A meta-analysis of the effects of electronic performance monitoring on work outcomes

Electronic performance monitoring (EPM), or the use of technological means to observe, record, and analyze information that directly or indirectly relates to employee job performance, is a now-ubiquitous work practice. We conducted a comprehensive meta-analysis of the effects of EPM on workers (K = 94 independent samples, N = 23,461). Results provide no evidence that EPM improves worker performance. Moreover, findings indicate that the presence of EPM is associated with increased worker stress, regardless of the characteristics of monitoring. Findings also demonstrate that organizations that monitor more transparently and less invasively can expect more positive attitudes from workers. Overall, results highlight that even as advances in technology make possible a variety of ways to monitor workers, organizations must continue to consider the psychological component of work.     

The role of leader relationship quality in the development of employee fit perceptions

Despite being a subject of scholarly inquiry for nearly a century, some components of person–environment fit remain enigmatic. This research seeks to explore the relational factors that are associated with employee identity and how this lens can provide explanatory factors that link leader–employee relationships to employee performance. Across a two‐study, multi‐rater constructive replication design, our results support the tenets of the identity theory that suggests the quality of the leader–employee relationships informs employees of their person–organization (PO) and person–job (PJ) fit, leading to higher performance. Across both the studies, high‐quality leader–employee relations (conceptualized as LMX and trust in leader) were related to higher levels of PO and PJ fit. Our results also indicate that PO and PJ fit uniquely drive higher levels of performance as rated by multiple constituents, helping delineate the impact of PO and PJ fit on work outcomes. Specifically, in Study One (N = 111), PJ fit mediated the relationship between LMX and leader‐rated performance, whereas in Study Two (N = 94), PO fit mediated the relationship between trust in leader and peer‐rated performance. This work provides preliminary support that leaders, through their relationships, can help shape employee fit perceptions and ultimately impact performance. Such knowledge can inform organizations and leaders, and emphasizes the formative role that leaders play in the organizational lives of their employees.     

Meta-analysis of the reduced relative feedback frequency effect on motor learning and performance

A fundamental motor learning principle conveyed in textbooks is that augmented terminal feedback frequency differentially affects motor learning and performance. The guidance hypothesis predicts that relative to a reduced frequency of feedback, providing learners with feedback following every practice trial enhances practice performance but degrades subsequent motor learning. This change in effectiveness for each relative feedback frequency is called a reversal effect, and because it is thought that practice variables can have distinct impacts on learning and performance, delayed retention tests are considered the gold standard in motor learning research. The objectives of this meta-analysis were to a) synthesize the available evidence regarding feedback frequency, performance, and motor learning to test whether there are significant changes in effectiveness from acquisition and immediate retention to delayed retention, b) evaluate potential moderators of these effects, and c) investigate the potential influence of publication bias on this literature. We screened 1662 articles found in PubMed and PsycINFO databases as well as with reference tracing and a targeted author search. A final sample of 61 eligible papers were included in the primary analysis (k = 75, N = 2228). Results revealed substantial heterogeneity but no significant moderators, high levels of uncertainty, and no significant effect of reduced feedback frequency at any time point. Further, multilevel analyses revealed no evidence of a significant change in effect from acquisition or immediate retention to delayed retention. Z-curve analysis suggested the included studies were severely underpowered. These results suggest that robust evidence regarding feedback frequency and motor learning is lacking.     

The Effects of Coachee Personality and Goal Orientation on Performance Improvement Following Coaching: A Controlled Field Experiment

This study presents a field experiment to test the question: What are the individual characteristics that influence whether coaching is beneficial for people’s performance? We focus our attention on the Big Five personality traits, core self-evaluations, and goal orientation. Using a control group for comparison, coaching was provided to a sample of working adults (N = 84) and both self-ratings and supervisor-ratings of performance (N = 74) were measured over three time points. Our analysis indicates that individuals high in Openness, who avoid goal orientation and are low in core self-evaluations benefit the most from coaching. We contribute to the literatures on coaching effectiveness and the wider learning and development literatures by providing an empirically robust examination of the interaction between individual differences and coaching and the subsequent impact on performance. Furthermore, our findings suggest that coaching may be an effective development technique for individuals who tend to perform less well in other forms of instructional learning due to their individual characteristics.     

Goal orientation dispositions and performance trajectories: The roles of supplementary and complementary situational inducements

Integrating goal orientation theory with interactionist approaches, this experimental study (N = 104) tested the unique and interactive effects of individual differences in goal orientations and situational goal orientation inducements on performance trajectories during skill acquisition. Results indicated that learning goal orientation predicted performance trajectories more positively when coupled with one situational inducement that captures a complementary feature (a performance, as opposed to a learning, goal frame), and when jointed with a situational inducement that captures a supplementary feature (self-referenced vs. normative-based performance feedback). There was also a complementary-like interaction between the two situational inducements, such that a learning goal frame led to more positive performance trajectories when coupled with normative, as opposed to self-referent, feedback. Implications for the motivation and skill acquisition literatures are discussed.     

Learning From Peers’ Eye Movements in the Absence of Expert Guidance: A Proof of Concept Using Laboratory Stock Trading,Eye Tracking,and Machine Learning

Existing research shows that people can improve their decision skills by learning what experts paid attention to when faced with the same problem. However, in domains like financial education, effective instruction requires frequent, personalized feedback given at the point of decision, which makes it time‐consuming for experts to provide and thus, prohibitively costly. We address this by demonstrating an automated feedback mechanism that allows amateur decision‐makers to learn what information to attend to from one another, rather than from an expert. In the first experiment, eye movements of N = 100 subjects were recorded while they repeatedly performed a standard behavioral finance investment task. Consistent with previous studies, we found that a significant proportion of subjects were affected by decision bias. In the second experiment, a different group of N = 100 subjects faced the same task but, after each choice, they received individual, machine learning‐generated feedback on whether their pre‐decision eye movements resembled those made by Experiment 1 subjects prior to good decisions. As a result, Experiment 2 subjects learned to analyze information similarly to their successful peers, which in turn reduced their decision bias. Furthermore, subjects with low Cognitive Reflection Test scores gained more from the proposed form of process feedback than from standard behavioral feedback based on decision outcomes.     

Feedback type as a moderator of the relationship between achievement goals and feedback reactions

The aim of the current study is to shed new light on the inconsistent relationship between performance‐approach (PAp) goals and feedback reactions by examining feedback type as a moderator. Results of a field experiment (N = 939) using a web‐based work simulation task showed that the effect of achievement‐approach goals was moderated by feedback type. Relative to individuals pursuing mastery‐approach goals, individuals pursuing PAp goals responded more negatively to comparative feedback but not to task‐referenced feedback. In line with the hypothesized mediated moderation model, the interaction between achievement goals and feedback type also indirectly affected task performance through feedback reactions. Providing employees with feedback is a key psychological principle used in a wide range of human resource and performance management instruments (e.g., developmental assessment centres, multi‐source/360° feedback, training, selection, performance appraisal, management education, computer‐adaptive testing, and coaching). The current study suggests that organizations need to strike a balance between encouraging learning and encouraging performance, as too much emphasis on comparative performance (both in goal inducement and in feedback style) may be detrimental to employees' reactions and rate of performance improvement.     

Mental contrasting facilitates academic performance in school children

Two brief intervention studies tested whether teaching students to mentally contrast a desired future with its present reality resulted in better academic performance than teaching students to only think about the desired future. German elementary school children (N = 49; Study 1) and US middle school children (N = 63; Study 2) from low-income neighborhoods who were taught mental contrasting achieved comparatively higher scores in learning foreign language vocabulary words after 2 weeks or 4 days, respectively. Results have implications for research on the self-regulation of commitment to solve assigned tasks in classroom settings, and for increasing academic performance in school children in low-income areas.     

Unique behavioral strategies in visuomotor learning: Hope for the non-learner

The existence of individual differences in motor learning capability is well known but the behaviors or strategies that contribute to this variability have been vastly understudied. What performance characteristics distinguish an expert level performer from individuals who experience little to no success, those labeled non-learners? We designed a rule-based visuomotor task which requires identification (discovery) and then exploitation of specific explicit and implicit task components that requires a specific movement pattern, the task rule, for goal achievement. When participants first attempt the task, they are informed about the goal, but are naïve to the task rule. Therefore, the purpose of this experiment is to determine how acquisition of both implicit and explicit task components, the inherent elements of the task rule, reveals differing strategies associated with performance and task success. We test the hypothesis that an examination of performance will reveal sub-groups with varying levels of success. Further, for each subgroup, we expect to find a unique relationship between visual Time-in-Target feedback (a measure of success) and subsequent updating of each task component. Out of 32 non-disabled adults, we identified three distinct sub-groups: (Low Performer/Non-Learner (LP, N = 9), Moderate Performer (MP, N = 12) and High Performer (HP, N = 11)). A quantitative analysis of behavioral patterns reveals three findings: First, the LP sub-group demonstrated significantly lower task success which was associated with difficulty identifying the explicit component of the task. Second, the HP sub-group acquired the two task components in parallel over practice. Third, when both explicit and implicit component performance is plotted across sub-groups, a task component continuum emerges that seamlessly progresses from low to moderate to high performer groups. An exploratory analysis reveals that self-reported level of prior lifetime accumulation of video game and physical activity experience is a significant predictor of individual task performance (R² = 0.50). In summary, what appears to be a key distinction between varying levels of human rule-based motor learning is the process by which feedback is used to update performance of inherent elements of the task rule. Evidence of a performance continuum and limited prior experience suggests that Low Performer/Non-Learners are generally inexperienced with these kinds of tasks, although the role of genetics and other innate learning capabilities in visuomotor learning is still largely unknown. These findings provoke new research directions toward probing the differential performance strategies associated with expertise and the development of interventions aimed to convert non-learners into learners.     

Supervisory Abuse of High Performers: A Social Comparison Perspective

Prior research linking employee performance to abusive supervision suggests that supervisors have instrumental and non-instrumental reasons for engaging in abuse while dealing with low performers in the workplace. Drawing on social comparison theory, we argue that high-performing subordinates can make supervisors envious, which in turn leads to abusive supervisory behavior. Furthermore, we hypothesize supervisor social comparison orientation as a key boundary condition for the indirect positive effect of subordinate performance on abusive supervision through supervisor envy; that is, supervisors are more likely to abuse high performers when the supervisors’ social comparison orientation is high. A multi-source, multi-wave field study was conducted with data collected from supervisor-subordinate dyads (N = 95 supervisors and 385 subordinates). The data supported a positive indirect effect of employee performance on abusive supervision through supervisor envy. Moreover, the indirect effect was statistically significant for supervisors with high social comparison orientation but it was not significant for supervisors with low social comparison orientation. Implications of these findings for reducing abusive supervision are discussed.     

Self-esteem threat combined with exposure to thin media images leads to body image compensatory self-enhancement

This study examined the effect of a self-esteem threat combined with exposure to thin images on body image (BI) satisfaction and investment. Female participants (N = 94) received a self-esteem threat consisting of false failure feedback or received false success feedback on an intellectual task allegedly highly predictive of academic and professional success. They then viewed media images featuring thin models or products. After viewing thin models, women who had received failure feedback declared themselves more satisfied about their appearance and less invested in it than did women who had received success feedback. These results suggest that exposure to the thin ideal may inspire women experiencing self-esteem threats to use appearance as an alternative source of worth, thus maintaining their global esteem through BI compensatory self-enhancement. Potential long-term implications of this strategy, such as a paradoxical increase in BI investment and the development of eating pathology, are discussed.     

Community-delivered infant–parent psychotherapy improves maternal sensitive caregiving: Evaluation of the Michigan model of infant mental health home visiting

The current study evaluated the effectiveness of a home-based psychotherapeutic Infant Mental Health Home Visiting (IMH-HV) intervention for enhancing parenting sensitivity; a secondary aim was to evaluate whether the use of video feedback was associated with greater treatment response. Participants were N = 78 mothers and their children (age at entry ranged from prebirth to 24-month old (M = 9.8, SD = 8.4), who were initiating IMH-HV services with community mental health-based therapists (N = 51). Dyads were assessed during extended home visits via standardized interviews and observational and questionnaire methods within the first month of treatment (baseline), and again 6 and 12 months thereafter. Following each of these extended home visits, study evaluators completed a standard Q-sort to capture observations of maternal sensitivity during the visit. Therapists completed fidelity checklists used to derive the total number of IMH-HV sessions received (i.e., dosage) and frequency with which therapists provided video feedback. Results indicated a dose–response relationship between number of sessions and maternal sensitivity, and that video review with parents independently contributed to improved maternal sensitivity. Discussion focuses on the effectiveness of this community-based psychotherapeutic home visiting model for enhancing parenting, as well as the value of video feedback as a specific therapeutic strategy.     

How evaluation and need for structure affect motivation and creativity

Research has shown that evaluation can have negative effects when it is perceived as controlling rather than informational. We hypothesized that Personal Need for Structure (PNS) would moderate the effects of (perceptions of) evaluative situations. Specifically, we expected that informational evaluative situations would be associated with higher motivation and higher creative performance than controlling evaluative situations, but only when PNS is low. In a field study (N = 53) and an experiment (N = 72), we showed consistently across samples, methods, and outcomes that the positive effects ofinformational evaluation only existed for individuals who were low in PNS. These findings support the reasoning that high PNS individuals tend to welcome any type of feedback because of its disambiguating potential.     

Should I stay or should I go?: Penalties for briefly de-prioritizing work or childcare

We examined penalties against individuals who temporarily de-prioritize their employee or parenting role. Experiment 1 (N = 488) utilized vignettes depicting a mother/father who briefly left their child with a babysitter to engage in work/self-care/did not leave (control). Both mothers and fathers were viewed as less parentally competent, likeable, dedicated to their family (and putting their child at greater risk) when they very briefly de-prioritized their caregiving role by leaving their child for either reason, relative to controls. Experiment 2 (N = 494) utilized vignettes depicting a female/male employee who briefly left work to engage in childcare/self-care/did not leave (control). Both male and female employees were rated as less professionally competent, likeable, dedicated to their work and deserving of organizational rewards (and more deserving of organizational penalties, and putting their organization at greater risk) when they very briefly de-prioritized their employee role by leaving work for either reason, compared to controls. However, employees who left for self-care were viewed more negatively than those who left to engage in childcare. Unexpectedly, results did not reveal target gender differences; they were also largely unaffected by participant gender. This suggests that parents and employees face penalties when they must de-prioritize either of these important roles for even very short periods. Implications for well-being, work-life balance, and productivity are discussed.     

Education and conspiracy beliefs: A replication of van Prooijen (2017)

The main aim of the study was to replicate and extend van Prooijen's findings on how education and its outcomes (cognitive complexity, subjective social standing, self-esteem, a feeling of control and powerlessness, cognitive reflection, epistemic curiosity and scientific reasoning) predict conspiracy beliefs. In two studies (Study 1: N = 497, M_age = 49.06, SD_age = 14.92; Study 2: N = 482, M_age = 47.45, SD_age = 15.87), subjective socioeconomic status and cognitive reflection (Study 1) and a feeling of powerlessness and scientific reasoning (Study 2) contributed to the negative relationship between education level and belief in conspiracy theories. These results showed the connection of education to socioeconomic status, a feeling of control and analytic thinking (cognitive reflection, scientific reasoning) and their power to reduce conspiracy beliefs.     

The associations between Self-Criticism and Dependency and incidental learning of interpersonal and achievement words

Personality trait-congruent implicit content processing was studied experimentally. In Experiment-1 (N = 132), individual differences in Self-Criticism were most strongly associated with incidental learning of negative achievement words, whereas individual differences in Dependency were most strongly associated with incidental learning of negative interpersonal words. In Experiment-2 (N = 172), individual differences interacted with processing tendencies in predicting negative affect. Highly dependent and highly self-critical individuals experienced higher negative affect if they were low in incidental learning of positive interpersonal words. Overall, these findings indicate that Self-Criticism and Dependency have significantly differential impacts on implicit cognitive processes.     

Leader Member Exchange in Leaders’ Support for Voice: Good Relationships Matter in Situations of Power Threat

While previous research underscores the role of leaders in stimulating employee voice behaviour, comparatively little is known about what affects leaders’ support for such constructive but potentially threatening employee behaviours. We introduce leader member exchange quality (LMX) as a central predictor of leaders’ support for employees’ ideas for constructive change. Apart from a general benefit of high LMX for leaders’ idea support, we propose that high LMX is particularly critical to leaders’ idea support if the idea voiced by an employee constitutes a power threat to the leader. We investigate leaders’ attribution of prosocial and egoistic employee intentions as mediators of these effects. Hypotheses were tested in a quasi-experimental vignette study (N = 160), in which leaders evaluated a simulated employee idea, and a field study (N = 133), in which leaders evaluated an idea that had been voiced to them at work. Results show an indirect effect of LMX on leaders’ idea support via attributed prosocial intentions but not via attributed egoistic intentions, and a buffering effect of high LMX on the negative effect of power threat on leaders’ idea support. Results differed across studies with regard to the main effect of LMX on idea support.     

Perceived employability and employee strain: A meta-analysis

This meta-analysis addresses the association between perceived employability (PE) and employee strain (k = 34). Consistent with expectations, PE was negatively related to strain (ρ = −.12, 95% CI = −.16 to −.08). Moderator analysis showed that this relationship was stronger post-2008 (ρ = −.20, 84% CI = −.23 to −.17) versus pre-2008 (ρ = −.06, 84% CI = −.08 to −.05) and in high (ρ = −.17, 84% CI = −.21 to −.14) versus low (ρ = −.07, 84% CI = −.09 to −.06) uncertainty avoidant cultures. Our results suggest that career competency development interventions can be effective for reducing employee strain and that national uncertainty avoidance need be incorporated into models of boundaryless careers, especially as it relates to employee health and well-being.     

Effects of bandwidth feedback on the automatization of an arm movement sequence

We examined the effects of a bandwidth feedback manipulation on motor learning. Effects on movement accuracy, as well as on movement consistency, have been addressed in earlier studies. We have additionally investigated the effects on motor automatization. Because providing error feedback is believed to induce attentional control processes, we suppose that a bandwidth method should facilitate motor automatization. Participants (N = 48) were assigned to four groups: one control group and three intervention groups. Participants of the intervention groups practiced an arm movement sequence with 760 trials. The BW0-Group practiced with 100% frequency of feedback. For the BW10-Group, feedback was provided when the errors were larger than 10°. The YokedBW10-Group participants were matched to the feedback schedule of research twins from the BW10-Group. All groups performed pre-tests and retention tests with a secondary task paradigm to test for automaticity. The BW10-Group indicated a higher degree of automatization compared with the BW0-Group, which did not exhibit a change in automaticity. The comparison of the YokedBW10-Group, which also exhibited automatization, and the BW10-Group leads to the proposal that reduction of quantitative feedback frequency and additional positive feedback are responsible for the bandwidth effect. Differences in movement accuracy and consistency were not evident.