Does Feedback Improve the Accuracy of Recurrent Judgmental Forecasts?

Feedback has been shown to be a useful tool for improving decision making (Balzeret al.,1992) and might also be a useful tool for improving the accuracy of recurrent judgmental forecasts. The objective of this study was to examine the impact of feedback on accuracy when forecasting time series with structural instabilities. We found that task information feedback (prompting on the underlying structure of the time series) gave significantly better forecasting performance than performance outcome feedback (prompting with graphical indicators of forecasting accuracy or prompting words expressing levels of forecasting accuracy). We also found that adding cognitive information feedback (prompting on desirable forecasting behaviors) to task information feedback did not significantly improve forecasting performance. Task information and task information feedback with added cognitive information feedback, but not performance outcome feedback, were superior to the baseline of providing simple outcome feedback (following each forecast with the actual value of the time series).     

信息反馈不一致导致习得无助机制的实验研究

研究以90名大学生为被试,探讨认知活动中,信息反馈不一致性和操作成绩评价反馈导致大学生无助现象的机制。结果表明:认知活动中,信息反馈不一致,损害了被试的认知和情绪,对动机的损害没有达到显著性水平;实验中是否给予被试操作成绩评价,对被试的动机、认知和情绪影响不显著。说明在认知活动中,信息反馈不一致,是导致习得无助的关键因素,是否对被试的操作成绩给予评价反馈,不会导致习得无助,验证了习得无助的信息加工理论模型。实验也表明,信息反馈不一致不会形成被试反应性的抑郁。     

Task performance and electromyopotential as functions of task difficulty and EMG feedback

The dearth of empirical research in the application of biofeedback is discussed. Exp. 1 assessed relationships among biofeedback EMG training, EMG levels, cognitive task performance, and task difficulty. 72 subjects (male or female college students) were administered 1 trial on an iconic memory task with either EMG audio feedback, sham EMG audio feedback, or no feedback. Three levels of task difficulty were used. One 20-min. training session significantly lowered EMG responses, and task performance was inversely related to task difficulty. No relationship between EMG level and task performance was observed. Exp. 2 investigated the effect of increased EMG responses on cognitive task performance for one level of difficulty. One biofeedback training session did not significantly increase frontalis EMG, and there was no relationship between increased EMG and task performance.     

The effect of cognitive testing and feedback on older adults’ subjective age

Subjective age, or how old a person feels, is an important measure of self-perception that is associated with consequential cognitive and health outcomes. Recent research suggests that subjective age is affected by certain situations, including cognitive testing contexts. The current study examined whether cognitive testing and positive performance feedback affect subjective age and subsequent cognitive performance. Older adults took a series of neuropsychological and cognitive tests and subjective age was measured at various time points. Participants also either received positive or no feedback on an initial cognitive task, an analogies task. Results showed that participants felt older over the course of the testing session, particularly after taking a working memory test, relative to baseline. Positive feedback did not significantly mitigate this subjective aging effect. Results suggest that subjective age is malleable and that it can be affected by standard cognitive and neuropsychological test conditions.     

Processes That Mediate the Relationship Between a Group Goal and Group Member Performance

The impact of a group goal on the performance of anonymous and nonin- teracting group members performing an additive group task was tested. Pro- cesses believed to mediate the effect, the role of self-set individual goals, the impact of information about the group's previous performance on the task (group knowledge of results; GRPKR) on goal commitment, and the motiva- tional basis of the goal were also assessed. Seventeen groups of three to five people performed two trials of an idea generation task. In the GOAL/GRPKR condition, group members were assigned a group goal for Session 2 and received information about the group's performance for Session 1. In the goal without knowledge of results (GOAL/NOKR) condition, group mem- bers were assigned a group goal for Session 2 without GRPKR. In the NO- GOAL condition, group members worked without a goal and without GRPKR. In each condition, group members worked on the task without talk- ing to other group members and individual contributions to the group prod- uct were unknown to others. Self-reports of effort, changes in individual performance strategies from Rial 1 to Rial 2, self-set individual goals, goal commitment, and personal challenge were collected. Results showed that (a) group members working toward a performance goal outperformed those working without a goal, b) information about the group's previous perfor- mance on the task did not influence commitment to the goal or performance, (c) changes in individual performance strategies mediated the group goal ef- fect but self-reports of effort invested in the task did not, (d) g m ~ p members working toward a group goal felt more personal challenge than group mem- bers working without a goal, and (e) self-set individual goals can not account for the group goal effect. The implications of these results for models of group goals and group performance are discussed.     

Performance goals: The moderating roles of context and achievement orientation

Past research has yielded mixed findings for performance achievement goals. To help resolve this inconsistency, two experiments explored the moderating role of context and individual differences in achievement orientation. Participants in Study 1 pursued either a performance goal or no goal while solving enjoyable puzzles. They did so within either an evaluative or non-evaluative context, and received positive feedback after task completion. Results show that performance goals did not affect performance on the puzzles and undermined interest only when pursued within evaluative contexts by people low in achievement orientation. Study 2 replicated Study 1 and extended it by manipulating outcome feedback valence. Negative feedback given in an evaluative context undermined interest for people high in achievement orientation, but had no effect on those low in achievement orientation. The findings are related to classic achievement motivation findings and current approach-avoidant models of achievement goal theory.     

Cognitive ability and motivational interventions: Their effects on performance outcomes

A laboratory experiment was conducted to examine the effects of cognitive ability, task interests, goal setting, and feedback on perceived competence, intrinsic motivation, performance, and satisfaction with performance. Data were collected from 90 introductory psychology students performing one of two computer-based tasks. Results indicated that the motivational interventions interacted with cognitive ability in relation to intrinsic motivation, perceived competence, and satisfaction with performance. Implications are discussed within the framework of cognitive resources theory and goal-setting theory.     

An interactive approach to work motivation: The effects of competition,rewards, and goal difficulty on task performance

This study examined the interactive effects of competition, rewards, and goal difficulty on task performance and goal commitment. Students were assigned to one of eight experimental conditions and participated in a computerized anagram solution task. Rewards significantly increased performance, especially along with difficult goals. Competition was not found to have an effect on goal commitment or task performance, and goal difficulty increased performance although the results did not reach statistical significance. Goal commitment was shown to have a direct effect on task performance as opposed to a moderating role in the goal level-task performance relationship. A discussion of the findings and suggestions for further research are included.DePaul University     

Reasoning strategies: the role of working memory and verbal-spatial ability

Evidence increasingly suggests individual differences in strategies adopted on reasoning tasks and that these are either verbal-propositional or visuospatial in nature. However, the cognitive foundations of these strategies remain uncertain. Experiment 1 examined the relationship between the use of working memory resources and strategy selection for syllogistic reasoning. Verbal and spatial strategy users did not differ on working memory capacity, but confirmatory factor analysis indicated that while verbal reasoners draw primarily on verbal working memory, spatial reasoners use both this and spatial resources. Experiment 2 investigated the relationship between strategies and verbal and spatial abilities. Although strategy groups were similar in overall ability, regression analysis showed that performance on a spatial ability measure (Vandenberg mental rotation task) predicted syllogistic reasoning performance, but only for spatial strategy users. The findings provide converging evidence that verbal and spatial strategies are underpinned by related differences in fundamental cognitive factors, drawing differentially on the subcomponents of working memory and on spatial ability.     

The Joint Impact of Achievement Goals and Performance Feedback on Information Giving

This research examined how performance feedback moderates the effects of individuals' achievement goals on information exchange when carrying out a novel and complex task. Experiment 1 demonstrated that mastery goal individuals who received positive performance feedback gave less modified information about their task performance to their exchange partner relative to both mastery goal individuals who received negative feedback and performance goal individuals (who received either negative or positive feedback). In Experiment 2, we found that relative to performance goals, mastery goals led to a stronger reciprocity orientation and a weaker exploitation orientation. Also, mastery goal individuals provided information of higher quality than performance goal individuals, thereby explaining the observed findings in Experiment 1.     

False belief understanding: The influence of person,grammatical mood,counterfactual reasoning and working memory

The present study had two major goals. The first goal was to assess the relative difficulty among different versions of the unexpected contents task by systematically varying the dimensions of grammatical mood (indicative vs. subjunctive) and person (self vs. other), and to examine the correlational pattern between these different versions of the unexpected contents task and the unexpected locations task. The second goal was to examine the specificity of the relation between false belief understanding and counterfactual reasoning after controlling for age and working memory ability. One hundred, 3‐ to 6‐year‐old, children were administered two measures of false belief understanding (two versions of the unexpected contents task and two versions of the unexpected locations task), two measures of counterfactual reasoning and a working memory measure. Results showed that performance on the unexpected contents task did not significantly differ across conditions. However, only the conditions of the unexpected contents task that concerned another person's false belief correlated significantly with the unexpected locations task. Moreover, counterfactual reasoning was found to explain a significant amount of variance in the unexpected locations task, even after controlling for age and working memory performance. Findings are discussed in the context of different accounts of the development of theory of mind, and in the context of different interpretations of the relation between false belief understanding and counterfactual reasoning.     

The influence of performance feedback on goal-setting and mental effort regulation

Goal-setting and mental effort investment may be influenced by the perception of success or failure. The aim of the current study was to investigate the dynamics of motivational intensity model using false performance feedback. Forty participants performed a demanding cognitive task over five successive (5 min) blocks. Participants received performance feedback of either progressive success or progressive failure. A number of psychophysiological variables were used to index mental effort investment and emotion, including: HRV components, blood pressure, skin conductance level, EEG, and facial EMG. Subjective estimates of mood, workload and motivation were also collected alongside performance measures. The success group experienced positive affect and a less pronounced decline in subjective motivation in response to a perception of successful achievement. In contrast, feedback of failure led to adverse changes in mood/motivation, but did not lead to the absolute withdrawal of effort, although trends in the psychophysiological data suggest that participants in the failure group were on the verge of abandoning the task. The implications of these findings are discussed within the context of goal-setting and effort regulation models.     

Emotional after‐effects on the P3 component of the event‐related brain potential

Agrowing body of literature indicates that affective states can influence cognitive processes. The core assumption of Ellis and Ashbrook's (1988) model explaining these emotional after‐effects on cognition is that the emotional state regulates the allocation of processing resources. A negative emotional state is supposed to pre‐empt capacity normally allocated to the cognitive task at hand. This is assumed to occur because the negative emotional state leads to an increase in intrusive, irrelevant thoughts, which compete with relevant cognitive activities and thus result in a lack of attention given to relevant features of the task to be performed. In the present study, the hypothesis that negative emotions lead to a reduced information‐processing capacity and that this is observable on a very basic level of information processing is tested. Therefore, 102 participants were assigned to three independent groups, each inducing one of a negative, a positive, or a neutral mood by means of a 3‐minute video‐clip. Shortly after the video‐clip, two acoustical stimuli with increasing information were presented, while the P3 component of the event‐related brain potential on these stimuli was measured as a psychophysiological indicator of cognitive resource allocation. In addition, the expenmental manipulation was checked by assessing subjective and external mood ratings as well as cortical alpha activity. Results show that the videos did in fact induce positive, neutral, or negative mood. Moreover, even when controlling for video‐related unspecific cortical arousal, a significant emotional after‐effect was found on the P3 component of the event‐related brain potential, indicating reduced information‐processing capacity, particularly in the negative mood condition. The reported data support Ellis and Ashbrook's model of emotional after‐effects on cognitive processes. As those effects were observable after an event that did not demand a high amount of cognitive resources, this suggests that even tasks that do not heavily engage central processing resources and are not likely to be influenced by cognitive strategies, seem to be affected by a negative emotional state.     

The Moderating Effect of Performance Feedback and the Mediating Effect of Self-Set Goals on the Primed Goal-Performance Relationship

The effect of feedback and a self-set goal on the relationship between a goal primed in the subconscious and performance were examined in three laboratory experiments and one field experiment (n = 241, 465, 201, 74 respectively), using normative (bogus) and absolute feedback manipulations, and different performance tasks that were coded for both performance quality (i.e. creativity) and quantity. The hypothesis that providing feedback, a moderator in goal setting theory, amplifies the causal effect of a primed goal on performance was supported. Specifically, in experiment 1, participants were randomly assigned to a 2 (prime of effective vs. ineffective performance) × 3 (positive, negative, no feedback) factorial design. The primed goal for effective performance led to higher performance than the negative primed goal. In addition, feedback, regardless of its sign, increased both task and creative performance when a primed goal for effective performance was presented, but did not do so when the goal primed ineffective performance. This effect was replicated in two subsequent laboratory experiments which employed three primed goal conditions (effective/neutral/ineffective). In experiments 2 and 3, a consciously set goal, with no prompting by an experimenter, mediated the relationship between a primed goal and performance when feedback was provided. Experiment 4 provided a conceptual replication in a work setting, involving employees in a customer service department of a large communication company. Finally, a meta-analysis of these four experiments indicated an average effect size of d = 0.36, 95 per cent CI [0.23, 0.49] with no evidence of heterogeneity across the four experiments. These findings suggest that not only are subconscious goals a foundation for the difficulty level of consciously set goals, but in addition subconscious goals and conscious goals work together in affecting performance.     

The Role of Subjective Task Complexity in Goal Orientation,Self-Efficacy,and Performance Relations

We examined the role of subjective task complexity in goal orientation effects on self-efficacy and performance on a computerized simulation of a class scheduling task (N = 138). Results indicated that goal orientation effects on performance were mediated by subjective task complexity. In addition, our results revealed that subjective task complexity was related to self-efficacy but not cognitive ability. Moreover, subjective task complexity effects on performance were mediated by self-efficacy, and goal orientation effects on self-efficacy were mediated by subjective task complexity. Results are discussed in terms of conceptual relations between goal orientation, subjective task complexity, self-efficacy, and performance.     

Proximal antecedents and correlates of adopted error approach: a self-regulatory perspective

The current study aims to further investigate earlier established advantages of an error mastery approach over an error aversion approach. The two main purposes of the study relate to (1) self-regulatory traits (i.e., goal orientation and action-state orientation) that may predict which error approach (mastery or aversion) is adopted, and (2) proximal, psychological processes (i.e., self-focused attention and failure attribution) that relate to adopted error approach. In the current study participants' goal orientation and action-state orientation were assessed, after which they worked on an error-prone task. Results show that learning goal orientation related to error mastery, while state orientation related to error aversion. Under a mastery approach, error occurrence did not result in cognitive resources "wasted" on self-consciousness. Rather, attention went to internal-unstable, thus controllable, improvement oriented causes of error. Participants that had adopted an aversion approach, in contrast, experienced heightened self-consciousness and attributed failure to internal-stable or external causes. These results imply that when working on an error-prone task, people should be stimulated to take on a mastery rather than an aversion approach towards errors.     

Mastery goal orientation and cognitive ability effects on performance in learner‐guided training

To conserve resources, organizations are increasingly turning to learner‐guided training methods in which workers are given control over when, how, and what they cover in the learning process. However, the impact of individual differences such as goal orientation and cognitive ability has not been adequately addressed in learner‐guided training. This study seeks to advance our knowledge of how these differences affect performance through previously unexplored pathways. Specifically, we examined the indirect effects of mastery goal orientation and cognitive ability on post‐training performance in a learner‐directed training context. Findings indicate that off‐task thoughts mediate the positive effect of mastery goal orientation on post‐training performance, while declarative knowledge mediates the positive effect of cognitive ability on post‐training performance.     

The Impact of an Assigned Performance Goal on Feedback Seeking Behavior

This study was designed to test the impact of an assigned performance goal on feedback seeking behavior. Subjects brainstormed uses for two common objects. During the first brainstorming trial, all subjects performed without an explicit performance goal. For the second trial, half of the participants were assigned a goal. Feedback seeking behavior was defined as an intermedi- ate count of production taken by a subject as he or she worked on the task. Results showed that (a) subjects in the assigned goal condition were more likely to seek feedback about their performance than subjects who worked without a goal; and (b) among subjects in the goal condition, those who sought feedback were more likely to meet their goal than subjects who did not. These results support Ashford and Cummings's (1983) view that feed- back is sought because it is a resource that can be used to meet goals.     

Impulsivity and paced tapping

The purpose of this study was to test the hypothesis that impulsivity is positively related to both the intraindividual variability and the rate of performance of a paced tapping task. The independent variable in the tapping task were: feedback vs. no feedback; tempo; concurrent cognitive task (counting) vs. no concurrent cognitive task. Three measures of tapping performance were computed: absolute or total error of tapping, tapping rate, and the intraindividual variability of tapping. The results confirm the hypothesis that impulsivity is positively related to rate of paced tapping, although the degree of relationship varied under different experimental conditions within the paced tapping task. Intraindividual variability of tapping was not significantly related to impulsivity, but the results were suggestive of a positive relationship.     

How am I doing? Performance feedback mitigates the effects of mental fatigue on endurance exercise performance

Mental fatigue induced by an earlier cognitive task can impair performance on a subsequent physical task. The current study investigated whether such performance impairment could be mitigated by performance feedback. In an experimental sequential-task design, 63 sport science students completed a series of three tasks: 5-min physical (pre-test), 20-min cognitive, 5-min physical (post-test). Participants were randomly allocated to one of three groups: feedback (n = 23), no feedback (n = 20), control (n = 20). The physical tasks, which assessed force production during a self-paced rhythmic handgrip task as a measure of physical endurance performance, were performed with (feedback group) or without (no feedback group, control group) visual performance feedback. The cognitive tasks involved either completing a 2-back memory task to induce mental fatigue (feedback and no feedback groups) or watching a didactic film (control group). Self-report measures (fatigue, exertion, vigor, motivation) were collected throughout. The 2-back cognitive task increased mental fatigue, mental exertion and general fatigue in the feedback and no feedback groups compared to the control group. Relative to the pre-test physical task, post-test endurance performance declined in the no feedback group (−14.4%) but did not change in the control (−2.6%) and feedback (−2.4%) groups. This mitigation of performance effect was not accompanied by parallel changes in fatigue, exertion, vigor, or motivation. In conclusion, visual performance feedback mitigates the negative effects of mental fatigue on physical endurance performance.