Feedback specificity, exploration, and learning

Greater feedback specificity is generally considered to be beneficial for performance and learning, but the evidence for this generalization is limited. The authors argue that increasing the specificity of feedback is beneficial for initial performance but discourages exploration and undermines the learning needed for later, more independent performance. The results of their transfer experiment demonstrate that increasing the specificity of feedback positively affected practice performance, but its benefits did not endure over time or modification of the task. In addition, feedback specificity negatively affected levels of exploration during practice and interacted with exploration strategies to affect learning. The results suggest that those who received feedback of varying specificity may have learned through different but equally beneficial mechanisms.     

Faded Versus Increasing Feedback,Task Variability Trajectories,and Transfer of Training

We assessed the merit of the advice given in the literature to fade feedback over the course of training because it was not based on solid research evidence. In a transfer experiment, we compared the effects of faded versus increasing feedback-provided guidance over the course of training on performers' task variability patterns and the subsequent transfer of effective responses to different task conditions. We found that faded feedback led to a rapid change in the percentage of favorable (vs. unfavorable) task conditions experienced over the course of training, which facilitated the transfer of effective responses to favorable task conditions. Alternatively, increasing feedback-provided guidance resulted in a gradual increase in the percentage of favorable (vs. unfavorable) task conditions experienced over the course of training and more balanced exposure to different task conditions. This facilitated the transfer of effective responses to unfavorable task conditions and more equal transfer of effective responses to favorable and unfavorable task conditions. The results indicated that recommendations to fade feedback over training need to be qualified and have implications for the design of feedback interventions used in training and other developmental activities.     

Feedback specificity, learning opportunities, and learning

Although increasing feedback specificity is generally beneficial for immediate performance, it can undermine certain aspects of the learning needed for later, more independent performance. The results of the present transfer experiment demonstrate that the effects of increasing feedback specificity on learning depended on what was to be learned, and these effects were partially mediated through the opportunities to learn how to respond to different task conditions during practice. More specific feedback was beneficial for learning how to respond to good performance and detrimental for learning how to respond to poor performance. The former relationship was partially mediated by feedback specificity's effect on learning opportunities during practice. The results have implications for designing feedback interventions and training to maximize the learning of various aspects of a task.     

TRANSFER TRAINING METHOD: ITS INFLUENCE ON SKILL GENERALIZATION, SKILL REPETITION, AND PERFORMANCE LEVEL

This study contrasted goal setting and self-management training designs for their effectiveness in facilitating transfer of training to a novel task. Behavioral measures of performance were used to assess transfer in terms of skill generalization, skill repetition and overall performance level. Skill generalization was more limited among the goal-setting trainees as compared to the self-management trainees. While goal-setting trainees generalized fewer skills to the novel task context, these skills tended to be used more repeatedly. In contrast, self-management trainees exhibited higher rates of skill generalization and higher overall performance levels on the transfer task, even after the effects of outcome goal level were controlled. Implications are discussed for future research on training transfer.     

Problem-oriented training promotes spontaneous analogical transfer: Memory-oriented training promotes memory for training

Spontaneous analogical transfer is the use of information from one problem to solve another problem, without an explicit hint to use the previous information. The results of five experiments were that if subjects tried to solve a training problem before hearing its solution, or tried to explain a training story's solution before hearing the correct explanation, spontaneous transfer was more likely than it was if subjects had studied the same training passage for memory before hearing its solution or explanation. The advantage of problem-oriented processing over memory-oriented processing occurred even though solution attempts nearly always failed, and the advantage was not reduced if the target problem was tested 15 min later rather than immediately after training. We propose that problem-oriented processes performed at study are appropriate processes to use at test. Further support for the account comes from subjects' memory for the training passages; the advantage for problem-oriented processing on solution tasks was mirrored by an equally substantial advantage for the memory-oriented subjects on a recall task.     

Children's metacognition: Exploring relations among knowledge,process, and motivational variables

Following a metamemory pretest, 60 first and third grade children (6 and 8 years of age, respectively) were divided into three treatment groups which received task-specific strategy instructions appropriate for three memory problems, general metacognitive information about subordinate and superordinate processing, or both strategy and metacognitive training. Maintenance and generalization versions of the memory tasks were given, followed by an attributional assessment of children's perceptions of the causes for specific success and failure outcomes. Post-training scores on the memory tasks showed that strategy training was highly successful. Metacognitive training appeared to have no effect on the metameory or strategy scores with one exception: metamemory and strategy use on the generalization task were significantly correlated only for children who received both metacognitive and strategy training. Apparently, children who were initially high in metamemory skills profited more from the comprehensive training package, using new metacognitive insights to aid the generalization of acquired strategies to the transfer tasks. Among strategy-trained children those who attributed success to effort were both more strategic and higher in metamemory than those who attributed task outcomes to noncontrollable factors such as ability or task characteristics. Results were discussed in terms of the interactive nature of knowledge, process, and motivational variables as determinants of strategy transfer.     

Skill training,retention, and transfer: The effects of a concurrent secondary task

In two experiments, we examined training, retention, and transfer of a duration production skill in a prospective paradigm. Participants were trained with feedback and then were either tested immediately for transfer without feedback or retrained with feedback 1 week later. There were three training and retraining conditions, two involving secondary tasks. Retention of the duration production skill was perfect across the 1-week delay when the secondary task condition was unchanged, but there was no skill transfer when that condition was changed. These findings demonstrate specificity of training, with the assumption that the cognitive operations learned during duration production training incorporate requirements of the secondary task. More generally, this study challenges the current practice in which training conditions often do not match eventual testing conditions.     

Age differences in skill acquisition and transfer in an implicit learning paradigm

Age differences in learning a complex cognitive skill are examined. The type of knowledge gained and levels of performance and transfer achieved, under different practice conditions, were compared in younger and older groups of trainees. The development of verbalizable knowledge about the task but not task performance itself varied as a function of age and practice condition. All trainees achieved transfer to novel versions of the task but older subjects appeared restricted to tasks drawn from the same semantic domain. The implications of these findings for developing training programmes for older workers are discussed.     

Decision making under risk condition in patients with Parkinson's disease: a behavioural and fMRI study

We aimed to study whether previously described impairment in decision making under risky conditions in patients with Parkinson's disease (PD) is affected by deficits in using information about potential incentives or by processing feedback (in terms of fictitious gains and losses following each decision). Additionally, we studied whether the neural correlates of using explicit information in decision making under risk differ between PD patients and healthy subjects. We investigated ten cognitively intact PD patients and twelve healthy subjects with the Game of Dice Task (GDT) to assess risky decision making, and with an fMRI paradigm to analyse the neural correlates of information integration in the deliberative decision phase. Behaviourally, PD patients showed selective impairment in the GDT but not on the fMRI task that did not include a feedback component. Healthy subjects exhibited lateral prefrontal, anterior cingulate and parietal activations when integrating decision-relevant information. Despite similar behavioural patterns on the fMRI task, patients exhibited reduced parietal activation. Behavioural results suggest that PD patients' deficits in risky decision making are dominated by impaired feedback utilization not compensable by intact cognitive functions. Our fMRI results suggest similarities but also differences in neural correlates when using explicit information for the decision process, potentially indicating different strategy application even if the interfering feedback component is excluded.     

Delaying feedback promotes transfer of knowledge despite student preferences to receive feedback immediately

Educators and researchers who study human learning often assume that feedback is most effective when given immediately. However, a growing body of research has challenged this assumption by demonstrating that delaying feedback can facilitate learning. Advocates for immediate feedback have questioned the generalizability of this finding, suggesting that such effects only occur in highly controlled laboratory settings. We report a pair of experiments in which the timing of feedback was manipulated in an upper-level college engineering course. Students practiced applying their knowledge of complex engineering concepts on weekly homework assignments, and then received feedback either immediately after the assignment deadline or 1 week later. When students received delayed feedback, they performed better on subsequent course exams that contained new problems about the same concepts. Although delayed feedback produced superior transfer of knowledge, students reported that they benefited most from immediate feedback, revealing a metacognitive disconnect between actual and perceived effectiveness.     

任务结构相似性对工作记忆训练迁移效应的影响

研究发现,个体的工作记忆能力通过训练可以提高。但是,目前对于工作记忆训练的迁移效应,尚未有统一的结论。本文通过梳理相关研究,发现训练任务与评估迁移效应任务之间的结构相似性会对迁移效应产生影响。结构相似性即训练任务和未训练任务之间共享加工和加工程序,而这个共享加工和加工程序能通过发展相似的策略实现工作记忆训练的迁移。今后研究应该更加注意以往研究设计中的不足,针对不同群体的工作记忆训练效果的机制分别进行研究。     

Transfer of training: A field investigation of youth training

This study investigated, in the field, differences in the transfer and retention of training in using micrometers, of two groups of young trainees. The experimental group were motor-vehicle servicing trainees and the control group were information technology trainees. The results showed that (i) there was no difference between trainees of the two groups in end-of-training tests when they were trained from scratch, though the information technology trainees retained the skill better; (ii) experimental subjects, who had learned the micrometer skill one year previously, were more effectively trained to use it in a new trade than were control subjects, who lacked previous experience; (iii) experimental subjects, who had learned the micrometer skill one year previously, were not more effectively trained to use a vernier height-gauge. Results are discussed in terms of the level of skill at which a possible transfer mechanism may be supposed to operate. Evidence is presented of effective transfer of training between two skills very closely related at the motor level. Failure of transfer of training between two skills related at a somewhat higher level of abstraction is shown. The question of transfer of training between two skills not closely related at these lower levels, but related at a yet higher level of abstraction, is discussed.     

Explicit and implicit processes in multicue judgment

In two experiments, a multicue probability learning task was used to train participants in relating judgments to a criterion, on the basis of several cues that could or could not be relevant. The outcome feedback had 25% added noise to simulate real-world experience-based learning. Judgmental strategies acquired were measured by individual multiple linear regression analyses of a test phase (with no feedback) and were compared with self-ratings of cue relevance. In a third experiment, participants were instructed explicitly on cue relevance, with no training phase. The pattern of results suggested that both implicit and explicit cognitive processes influenced judgments and that they may have been sensitive to different task manipulations in the learning phase. On more complex tasks, despite weak explicit learning, explicit processes continued to influence judgments, producing a decrement in performance. These findings explain why studies of expert judgment often show only moderate levels of self-insight, since people have only partial access to the processes determining their judgments.     

EFFECTS OF CHARISMATIC INFLUENCE TRAINING ON ATTITUDES, BEHAVIOR, AND PERFORMANCE

This study investigated the effectiveness of training in 2 components of charisma (charismatic communication style and visionary content). Forty-one business students received charismatic influence training, presentation skills training, or no training. All participants prepared and gave a speech. Groups of 2-3 students ( N = 102) watched 1 of the videotaped speeches and then performed a task based on the speech instructions. Charismatic influence trainees performed better on a declarative knowledge test and exhibited more charismatic behaviors than those in the other conditions. In addition, participants who viewed a charismatic influence trainee performed best.     

An Evaluation of Interventions to Facilitate Algebra Problem Solving

Three participants were trained on 6 target algebra skills and subsequently received a series of 5 instructional interventions (cumulative practice, tiered feedback, feedback plus solution sequence instruction, review practice, and transfer training) in a multiple baseline across skills design. The effects of the interventions on the performance of 5 problem-solving tasks that required novel combinations of 2 or more of the target skills were evaluated. Results showed that cumulative practice of the skills and a combination of feedback with solution sequence instruction led to limited performance increases on some of the problem-solving tasks, with one task meeting the mastery criterion following the solution sequence intervention. The introduction of the transfer training resulted in more consistent improvements across tasks such that participants achieved the performance criterion on all remaining problem-solving tasks during a final baseline condition. The findings suggest that a structured intervention designed to transfer stimulus control from previously established discriminative stimuli to more complex, novel stimuli can facilitate problem solving without extensive direct instruction on the higher-level skills. This research was funded in part by a contract with the Florida Department of Children and Families. The content and opinions expressed herein do not necessarily reflect the position or policy of the Department of Children and Families. We thank Tim Vollmer for suggestions made throughout this study and for helpful comments on an earlier draft of this paper. We also thank Linda Meckler for her assistance with data collection. Kristin H. Mayfield, now at iLearn, Inc., Marietta, GA, USA.     

Marginally perceptible outcome feedback, motor learning and implicit processes

Participants struck 500 golf balls to a concealed target. Outcome feedback was presented at the subjective or objective threshold of awareness of each participant or at a supraliminal threshold. Participants who received fully perceptible (supraliminal) feedback learned to strike the ball onto the target, as did participants who received feedback that was only marginally perceptible (subjective threshold). Participants who received feedback that was not perceptible (objective threshold) showed no learning. Upon transfer to a condition in which the target was unconcealed, performance increased in both the subjective and the objective threshold condition, but decreased in the supraliminal condition. In all three conditions, participants reported minimal declarative knowledge of their movements, suggesting that deliberate hypothesis testing about how best to move in order to perform the motor task successfully was disrupted by the impoverished disposition of the visual outcome feedback. It was concluded that sub-optimally perceptible visual feedback evokes implicit processes.     

Augmented Feedback Presented in a Virtual Environment Accelerates Learning of a Difficult Motor Task

One can use a number of techniques (e.g., from videotaping to computer enhancement of the environment) to augment the feedback that a subject usually receives during training on a motor task. Although some forms of augmented feedback have been shown to enhance performance on isolated isometric tasks during training, when the feedback has been removed subjects have sometimes not been able to perform as well in the "real-world" task as controls. Indeed, for realistic, nonisometric motor tasks, improved skill acquisition because of augmented feedback has not been demonstrated. In the present experiments, subjects (Experiment 1, N = 42; Experiment 2, N = 21) performed with a system that was designed for teaching a difficult multijoint movement in a table tennis environment. The system was a fairly realistic computer animation of the environment and included paddles for the teacher and subject, as well as a virtual ball. Each subject attempted to learn a difficult shot by matching the pattern of movements of the expert teacher. Augmented feedback focused the attention of the subject on a minimum set of movement details that were most relevant to the task; feedback was presented in a form that required the least perceptual processing. Effectiveness of training was determined by measuring their performance in the real task. Subjects who received the virtual environment training performed significantly better than subjects who received a comparable amount of real-task practice or coaching. Kinematic analysis indicated that practice with the expert's trajectory served as a basis for performance on the real-world task and that the movements executed after training were subject-specific modifications of the expert's trajectory. Practice with this trajectory alone was not sufficient for transfer to the real task, however: When a critical component of the virtual environment was removed, subjects showed no transfer to the real task.     

Performance evaluations, need for cognition, and the acquisition of a complex skill: an attribute–treatment interaction

We proposed that intermittent evaluations of performance could be used to promote the acquisition of a complex skill. We also hypothesized that trainees low in need for cognition (NFC) would benefit more from intermittent evaluations compared to trainees high in NFC. Accordingly, 106 young adult males participated in 5 h of training in order to learn a complex computer task that simulated the demands of a dynamic aviation environment. Trainees’ performance was assessed either intermittently during training or at the end of training. Results indicated that intermittent performance evaluations enhanced the skill-based learning of trainees low in NFC, whereas intermittent skill evaluations tended to undermine the skill-based learning of trainees high in NFC. The findings are discussed in relation to Deci’s (1975) theory of intrinsic motivation and the need for more research examining attribute–treatment interactions with respect to training and skill acquisition.     

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.     

The attenuation effect in timing: counteracting dual-task interference with time-judgment skill training

A basic finding in the time-perception literature is an interference effect in dual-task conditions involving concurrent timing and distractor tasks. Dual-task conditions typically cause time judgments to become less accurate than single-task conditions in which subjects judge time alone. Previous research (Brown, 1998 Psychological Research 61 71-81; Brown and Bennett, 2002 Psychological Research 66 80-89) has shown that practice on the distractor task reduces interference, a phenomenon called the attenuation effect. The present research was designed to determine whether practice on the time-judgment task would produce a similar result. In experiment 1, subjects reproduced 6-14 s intervals in a series of practice trials. Some subjects received feedback regarding the accuracy of each response and others received no feedback. Subsequent testing under dual-task (timing + digit memory) conditions showed that feedback training reduced interference. In experiment 2, the practice trials included both single-task and dual-task conditions. Later tests showed that feedback training eliminated the interference effect. The results highlight the role of attentional resources, the transfer of skills, and compensatory decision processes in time-judgment skill training.