反馈干预对绩效的影响研究

反馈干预是由外部动因提供的关于个体任务操作或过去行为的信息活动,它有反馈对象、反馈效价和反馈提供方式三个维度。研究结果表明反馈效价、反馈提供方式对绩效的影响具有主效应,且两者的之间交互作用对绩效也存在主效应。积极反馈效价、信息型提供方式有助于提高个体的绩效水平。     

The Effects of Video-Taped Feedback on Form,Accuracy, and Latency in an Open and Closed Environment

40 college women performed a modification of the classical fencing lunge against 2 laterally-arranged targets, under closed and open environmental conditions. Form (rating scale), accuracy (proximity to target center), and response latency were taken to measure the effects of video-taped feedback (VT). Administration of VT with specific instructions to direct S’s attention to parts of the display resulted in closer approximation of the externally-imposed form, higher accuracy, and shorter response latency. Performing the skill in the closed environmental condition resulted in less deviation from the imposed form, higher accuracy scores, and longer response latency. No significant correlations were found between imposed form and accuracy.     

Clinical Management of Gender Dysphoria in Adolescents

SUMMARY

This paper aims to provide professionals working with adolescents with gender-dysphoric feelings practical clinical guidelines for diagnosis and treatment. The different phases of the assessment procedure and treatment process are described. Differential diagnostic considerations and possible psychotherapeutic treatment options are given. Physical interventions, including GnRH analogues to inhibit puberty and cross-sex hormones, are described with consideration of eligibility and readiness issues. We end with discussion of post-treatment evaluation.     

Parent Work Conditions and Adolescent Core Self-Evaluations: Examining the Effects of Work Resource Drain and Parent Gender

Purpose

Using resource drain and social cognitive theory frameworks, this study investigates the process through which parent time and energy resource drain relates to adolescent core self-evaluation. Parent–child interactive and routine activities and parental social support are tested as mediators.

Methodology

Data are reported by mothers, fathers, and adolescent children in 151 middle-class, dual-earner families from the 500 Family Study. Hypotheses are tested using path analysis and moderated mediation.

Findings

Parent work hours negatively relate to adolescent reports of received social support, partially due to decreased time spent engaged in parent–child interactive activities. Fathers’ work hours indirectly relate to adolescent core self-evaluations through parent–child interactive activities and social support from fathers; this indirect relationship was not found for mothers. Exploratory analyses examined differences by parent and child gender. Fathers’ work hours are more likely to detract from parent–child routine activities relative to mothers’ work hours. The relationship between father work hours and parent–child interactive activities is buffered for sons compared to daughters.

Implications

Results help to explain why parent work-related resource drain relates to adolescent core self-evaluations. Parent gender, type of resource drain, and type of activity are identified as potential boundary conditions. Interactive activities and social support are key mediators warranting attention.

Originality/Value

Social cognitive theory is used as a framework for linking parent work-related resource drain and child outcomes. Mechanisms are identified that explain adolescent core self-evaluations development. Use of multisource data helps to mitigate problems with single-source data used in previous studies.

     

The Effects of Self-Esteem,Task Label,and Performance Feedback on Task Liking and Intrinsic Motivation

Abstract

American undergraduate students' task liking and intrinsic motivation were examined using 2 × 2 × 2 (Self-Esteem × Task Label × Feedback) analyses of variance. Identical tasks were labeled as either difficult or easy, and bogus performance feedback was given randomly to each subject. For subjects with high self-esteem, feedback had strong impact on their liking of a difficult task, whereas for those with low self-esteem, feedback had strong impact on liking of an easy task. After positive feedback for performing a difficult task, subjects with high self-esteem increased task liking, whereas those with low self-esteem decreased task liking. Subjects also showed higher intrinsic motivation after positive feedback than after negative feedback.     

The Interactive Effects of Goal Orientation and Feedback Specificity on Task Performance

This study examined the impact of goal orientation and feedback specificity on performance. Ninety undergraduate management students completed 3 phases of a computerized management decision-making simulation in conditions of low, moderate, or high feedback specificity. Learning orientation interacted with feedback specificity to predict performance in Phase 1, such that feedback specificity had a greater impact on performance for persons low in learning orientation. Performance orientation interacted with feedback specificity to predict performance in Phase 3, such that feedback specificity had a greater impact on performance for persons high in performance orientation.     

Reducing the Effects of Gender Stereotypes on Performance Evaluations

The purpose of this research was to extend previous work on gender bias in performance evaluation. Specifically, we examined whether a structured free recall intervention could decrease the influence of traditional gender-stereotypes on the performance evaluations of women. Two hundred and forty-seven college students provided performance ratings for vignettes that described the performance of male or female college professors. Results indicated that without the intervention, raters who have traditional stereotypes evaluated women less accurately and more negatively. Conversely, the structured free recall intervention successfully eliminated these effects. The usefulness of the structured free recall intervention as a tool for decreasing the influence of gender stereotypes on performance ratings is discussed.     

The Effects of Stress and Gender on Nonverbal Decoding Accuracy in Kinesic and Vocalic Channels

Stress has the potential to impair accurate decoding of others’ communication. This experiment tested the effects of stress, induced through the Stroop Color-Word Test, on the accurate decoding of kinesic and vocalic emotional expressions. Respondents (N =372) viewed or heard 30 emotional expressions interspersed with multichannel color stimuli that were redundant with one another (low stress) or conflicted with one another (high stress). Analyses of accuracy scores across three trials supported three of four hypotheses. Stress debilitated accuracy primarily in the vocalic channel and at the onset of stress. The kinesic facial channel also produced consistently higher accuracy than the vocalic channel, and females achieved higher accuracy than males, but this superiority dissipated by the third trial.     

Effects of Dysphoria on Maternal Exchange Dispositions

Defining dysphoria as subclinical depression, we explored the extent to which maternal dysphoria influences the quality of relationships within the family and evaluated whether the effect of dysphoria on family relationships is selective or general and whether dysphoric effects on maternal behavior are similar or different when ratings of maternal behaviors are made by mothers versus observers. We expected that dysphoria would have general rather than selective effects on family relations rated by mothers and observers. In a sample of 40 American families at risk of child abuse or neglect, we found that maternal dysphoria did have significantly negative effects on mother-to-child and mother-to-parenting-partner relations, suggesting that maternal dysphoria has general rather than selective effects.     

The Effects of Gender Stereotypic and Counter-Stereotypic Textbook Images on Science Performance

ABSTRACT

We investigated the effect of gender stereotypic and counter-stereotypic images on male and female high school students' science comprehension and anxiety. We predicted stereotypic images to induce stereotype threat in females and impair science performance. Counter-stereotypic images were predicted to alleviate threat and enhance female performance. Students read one of three chemistry lessons, each containing the same text, with photograph content varied according to stereotype condition. Participants then completed a comprehension test and anxiety measure. Results indicate that female students had higher comprehension after viewing counter-stereotypic images (female scientists) than after viewing stereotypic images (male scientists). Male students had higher comprehension after viewing stereotypic images than after viewing counter-stereotypic images. Implications for alleviating the gender gap in science achievement are discussed.     

The Accuracy of Academic Gender Stereotypes

This research assessed the accuracy of academicgender stereotypes. Approximately 9% of participantswere nonwhite (mostly African American and Hispanic).Participants' estimates of the percentage of female and male students and their GPAs were comparedto the actual percentage of female and male students andtheir actual GPAs in 12 majors. Participantssignificantly underestimated the percentage of female students regardless of the gendertype of themajor. Females and males made more accurate percentageestimates for gender-congruent majors. Participantsoverestimated the GPAs of male students significantly more than the GPAs of female students. This wasespecially pronounced for masculine majors. Althoughfemale participants estimated the GPAs of their in-groupmore accurately than the GPAs of the out-group, the reverse was true for male participants. Theimplications of this evidence for inaccurate genderstereotypes regarding academic competence arediscussed.     

Gender Differences in Supervisors’ Use of Performance Feedback1

This study examined whether male and female supervisors differed in their delivery of performance feedback to subordinates. Male and female subjects supervised 2 confederate subordinates whose performance was stable and either above or below average. Supervisors regularly checked each subordinate's performance and could deliver one of several feedback messages. A MANOVA was performed on frequency of specific negative, general negative, specific positive, general positive, and neutral feedback messages, followed by step down analyses to isolate which dependent variables contributed uniquely. Male and female supervisors were distinguished by their use of specific negative feedback. Males were more likely to provide such messages to poorly performing subordinates, a result consistent with suggestions that males are characterized by a more directive leadership style.     

Effects of Self-Appraisal Information, Appraisal Purpose, and Feedback Target on Performance Appraisal Ratings

This experiment investigated the effects of three factors on performance appraisal ratings: self-appraisal information, appraisal purpose, and feedback target. Two hundred and three subjects rated a subordinate's performance on a clerical task subsequent to receiving either a high or low self-assessment. They were told they would provide performance feedback either to the experimenter (organizational agent) or their subordinate, and their ratings would be used either for an administrative decision or developmental feedback. Performance ratings were significantly higher when subjects received a favorable subordinate self-assessment than when self-assessments were unfavorable. A significant interaction was found between feedback target and the appraisal purpose. Implications for the use of self-appraisals in organizations were discussed.     

The Impact of Feedback Diagnosticity and Performance Expectations on Feedback Seeking Behavior

Research suggests that the decision to engage in feedback seeking behavior will depend both on the expected diagnosticity of the feedback message and on the seeker's expectations about his or her performance level. An experi- ment was conducted in which both of these factors were manipulated. It was predicted that poor performers would seek diagnostic feedback (feedback that could be used to improve future performance) more frequently than non- diagnostic feedback, whereas good performers would seek feedback regard- less of diagnosticity. The results suggest that individuals will be most likely to seek feedback when they expect it to be both diagnostic and favorable. Impli- cations of this finding are discussed.     

Effects of Gender,Socioeconomic Status,and Early Academic Performance on Postsecondary Educational Choice

National data were used to study the effects of gender, socioeconomic status (SES), and 4 types of eighth‐grade academic performance on postsecondary educational choices at late adolescence. Educational choices were classified by predominant Holland type (R, I, A, S, E, C). Gender had strongest independent influences on educational choice. Gender also interacted with SES and academic performance. Relationships between SES and educational choice were stronger for women than for men. For women, eighth‐grade reading scores were the strongest predictor of educational choice, whereas for men, mathematics scores were the strongest predictor. Implications for theory and counseling practice are discussed.     

Effects of Roles and Performance Feedback on the Equality Rule in Resource-Sharing Tasks

Abstract

Harrower, M. R., &; Steiner, M. E. Large Scale Rorschach Techniques. Springfield, III.: Thomas, 1951. Pp. 353. Reviewed by Robert M. Allen.     

Effects of Varying Feedback Accuracy on Task Acquisition: A Computerized Translational Study

Research has shown that the accuracy of instructions influences responding immediately and under later conditions. The purpose of the present study was to extend this literature and use a translational approach to assess the short- and long-term effects of feedback accuracy on the acquisition of a task. Three levels of inaccurate feedback were compared across groups. Participants who received accurate feedback performed best, while participants exposed to inaccurate feedback performed poorly in direct relation to the degree of inaccuracy. Once inaccurate feedback was corrected, this relation was less apparent. However, the effects of prior exposure to inaccurate feedback persisted in subsequent conditions when participants were exposed to accurate feedback. The effects of feedback accuracy on task acquisition also varied across individuals, suggesting that the effect may be idiosyncratic.     

An Examination of the Effects of Feedback Accuracy on Academic Task Acquisition in Analogue Settings

The Psychological Record - Performance feedback is a common procedure used in a variety of settings to change behavior. Although reviews of the literature have identified a number of...     

Grit Happens: Moderating Effects on Motivational Feedback and Sport Performance

Research on motivational climates within athletics has focused on mastery and ego achievement approaches, yielding different psychological consequences (Smith, Smoll, &; Cumming, 2007 Smith, R. E., Smoll, F. L., &; Cumming, S. P. (2007). Effects of a motivational climate intervention for coaches on young athletes' sport performance anxiety. Journal of Sport &; Exercise Psychology, 29, 39–59.[Taylor &; Francis Online], [Web of Science ®] , [Google Scholar]). Further, the motivational climate may interact with athletes' trait characteristics, such as grit, resulting in different outcomes. Grit may alter athletes' experience of the motivational climate by helping them remain oriented to their long-term quest in sport (Duckworth, Peterson, Matthews, &; Kelly, 2007 Duckworth, A. L., Peterson, C., Matthews, M. D., &; Kelly, D. R. (2007). Grit: Perseverance and passion for long-term goals. Journal of Personality and Social Psychology, 92, 1087–1101. doi:10.1037/0022-3514.92.6.1087[Crossref], [PubMed], [Web of Science ®] , [Google Scholar]). However, to date, the impact of these motivational climates and potential moderating factors on athlete performance remains in question, as the research utilizing objective measures of athletic performance is limited (Harwood, Keegan, Smith, &; Raine, 2015 Harwood, C. G., Keegan, R. J., Smith, J. M., &; Raine, A. S. (2015). A systematic review of the intrapersonal correlates of motivational climate perceptions in sport and physical activity. Psychology of Sport and Exercise, 18, 9–25. doi:10.1016/j.psychsport.2014.11.005[Crossref], [Web of Science ®] , [Google Scholar]). We used a motivational research paradigm (e.g., Mueller &; Dweck, 1998 Mueller, C. M., &; Dweck, C. S. (1998). Praise for intelligence can undermine children's motivation and performance. Journal of Personality and Social Psychology, 75, 33–52. doi:10.1037//0022-3514.75.1.33[Crossref], [PubMed], [Web of Science ®] , [Google Scholar]) to examine the effects of mastery- or ego-involving feedback on 71 high school adolescent soccer players' (M_age = 15.81) performance on a kicking task. Then we explored the potential moderating effects of grit on the relationship between motivational feedback and the athletes' performance, desire to persist, and choice of task difficulty on a soccer task. Athletes performed significantly better receiving mastery- as opposed to ego-involving feedback. Further, grit was a significant moderator of the feedback-shooting performance relationship, accounting for 3.9% of variance. Simple slopes analysis revealed a significant effect for low (B = 13.32, SE_b = 4.44, p =.004, t = 2.99), but not high (B = 2.11, SE_b = 4.31, p =.63, t = 0.49), grit on task performance. These results suggest that the feedback athletes receive matters, especially for those low in grit.