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.     

The Impact of Managerial Coaching Behavior on Employee Work-Related Reactions

Purpose

The purpose of this study was to examine the relationships between perceived managerial coaching behavior and employee work-related outcomes.

Design/Methodology/Approach

Data were collected from 482 employees in a Korean public organization. The collected data were analyzed by structural equation modeling with a two-step approach.

Findings

The hypothesized conceptual model was adequately supported by the sample data. Further investigations suggested managerial coaching, which had a direct impact on employee satisfaction with work and role clarity and an indirect impact on satisfaction with work, career commitment, organization commitment, and job performance.

Implications

Findings provide empirical support to the hypothesized conceptual model of managerial coaching outcomes in organizations. Study findings offer evidence regarding prospective, but unexamined, benefits of managerial coaching. Such knowledge can be also used by practitioners for selecting and developing effective managers and leaders and understanding and managing employee attitudes and behaviors in organizations.

Originality/Value

This article is one of the first studies to provide evidence for the influence of managerial coaching behavior on employee role cognition, work attitudes, and performance. Since there is no commonly acknowledged theory or conceptual model for managerial coaching outcomes, this finding of the current hypothesized model can notably contribute to the research on managerial coaching. Furthermore, to date, no study of managerial coaching in Asian cultural contexts has been identified.     

Factors Influencing Employee Intentions to Provide Honest Upward Feedback Ratings

Based on current research involving rater motivation, we examined several factors hypothesized to influence employee intentions to provide honest upward feedback. Survey data were collected from a demographically diverse sample of hospital employees (n = 203). In summary, we found empirical support for generalizing extant models of rater motivation to an upward feedback context: cynicism towards upper management and the upward feedback process, understanding upward feedback, and opportunity to observe their supervisors were the primary predictors of employee intentions to provide honest upward feedback ratings, mediated by the (a) extent to which employees perceived positive benefits would result from rating their supervisors honestly, (b) the extent to which employees feared retaliation by their supervisors, and (c) rater self-efficacy.

管理者可信行为对员工建设性建言的影响研究

从个体、领导和同事角度出发,采用2个时间点员工-主管配对问卷调查法对299名企业员工进行调查,探讨了管理者可信行为对员工建设性建言的影响机制。结果发现：（1）管理者可信行为对员工建设性建言有正向影响;（2）员工-领导价值一致性和员工感知凝聚力在管理者可信行为与员工建设性建言关系间起双中介作用;（3）同事消极约束显著负向调节管理者可信行为与员工感知凝聚力间的关系,即当同事消极约束水平越低,管理者可信行为对员工感知凝聚力的正向影响越高;（4）同事消极约束在管理者可信行为与员工-领导价值一致性间的负向调节作用不显著。     

The Effect of Firm Survival Situations on Managerial Ethics

The purpose of this study is to examine whether certain strategic situations (profit vs. survival situations) cause managers to act more ethically or less ethically. Results from multivariate repeated measures tests suggest that managers will vary their level of ethical response when faced with a situation in which the organization's survival is at stake.     

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.     

动态两难对策中信息反馈方式对合作行为的影响

本研究着重探讨了多人动态对策情景中信息反馈方式和群体认同度对合作行为变化的影响。结果表明,集体反馈比个人反馈更能促进被试的合作行为,而群体认同度对合作行为的影响不显著;在集体反馈条件下,合作行为在各轮次问的随机波动较大,但在三个决策阶段问较为稳定;个人反馈条件下,合作行为在各轮次问的随机波动较小,但在三阶段问呈现出不对称的“U”型变化趋势。研究认为,建立在反馈信息基础上的决策学习使合作行为的动态变化具有策略性和适应性。     

能力社会比较与归因反馈对不诚实行为的影响

社会比较作为认识自我的一种方式,对个体心理与行为的诸多方面产生影响,但对于社会比较如何影响不诚实行为以及归因反馈在其中的作用,目前尚不清楚。在3项实验中操纵了不同方向的能力社会比较,探讨其对不诚实行为的影响(研究1)以及归因反馈在其中的调节作用(研究2)。结果发现:(1)相比于向下比较和无比较,向上比较会增加个体的不诚实行为;(2)归因反馈调节上述影响:向上比较后,相比于给予能力反馈,给予努力反馈可以减少个体的不诚实行为。本研究拓展了社会比较后效研究,对如何减少社会比较引起的不诚实行为具有重要启示。     

积极情绪反馈对注意捕获影响的实验研究

目的：研究采用“学习-测试”范式,通过3个实验探讨积极社会情绪反馈对注意捕获的影响。方法：实验1,在学习阶段做出反应后,分别给予积极情绪和中性情绪反馈,探讨积极情绪和中性情绪捕获注意的情况;实验2,学习阶段做出反应后,没有任何情绪反馈;实验3,改变学习阶段积极情绪和中性情绪反馈图片出现的频率,探讨图片出现频率对注意捕获的影响。结果：（1）与中性情绪相比,积极情绪捕获了较多注意（实验1）;（2）无情绪反馈时,经过多次练习的刺激作为干扰刺激也捕获到了注意（实验2）;（3）积极情绪影响刺激注意优先性的过程还受到积极情绪图片出现频率的影响（实验3）。结论：积极情绪捕获注意的机制中,也有自上而下目标驱动的机制在起作用;情绪图片出现的频率也会影响社社会情绪对注意的捕获。     

The Effect of Feedback Packaging on Ratee Reactions1

In performance‐feedback situations, reactions to the rater have been examined rarely. A clearer understanding of what causes negative reactions toward raters might be used by them to better control feedback outcomes without having to distort the feedback message. In Study I, ratee reactions to the packaging of feedback messages were examined in a laboratory experiment. A legitimizing statement included in the feedback message resulted in more positive reactions to the rater than when no such statement was presented. In addition, the use of less personal feedback language resulted in more positive reactions to the rater than when more personal language was used. Neither legitimization statement nor type of language significantly impacted reactions to the feedback message or perceptions of performance, indicating that they did not distort the feedback message. In Study 2, a laboratory observation, the use of more personal language by the rater was related negatively to ratee confidence in rater judgment and rater likability. More research on feedback packaging, with the goal of training raters in how best to convey the feedback message, is needed.     

The Effect of Feedback on Face‐Matching Accuracy

In face matching, observers have to decide if two photographs depict the same person or different people. This is a remarkably difficult task, so the current study investigated whether it can be improved when observers receive feedback for their performance. In five experiments, observers' initial matching performance was recorded before feedback for their accuracy was administered across three blocks. Improvements were then assessed with faces that had been seen previously with or without feedback and with completely new, previously unseen faces. In all experiments, feedback failed to improve face‐matching accuracy. However, trial‐by‐trial feedback helped to maintain accuracy at baseline level after feedback was withdrawn again, even with new faces (Experiments 1–3). By contrast, when no feedback was given throughout the experiment (Experiments 1–3) or when outcome feedback was administered at the end of blocks (Experiments 4 and 5), a continuous decline in matching accuracy was found, whereby observers found it increasingly difficult to tell different facial identities apart. A sixth experiment showed that this decline in accuracy continues throughout when the matching task is prolonged substantially. Together, these findings indicate that observers find it increasingly difficult to differentiate faces in matching tasks over time, but trial‐by‐trial feedback can help to maintain accuracy. The theoretical and practical implications of these findings are discussed. Copyright © 2013 John Wiley & Sons, Ltd.     

The Effect of Mood on Helping Behavior

Abstract

In the present experiment, “lost” letters were placed on the cars of team supporters at a major football grand final. Significantly more letters were returned by supporters of the losing team than by supporters of the winning team. These results were interpreted as presenting a problem for the theory that negative mood only increases helping behavior when internal attribution of responsibility occurs (Rogers, Miller, Mayer, & Duval, 1982).     

个人自立、反馈对长时距估计的影响

为了探索人格与反馈对时间估计的影响,本研究采用非时间任务和预期式时距估计的方法对个人自立高分组与低分组共40名被试进行了研究。结果发现：（1）虽然差异不显著,但是在两次时距估计中个人自立高分组的时距估计绝对错误量均小于低分组;（2）个人自立高分组的时距估计绝对错误量变化幅度显著小于低分组;（3）个人自立高分组在两次时距估计绝对错误量上的相关明显大于低分组;（4）有反馈组的时距估计绝对错误量显著小于无反馈组。据此可以认为：（1）由个人自立导致的时间估计的个体差异表现在时间估计的误差变异度和准确性两个方面。高个人自立者的时间估计误差的变异度更小,同时可能倾向于更准确地进行时距估计。（2）反馈有助于提高时间估计的准确性。（3）“绝对错误量变化幅度”和“时距估计绝对错误量的相关”是两个值得在今后的研究中应用的指标。     

The Effect of Type of Feedback in Multiple-Choice Testing on Long-Term Retention

We investigated how different types of feedback in multiple-choice testing influence long-term retention. Participants completed an initial multiple-choice test on general-knowledge questions. Then, they were randomly placed into one of the following four conditions: feedback displaying the original question and four alternative options including the correct answer (Feedback 1); feedback displaying the original question and the correct answer (Feedback 2); feedback displaying only the correct answer (Feedback 3); and no feedback (Control). On the final test two days later, participants in the feedback conditions showed improved retention—even participants who received Feedback 3 outperformed the control group, regardless of whether feedback followed correct or incorrect responses. There was no difference between the feedback conditions when feedback followed correct responses, but Feedback 1 was superior to Feedback 3 when feedback followed incorrect responses. The function of feedback in multiple-choice testing is to maintain correct responses and to correct erroneous responses.     

An Analysis of Feedback from a Behavior Analytic Perspective

The present paper presents a systematic analysis from a behavior analytic perspective of procedures termed feedback. Although feedback procedures are widely reported in the discipline of psychology, including in the field of behavior analysis, feedback is neither consistently defined nor analyzed. Feedback is frequently treated as a principle of behavior; however, its effects are rarely analyzed in terms of well-established principles of learning and behavior analysis. On the assumption that effectiveness of feedback procedures would be enhanced when their use is informed by these principles, we sought to provide a conceptually systematic account of feedback effects in terms of operant conditioning principles. In the first comprehensive review of this type, we compare feedback procedures with those of well-defined operant procedures. We also compare the functional relations that have been observed between parameters of consequence delivery and behavior under both feedback and operant procedures. The similarities observed in the preceding analyses suggest that processes revealed in operant conditioning procedures are sufficient to explain the phenomena observed in studies on feedback.     

管理心理学的现状与发展趋势

本文在综合分析了国内外管理心理学发展概况的基础上认为,在适应经济全球化和企业不断变革的情况下,组织变革、领导行为、激励机制和组织文化是管理心理学的研究新热点,管理心理学的发展趋势是重视组织层面的变革研究,强调对人力资源的系统开发,研究领域不断拓展,更加关注国家目标.并提出了管理心理学研究的近期目标和中长期发展目标的建议.     

主观社会阶层对亲社会行为的影响

从特质性的主观阶层感和情境性的主观阶层感两个角度考察了主观社会阶层对个体亲社会行为的影响。实验1采用问卷调查法,发现主观社会阶层较高的被试在人际关系取向上更倾向于共享关系取向。实验2采用材料启动法,发现对社会距离近的他人,高阶层与低阶层利他行为差异不显著;对社会距离远的他人,高阶层的利他行为显著大于低阶层组。研究结论：主观社会阶层较高的个体表现出更多的亲社会行为;社会距离起调节作用。