The relationship between mental toughness and cognitive control: Evidence from the item‐method directed forgetting task

Previous research by the authors found that mental toughness, as measured by the Mental Toughness Questionnaire 48 (MTQ48; Clough, P.J., Earle, K., & Sewell, D. [2002]. Mental toughness: the concept and its measurement. In I. Cockerill (Ed.), Solutions in sport psychology [pp. 32–43]. London: Thomson Publishing), was significantly associated with performance on the list‐method directed forgetting task. The current study extends this finding to the item‐method directed forgetting task in which the instruction to Remember or Forget is given after each item in the study list. A significant positive association was found between the correct recognition of Remember words and the emotional control subscale of the MTQ48. No significant associations were observed with other measures of mental toughness or personality. The findings are discussed in terms of the relationship between mental toughness and cognitive control.     

Learned helplessness and the detection of contingency: A direct test

Two studies tested a basic hypothesis of the learned helplessness model: That performance deficits associated with exposure to uncontrollable outcomes are directly mediated by an individual's perception of response-outcome independence. In the first experiment 48 subjects were exposed to noise bursts. For one experimental group, the termination of the noise was response-contingent. For five other groups, noise-burst termination was independent of subjects' responses. These five groups varied in the number of trials on which they received positive feedback: As predicted, subjects overestimated the amount of control they had over noise termination as a positive linear function of the amount of noncontingent positive feedback they received. Although subjects exposed to either noncontingent positive or negative feedback showed subsequent performance deficits on an anagrams task, the expected relation between perceived control and subsequent performance failed to emerge. These findings were replicated in a second experiment. In addition, subjects' locus, stability, and globality attributions failed to predict subsequent performance. These results call into question the central premises of helplessness theory: That perceived uncontrollability and causal attributions mediate learned helplessness.     

Coaching cues in amateur boxing: An analysis of ringside feedback provided between rounds of competition

Feedback is commonly employed to enhance motor learning and performance. While numerous studies have investigated the causal effects of feedback on motor learning, an analysis of real-time feedback provided during training and competitive sporting environments is lacking. Therefore, the feedback provided by 12 boxing coaches to athletes between rounds of the 2015 Australian Boxing Championships was recorded and transcribed. The feedback statements were then analyzed according to three feedback variables that have been shown to be critical for optimizing performance: Attentional focus (external, internal, neutral), autonomy support (autonomy-supportive, controlling, neutral), and feedback valence (positive, negative, neutral). Collectively, 445 feedback statements provided during 25 bouts, of which 14 were won and 11 were lost, were analyzed for each of the three categories. Coaches provided on average 8 feedback statements per round. Excluding neutral statements, coaches delivered more internal (15%) compared with external focus feedback (6%), more controlling (53%) compared with autonomy-supportive feedback (6%), and more positive (29%) relative to negative feedback (12%). Furthermore, during winning bouts coaches delivered less internal (12% vs. 19%), less controlling (48% vs. 58%), and more positive (36% vs. 18%) feedback, when compared with losing bouts. These results demonstrate for the first time the type and frequency of feedback delivered during amateur boxing bouts. While these findings may or may not reflect causal relationships, it is interesting that feedback that has been found to enhance motor performance was more often used during winning rather than losing bouts.     

Perfectionism, Cognition, and Affect in Response to Performance Failure vs. Success

The current paper describes the results of an experiment in which 200 students who varied in levels of trait perfectionism performed a laboratory task of varying levels of difficulty. Participants received either negative or positive performance feedback, independent of their actual level of performance. Analyses of pre-task and post-task measures of negative and positive affect showed that individuals with high self-oriented perfectionism experienced a general increase in negative affect after performing the task, and self-oriented perfectionists who received negative performance feedback were especially likely to report decreases in positive affect. Additional analyses showed that self-oriented perfectionists who received negative feedback responded with a cognitive orientation characterized by performance dissatisfaction, cognitive rumination, and irrational task importance. In contrast, there were relatively few significant differences involving other-oriented and socially prescribed perfectionism. Collectively, our findings support the view that self-oriented perfectionism is a vulnerability factor involving negative cognitive and affective reactions following failure experiences that reflect poorly on the self.     

Restorative effects of awe on negative affect after receiving negative performance feedback

The present study investigated the discrete positive effects of awe on negative job affect (NJA) arising from receiving negative performance feedback from a work supervisor or a co-worker. The participants were 131 business professionals and students at a large university in Kenya (females = 46%; age range 25 to 65 years). They participated in an experiment in which the emotion of awe was manipulated in an imagined situation where the participants received negative performance feedback from either a work supervisor or co-worker. Regression analyses of the data indicated that awe predicted a lower negative affect for negative feedback. Moreover, the indirect effects of the source of feedback on negative affect modulation were more significant for feedback received from co-workers than from supervisors. The positive emotion of awe may help one cope with negative performance feedback in a work setting.     

Information content and reward processing in the human striatum during performance of a declarative memory task

Negative feedback can signal poor performance, but it also provides information that can help learners reach the goal of task mastery. The primary aim of this study was to test the hypothesis that the amount of information provided by negative feedback during a paired-associate learning task influences feedback-related processing in the caudate nucleus. To do this, we manipulated the number of response options: With two options, positive and negative feedback provide equal amounts of information, whereas with four options, positive feedback provides more information than does negative feedback. We found that positive and negative feedback activated the caudate similarly when there were two response options. With four options, the caudate’s response to negative feedback was reduced. A secondary goal was to investigate the link between brain-based measures of feedback-related processing and behavioral indices of learning. Analysis of the posttest measures showed that trials with positive feedback were associated with higher posttest confidence ratings. Additionally, when positive feedback was delivered, caudate activity was greater for trials with high than with low posttest confidence. This experiment demonstrated the context sensitivity of feedback processing and provided evidence that feedback processing in the striatum can contribute to the strengthening of the representations available within declarative memory.     

EFFECTS OF FEEDBACK AND COGNITIVE PLAYFULNESS ON PERFORMANCE IN MICROCOMPUTER SOFTWARE TRAINING

A field experiment of 68 full-time employees studied the effects of performance feedback and cognitive playfulness (that is, cognitive spontaneity in human-computer interactions) on microcomputer training performance. In addition, this research examined the impacts of performance feedback and cognitive playfulness on software efficacy perceptions and on a variety of affective outcomes, including satisfaction with feedback, satisfaction with training, and positive mood. The findings suggest that positive feedback generally results in higher test performance and more positive affective outcomes, than does negative feedback. Similarly, employees higher in cognitive playfulness demonstrated higher test performance and more positive affective outcomes than those lower in cognitive playfulness. Finally, a significant feedback × playfulness interaction on test performance was found. Specifically, employees lower in cognitive playfulness benefited more from the positive feedback than did those higher in cognitive playfulness. Implications for practice and future research are discussed.     

Feedback and fidelity: Effects of contingent consequences on accuracy of imitation

Accuracy of imitation by sixty kindergarten subjects was examined using a task in which a female adult modeled a series of pegboard patterns and delivered accuracy-contingent feedback. Four methods of feedback and a nofeedback control were compared. All four feedback groups were more accurate than the control group. The feedback conditions were: positive only, negative only, positive and negative, and negative with correction. The last condition resulted in greater accuracy than the others, which did not differ. All groups, including the control, improved significantly over trials. Accuracy of performance on interspersed, nonfeedback trials was maintained by feedback to the other patterns. Finally, imitation of repeating stimulus patterns did not differ from performance with nonrepeating patterns.     

Positivity effect in healthy aging in observational but not active feedback-learning

The present study investigated the impact of healthy aging on the bias to learn from positive or negative performance feedback in observational and active feedback learning. In active learning, a previous study had already shown a negative learning bias in healthy seniors older than 75 years, while no bias was found for younger seniors. However, healthy aging is accompanied by a 'positivity effect', a tendency to primarily attend to stimuli with positive valence. Based on recent findings of dissociable neural mechanisms in active and observational feedback learning, the positivity effect was hypothesized to influence older participants' observational feedback learning in particular. In two separate experiments, groups of young (mean age 27) and older participants (mean age 60 years) completed an observational or active learning task designed to differentially assess positive and negative learning. Older but not younger observational learners showed a significant bias to learn better from positive than negative feedback. In accordance with previous findings, no bias was found for active learning. This pattern of results is discussed in terms of differences in the neural underpinnings of active and observational learning from performance feedback.     

Positivity effect in healthy aging in observational but not active feedback-learning

ABSTRACT

The present study investigated the impact of healthy aging on the bias to learn from positive or negative performance feedback in observational and active feedback learning. In active learning, a previous study had already shown a negative learning bias in healthy seniors older than 75 years, while no bias was found for younger seniors. However, healthy aging is accompanied by a ‘positivity effect’, a tendency to primarily attend to stimuli with positive valence. Based on recent findings of dissociable neural mechanisms in active and observational feedback learning, the positivity effect was hypothesized to influence older participants' observational feedback learning in particular. In two separate experiments, groups of young (mean age 27) and older participants (mean age 60 years) completed an observational or active learning task designed to differentially assess positive and negative learning. Older but not younger observational learners showed a significant bias to learn better from positive than negative feedback. In accordance with previous findings, no bias was found for active learning. This pattern of results is discussed in terms of differences in the neural underpinnings of active and observational learning from performance feedback.     

Dissociating affective evaluation and social cognitive processes in the ventral medial prefrontal cortex

In recent studies, various regions of the ventral medial prefrontal cortex (vmPFC) have been implicated in at least two potentially different mental functions: reasoning about the minds of other people (social cognition) and processing reward related information (affective evaluation). In this study, we test whether the activation in a specific area of the vmPFC, the para-anterior cingulate cortex (PACC), correlates with the reward value of stimuli in general or is specifically associated with social cognition. Participants performed a time estimation task with trial-to-trial feedback in which reward and social context were manipulated separately. Reward was manipulated by giving either positive or negative feedback in the form of small squirts of fluid delivered orally. Social context was manipulated by instructing participants that positive and negative feedback was determined by another person or a computer. The data demonstrate a main effect of feedback, but not social context, in the PACC, suggesting that this area of the vmPFC serves a general function in evaluating and/or representing reward value. In addition, activity in a more anterior subregion of the vmPFC demonstrated reward-related sensitivity only in the social context. Another area that showed a similar interaction was the subgenual cingulate, but this region was only sensitive to negative feedback in the social condition. These findings suggest that, within the vmPFC, the PACC subserves primarily an affective function, whereas in other regions social context can modulate affective responses.     

Factorial validity of the Mental Toughness Questionnaire-48

The purpose of this study was to assess the factorial validity of the Mental Toughness Questionnaire-48 (Clough, Earle, & Sewell, 2002). In total, 8207 participants (male n = 4019, female n = 3922, unspecified = 266) aged between 16 and 68 years (M = 37.00, SD = 12.09) completed the MTQ48. Model fit was assessed using confirmatory factor analysis (CFA) and exploratory structural equation modeling, in addition to the robust maximum likelihood estimator. Overall, our results support the factorial validity of the MTQ48 and indicate that the MTQ48 is a robust psychometric measure of mental toughness. Along with previous data, which supports the internal validity of the MTQ48 in addition to results of this study, it would appear that the MTQ48 is an acceptable method of assessing mental toughness.     

The experience of ego threat in the public arena: A study of air ball shots performance in collegiate basketball

Performance following ego threat has often been studied in the laboratory under conditions, which may limit external validity. In the current investigation, Men’s college basketball games were studied focusing on attempts at shot that completely missed the basket and are thus known colloquially as “air ball” shots (ABS). When an away player launches an ABS, the home crowd is likely to recite in unison an “air ball, air ball” chant (ABC) to single him out for a uniquely subpar performance. Similar poor performance by a home player is almost always ignored. An archival exploration showed that away players who shot an ABS had a lower success rate in the shot immediately after, as compared to home players launching an ABS, however, this difference was unrelated to ABC. Also, players with a better shooting ability were better able to deal with the debilitating effects. The results expand ego threat research and are discussed in the context of ego‐depletion and a model is proposed to predict performance quality in social context when the negative feedback is delivered by partisans and one’s knowledge of his skill level is known.     

The self-protective and undermining effects of attributional ambiguity

Two experiments assessed the self-protective and undermining effects of attributional ambiguity. Both studies utilized immersive virtual environment technology to achieve otherwise difficult manipulations of stigma. In Experiment 1, White and Latino participants were either stigmatized (represented as Latino) or not (represented as White) and given negative leadership performance feedback. Afterwards, stigmatized participants reported higher well-being and attributed negative feedback more to discrimination than nonstigmatized participants. In Experiment 2, Latinos represented veridically showed self-protective effects after receiving negative leadership feedback. Additionally, this experiment revealed undermining effects of attributional ambiguity such that those participants represented as Latino discounted positive feedback and reported lower well-being. Thus, attributional ambiguity of stigmatized individuals (real or induced) buffered well-being in the face of negative feedback but undermined the well-being effects of positive feedback.     

Recherche de feedback et performance au travail : l’effet modérateur des orientations vers les objectifs

This paper examines the relationship between the search for positive and negative feedback and job performance, as rated by supervisors, as a function of employees’ goal orientations (learning, performance, and avoidance). Based on a study among 197 employees from various industries, the relationship between the search for positive feedback and job performance was found to be stronger and positive when either learning, performance, or avoidance goal orientation was high, revealing the effects consistently favorable of positive feedback. In contrast, the search for negative feedback exerted a negative effect on job performance among employees who held a high performance goal orientation. We discuss the implications of these findings for our understanding of the effects of feedback-seeking behavior on job performance.     

A Pre-Match Video Self-Modeling Intervention in Elite Youth Football

In this study, a self-modelling video intervention was delivered to four elite youth soccer players over 13 weeks of the competitive soccer season. A multiple-baseline, repeated measures single-subject design was used to explore the impact of the intervention on subcomponents of soccer performance and psychological variables, including self-efficacy and positive/negative affect. Statistical analysis indicated that there were significant changes between pre- and post-intervention scores for two players (1 & 3) on three subcomponents of performance (turns, headers and tackles). The findings of this study highlight the potential benefits of designing individualised pre-match video interventions with elite youth athletes.

Lay Summary:

Video self-modelling (VSM) is a behavioural intervention in which an athlete views a video of themselves engaged in adaptive behaviour, in order to learn to reproduce it effectively under pressure. In this study, the impact of a self-modelling video intervention is examined within a youth football soccer environment.     

Task feedback effects on conflict monitoring and executive control: relationship to subclinical measures of depression

Emerging evidence suggests that depression is associated with executive dysfunction, particularly after committing errors or receiving negative performance feedback. To test this hypothesis, 57 participants performed two executive tasks known to elicit errors (the Simon and Stroop Tasks) during positive or negative performance feedback. Participants with elevated depressive symptoms (Beck Depression Inventory scores >or= 13) were characterized by impaired posterror and postconflict performance adjustments, especially during emotionally negative task-related feedback. Additionally, for both tasks, depressive symptoms were inversely related to postconflict reaction time adjustments following negative, but not positive, feedback. These findings suggest that subclinical depression is associated with impairments in behavioral adjustments after internal (perceived failure) and external feedback about deficient task performance.     

Latent inhibition and learned helplessness in children: Similarities and differences

Four experiments used a common set of procedures to investigate the occurrence and the generalization of learned helplessness (LH) and latent inhibition (LI) in 10- to 11-year-old children. In Experiment 1, preexposure to response-outcome independence impaired performance (i.e., LH) on two subsequent tests: The first was similar to the preexposure situation, the second was not. Moreover, LH occurred whether preexposure involved positive or negative feedback. On the other hand, noncontingent stimulus preexposure did not impair subsequent performance, i.e., LI was not obtained in the first experiment. Experiment 2 replicated the LH findings of Experiment 1: LH occurred following preexposure to response-independent feedback, regardless of whether that feedback was positive or negative, and LH generalized to a situation that was different from the preexposure situation. In addition, the stimulus preexposure procedures of Experiment 2 were embedded in a “masking” task and, under these conditions, LI was obtained. Nevertheless, LI did not generalize to a testing situation that was different from the preexposure situation. Experiment 3 demonstrated that noncontingent stimulus preexposure impairs performance relative to a nonpreexposed control group, that the effect is dependent upon masking, that masking alone produces no performance decrement, and that LI is, indeed, stimulus specific. In Experiment 4, preexposure to response-outcome independence impaired subsequent performance on similar and dissimilar tests whether feedback was consistently positive, consistently negative, or randomly positive and negative over trials. In addition, stimulus preexposure produced LI only under conditions of masking and even then, LI was not evident in novel test situations. The results are discussed in terms of common and different mechanisms underlying the LI and LH phenomena.     

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.     

PERFORMANCE FEEDBACK EFFECTS IN TRAINING: THE ROLE OF PERCEIVED CONTROLLABILITY

A field experiment with 86 employees tested whether performance feedback that attributes past performance to factors within trainees' control would result in heightened software efficacy, goal commitment, positive mood, and learning, compared to feedback that attributes past performance to factors outside trainees' control. In addition, we assessed whether the use of feedback would produce a Galatea effect, or gain in trainees' performance that is the result of a boost in their self-efficacy. The results show that trainees who received feedback that attributed their performance to factors within their control had higher software efficacy. Software efficacy was positively related to learning (both declarative knowledge and compilation). Contrary to our expectations, feedback did not influence goal commitment or positive mood. Further, a statistically significant Galatea effect was not obtained; however, feedback that attributes performance to factors outside trainees' control was related to a decrease in software efficacy.