, if identified and measured, would be related to skill acquisition, performance improvement, self regulatory processes, performance maintenance, as well as a variety of affective and cognitive responses to performance settings based on the interaction of the performer's feedback predispositions and the characteristics of the feedback available. In summary, this study proposed to help one better understand the role of dispositions in explaining how different individuals go about shaping their feedback environment, processing feedback information, and responding to such information. The driving belief behind this line of research has been that individuals differ in ways that are specific to their orientation toward performance feedback situations, and that such differences, if identified and appropriately measured, would be valuable in better understanding the links between feedback and performance as well as other outcomes of interest.
Author: Daniel Jacob Watola Publisher: ISBN: Category : Achievement motivation Languages : en Pages : 284
Book Description
This paper is concerned with the definition and application of position, velocity, and acceleration performance information as feedback. Specifically, it examines individuals' affective, behavioral, and cognitive reactions to feedback frames over time and across two contrasting performance profiles. Repeated measures MANCOVA supported a performance profile x time interaction for state positive affect, task self-efficacy, satisfaction with performance, and goal commitment. Simple effects analyses indicated that participants' indicators of task motivation increased over time in the accelerating performance profile, but decreased over time in the decelerating performance profile. A three-way interaction between feedback frame, performance profile, and time was not supported as hypothesized.
Author: Kristin M. Delgado
Author: Kristin M. Delgado
Author: Avraham N. Kluger
Author: D. R. Ilgen
Author: Jodi Susanne Goodman
Author: 
Author: Rebecca J. Toney
Author: Daniel Jacob Watola
Author: Yang Shao (Ph. D.)
Author: Emily Marie Jackson
Author: Heather W. Dobbins