Feedback and the rationing of time and effort among competing tasks

The study described here tested a model of how characteristics of the feedback environment influence the allocation of resources (time and effort) among competing tasks. Results demonstrated that performers invest more resources on tasks for which higher quality (more timely and more specific) feedback is available; this effect was partially mediated by task salience and task expectancies. Feedback timing and feedback specificity demonstrated both main and interaction effects on resource allocations. Results also demonstrated that performers do better on tasks for which higher quality feedback is available; this effect was mediated by resources allocated to tasks. The practical and theoretical implications of the role of the feedback environment in managing performance are discussed.     

Self-assessment,self-enhancement,and task preference

If task choice depends on a person's interest in the accurate assessment of his or her abilities, task attractiveness should be positively related to the diagnosticities of all performance outcomes with regard to one's ability level. In contrast, the view that people are primarily interested in maximizing pride or mininizing shame would predict that task attractiveness is positively related to the diagnosticity of success but negatively related to the diagnosticity of failure. To test these predictions, subjects were presented with tasks that varied orthogonally in the extent to which success was diagnostic of high ability level and the extent to which failure was diagnostic of low ability level. Consistent with the self-assessment view, task attractiveness increased both with the diagnosticity of success and with the diagnosticity of failure. Furthermore, both effects were more pronounced for high achievement motive subjects than for low achievement motive subjects. This result lends support to the self-assessment view, which assumes that high achievement motive subjects are more interested in attaining the ability-relevant information contained in any performance outcome.     

Social Comparison and Satisfaction: Students' Reactions After Exam Feedback Predict Future Academic Performance1

These studies examined the relations among performance satisfaction, choice of social comparison targets, and subsequent performance in a classroom setting. Previous research has shown that comparison with high performers helps academic performance. In 2 field studies, this relation was moderated by satisfaction with initial performance. After learning their scores on the first exam of the semester, students indicated their satisfaction with the scores and performance level of someone with whom they would like to compare exams. Comparison with poor performers was beneficial when coupled with dissatisfaction. Dissatisfied students who preferred comparison with poor performers improved over the semester.     

Self‐ratings in Training Programs: An Examination of Level of Performance and the Effects of Feedback

The level of agreement (mean differences and correlations) between self, peer and training staff ratings were examined in this study. The sample consisted of 545 participants who were undertaking a Royal Australian Airforce officer training program. Consistent with previous research there was strong agreement between training staff and peers and weak agreement between self‐ratings and ratings by others (training staff and peers). Accuracy of ratings was examined by (a) comparing the mean ratings of outstanding, average and below‐average performers; and (b) correlating difference scores with a measure of performance. The findings showed that below‐average performers have a less accurate view of themselves compared to outstanding performers. Finally, we examined the effects of negative feedback on self‐perceptions. The analyses indicated that after receiving negative feedback, average performers adjusted their self‐ratings. Various explanations were proposed together with practical implications for training.     

Determinants of information-seeking behavior

Two studies examined situational determinants of choice among anagram tests that varied both in difficulty and in diagnosticity (the information they provided about one's own ability). In both studies, subjects worked on a preliminary anagram test before making their choices. Study 1 manipulated level of performance on the preliminary test. Results showed that high performance led to preferring more difficult and more diagnostic tests. In Study 2, subjects were either paid or not paid for their performance on the preliminary test. Results showed that pay led to a preference for more diagnostic tests. Unexpectedly, results of both studies showed that although difficulty and diagnosticity were defined independently of one another, they were not perceived as such. Thus, high diagnostic tests were perceived as more difficult; more difficult tests were perceived as more diagnostic; and the difference between high and low diagnostic tests in perceived diagnosticity and choice of items (high diagnostic tests had higher scores on both measures) were more pronounced among more difficult tests. Motivational as well as cognitive interpretations of the results were discussed.     

Making judgments about ability: the role of implicit theories of ability in moderating inferences from temporal and social comparison information

Two studies examined the novel proposal that implicit theories of intelligence (C. S. Dweck & E. L. Leggett, 1988) moderate both the effects of performance trends on ability inferences and the perceived diagnosticity of temporal versus normative feedback. Results from 613 adolescents and 42 teachers confirmed that entity theorists perceived initial outcome as more diagnostic and inferred higher ability in another (Study 1) and in the self (Study 2) in a declining outcome condition; incremental theorists perceived last outcome as more diagnostic and inferred higher ability in an ascending condition. Experimental induction of beliefs about ability had similar effects. As predicted, self-appraisal was affected more by temporal feedback among incremental theorists and by normative feedback among entity theorists. Results help resolve prior mixed findings regarding order effects and responses to temporal and normative evaluation.     

Self-assessment and task performance

The present study tested the idea that the amount of effort expended in task performance is a function of the amount of uncertainty in one's ability level the resulting outcomes are expected to reduce. Two determinants of expected uncertainty reduction were manipulated: prior uncertainty about one's ability level and the diagnosticity of the task. Subjects first performed an initial task and then received fictitious feedback to manipulate their prior uncertainty. To induce low uncertainty, the feedback implied that the subjects are highly likely to have either low, intermediate, or a high level of ability. To induce high uncertainty, the feedback implied that the various ability levels were equally probable. Subjects then performed a task whose perceived diagnosticity regarding the ability under consideration was varied. As expected, subjects who were highly uncertain about their ability level performed better than subjects who were relatively certain they possessed either low, intermediate, or a high level of ability. Performance also improved with task diagnosticity, and the effect of task diagnosticity on performance was more pronounced when prior uncertainty was high than when it was low. Past research on the relationship between prior feedback and subsequent performance was discussed in light of the present results and a self-assessment model of achievement behavior.     

Diagnosticity,confidence, and the need for information

Recent research has suggested that people prefer to use the most diagnostic available information as the basis for their choices and decisions, and are most confident in those decisions when information is highly diagnostic. However, the effect of information diagnosticity on the need for additional information has yet to be investigated; that is, in an optional stopping task, will the amount of information requested depend upon information diagnosticity? Three models of the role of diagnosticity in information use were examined; expected value, a confidence criterion, and information cost. Subjects attempted to categorize stimuli with the aid of information of varying costs and diagnosticity levels. They requested more information when it was obtained at a low cost. More importantly, across cost conditions, subjects consistently requested greater amounts of information when that information was of a low diagnosticity. These data seem most consistent with use of a confidence criterion that is adjusted for information costs.     

The Role of Task Experience and Prior Knowledge for Detecting Invalid Augmented Feedback while Learning a Motor Skill

Two hypotheses were investigated. These were generated from results reported by Buekers, Magill, and Sneyers (1994) and an uncertainty account of those and other effects on skill learning of erroneous knowledge of results (KR). The first hypothesis proposes that if experienced performers have developed the capability of detecting and correcting errors, then they should not be influenced by erroneous KR in the same way as novices. The second proposes that if information about the invalid feedback is given to subjects prior to the beginning of the practice trials, then the capability for assessing feedback can be accelerated such that subjects who receive this advance information should not be misled by the erroneous KR. The first hypothesis was investigated in Experiment 1 by having subjects practise an anticipation timing task for 450 trials. One group received correct KR on all trials, and another group received no KR. Half of the subjects in each group were unexpectedly switched to erroneous KR after 400 trials. Results indicated that the erroneous KR influenced both groups during acquisition and on a retention test one minute later. However, on a retention test given one week later, only the group that had practised with no KR before being switched to erroneous KR continued to show the negative influence of the invalid KR. The second hypothesis was examined in Experiment 2 by telling subjects prior to beginning practice trials that it was possible that the KR they received would be erroneous. Results showed that this intervention strategy was effective on the no-KR retention tests only for subjects who had no-KR trials alternated with trials on which they received the erroneous KR. The results of these experiments provide evidence that uncertainty about the validity of sensory feedback increases the likelihood that subjects will be misled by invalid augmented feedback. Moreover, this uncertainty can be overcome by increased experience or by providing advance knowledge about the nature of the invalid feedback.     

Cultural Differences in the Motivation to Seek Performance Feedback: A Comparative Policy-Capturing Study

We examined differences in the motivation to directly seek performance feedback between Canadian (n?=?72) and Chinese (n?=?64) participants using a policy-capturing methodology. Results generally support the premise that the motivation to seek performance feedback varies as a function of national culture. Compared to Canadians, image-defense motivation was more predictive of (a) the importance placed on feedback source, and (b) whether feedback is sought in public, for feedback-seeking decisions among Chinese participants. Ego-defense motivation was more predictive of the importance placed on feedback valence for feedback-seeking decisions among Canadian participants than among those from China. We discuss the implications of the study findings and consider future research directions.     

Examining Action Effects in the Execution of a Skilled Soccer Kick by Using Erroneous Feedback

The authors examined the role of action effects (i.e., ball trajectory) during the performance of a soccer kick. Participants were 20 expert players who kicked a ball over a height barrier toward a ground-level target. The authors occluded participants' vision of the ball trajectory after foot-to-ball contact. Participants in a 1st group received erroneous feedback from a video that showed a ball-trajectory apex approximately 75 cm lower than that of their actual kick, although the ball's landing position was unaltered. Participants in a 2nd group received correct video feedback of both the ball trajectory and the landing position. The erroneous-feedback group showed a significant bias toward higher ball trajectories than did the correct-feedback group. The authors conclude that performers at high levels of skill use the visual consequences of the action to plan and execute an action.     

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.     

Explicit awareness supports conditional visual search in the retrieval guidance paradigm

In four experiments we explored whether participants would be able to use probabilistic prompts to simplify perceptually demanding visual search in a task we call the retrieval guidance paradigm. On each trial a memory prompt appeared prior to (and during) the search task and the diagnosticity of the prompt(s) was manipulated to provide complete, partial, or non-diagnostic information regarding the target's color on each trial (Experiments 1–3). In Experiment 1 we found that the more diagnostic prompts was associated with faster visual search performance. However, similar visual search behavior was observed in Experiment 2 when the diagnosticity of the prompts was eliminated, suggesting that participants in Experiment 1 were merely relying on base rate information to guide search and were not utilizing the prompts. In Experiment 3 participants were informed of the relationship between the prompts and the color of the target and this was associated with faster search performance relative to Experiment 1, suggesting that the participants were using the prompts to guide search. Additionally, in Experiment 3 a knowledge test was implemented and performance in this task was associated with qualitative differences in search behavior such that participants that were able to name the color(s) most associated with the prompts were faster to find the target than participants who were unable to do so. However, in Experiments 1–3 diagnosticity of the memory prompt was manipulated via base rate information, making it possible that participants were merely relying on base rate information to inform search in Experiment 3. In Experiment 4 we manipulated diagnosticity of the prompts without manipulating base rate information and found a similar pattern of results as Experiment 3. Together, the results emphasize the importance of base rate and diagnosticity information in visual search behavior. In the General discussion section we explore how a recent computational model of hypothesis generation (HyGene; Thomas, Dougherty, Sprenger, & Harbison, 2008), linking attention with long-term and working memory, accounts for the present results and provides a useful framework of cued recall visual search.     

Self-evaluation of abilities: accurate self-assessment versus biased self-enhancement

Past research indicates that individuals are keenly aware of the diagnostic implications of their performance. Theories differ, however, in regard to how this awareness influences task choice. According to the self-assessment view, individuals choose tasks that are maximally informative of abilities, regardless of self-esteem implications. According to the self-enhancement view, task choice is often mediated by a concern for self-esteem protection. In the first study, subjects chose among eight forms of a cognitive abilities test that varied in their diagnosticity of success, diagnosticity of failure, and difficulty. In accordance with the self-assessment view, test choice was found to be positively related to diagnosticity of success and, to a lesser extent, diagnosticity of failure. Test choice was also dependent on the interaction of diagnosticity and difficulty in a manner that was more consistent with the self-assessment view. In a second study that provided more precise measurement of perceived diagnosticity and expected success, results indicated that the motives for self-assessment and self-enhancement were each reliably related to task preference. Of the two, self-assessment motivation was a stronger determinant of task preference. Taken together, these results suggest that task choice is governed largely by a concern for accurate self-appraisal. Additional results, however, indicate that current models may require revisions that take into account the less-than-accurate appraisal of diagnosticity.     

信息反馈不一致导致习得无助机制的实验研究

研究以90名大学生为被试,探讨认知活动中,信息反馈不一致性和操作成绩评价反馈导致大学生无助现象的机制。结果表明:认知活动中,信息反馈不一致,损害了被试的认知和情绪,对动机的损害没有达到显著性水平;实验中是否给予被试操作成绩评价,对被试的动机、认知和情绪影响不显著。说明在认知活动中,信息反馈不一致,是导致习得无助的关键因素,是否对被试的操作成绩给予评价反馈,不会导致习得无助,验证了习得无助的信息加工理论模型。实验也表明,信息反馈不一致不会形成被试反应性的抑郁。     

Feedback and performance expectancies in an academic setting

College students in two psychology courses estimated their confidence in passing and their anticipated score for three examinations. On the first examination the results from both courses supported the prediction that women, compared to men, would be less confident of passing, would predict lower scores, and would underestimate their obtained scores. These sex differences disappeared, as predicted, on the second and third examination for the course, in which the situation remained relatively constant over the term. However, contrary to predictions, the sex differences were maintained over all three examinations for the second course, which involved different instructors for each exam. Thus, the effects of feedback on performance expectancies seem to be vulnerable to situational changes.     

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.     

第二语言学习中的反馈

在第二语言学习中,反馈指针对学习者的言语行为给予学习者的评价性信息。该文阐释了反馈的概念、类型以及反馈在第二语言学习中的角色,并从反馈的时机与对象、对学习者注意力的引导、学习者认知资源的限制、情感支持等方面分析了有效反馈的特征,最后对反馈研究对我国第二语言学习与教学的意义及以后的研究方向进行了探讨     

A FIELD STUDY OF THE RELATIONSHIP BETWEEN THE ORGANIZATIONAL FEEDBACK ENVIRONMENT AND PERFORMANCE

This field study used the Job Feedback Survey (Herold & Parsons, 1985) and performance data gathered from multiple sources to examine the relationship between the perceived organizational feedback environment and performance. Regression analyses indicated that, while holding the other feedback variables constant, feedback from supervisory and organizational sources was related to reported job performance while feedback from peers and self was not. Most of the unique variance in performance explained by feedback was also accounted for by feedback from organizational and supervisory sources. Negative expressions from organizational/supervisory sources (e.g., the supervisor expressing anger, the company communicating dissatisfaction with poor performance) were related to lower performance, and positive job changes initiated by these sources (e.g., increasing responsibility, assignment to special jobs) were related to higher performance. Higher performers did not receive more feedback than lower performers but did receive more total positive feedback. Supplemental issues, possible explanations, and implications of the findings are discussed.     

Implicit diagnosticity in an information-buying task. How do we use the information that we bring with us to a problem?

Past research suggests that people may make use of diagnosticity information when explicit data regarding P(D | H) and P(D | ? H) are given to them. However, people fall victim to pseudodiagnosticity biases and ignore P(D | ? H) when such data must be actively sought. This series of four experiments utilized judgment problems in which subjects have knowledge of P(D | ? H) but must recognize the relevance of that knowledge for the judgment at hand. It was hypothesized that subjects who genuinely understood the role of P(D | ? H) in hypothesis testing would respond to this manipulation of implicit diagnosticity by exhibiting greater confidence and lesser information buying when given evidence of relatively high diagnosticity. In the first three studies, subjects attempted to judge the guilt or innocence of suspects in several fictional crimes. In the fourth experiment, subjects attempted to judge the club membership status of students at their own university. Greater amounts of information were bought when the only available information was of low diagnosticity. Subjects also expressed greater confidence in judgments made using highly diagnostic information. However, within the legal scenario, sensitivity to diagnosticity was dependent upon the implication of the cues received. Results are discussed with respect to Bayesian probability, expected value theory, and a confidence criterion model of information purchasing.