Understanding the motivational effects of procedural and informational justice in feedback processes

Building upon traditional feedback models, this study examined the role of fair treatment in feedback contexts. Structural equation modelling using data from 236 undergraduate students highlighted perceived accuracy as a mediator in the credibility‐motivation relationship as well as a relationship between accuracy and perceptions of procedural and informational justice. In addition, the results showed that the motivating effects of feedback accuracy partially occurred through procedural justice perceptions. Tests of an alternative model also demonstrated the interactive effects of credibility and accuracy on justice perceptions. Overall, this study provides insight into the role of fairness in appraisal processes, as well as how fairness might enhance recipients' reactions to appraisal and, subsequently, the effectiveness of appraisal systems.     

The Effects of Source Credibility and Performance Rating Discrepancy on Reactions to Multiple Raters1

Using multiple feedback sources, the present study investigated the effects of source credibility and performance rating discrepancy on recipients' reactions. Individuals performed an ambiguous group task, rated their own performance on the task, and were later provided bogus feedback ostensibly from their peers and an expert rater. Individuals reacted toward the feedback and the source of the feedback as a function of the rating discrepancy and credibility of the feedback source. Generally, more credible sources and their feedback were evaluated more favorably. However, as predicted, this effect was overcome by performance rating discrepancy in the predicted conditions. The results show the importance of studying the interactive effects of message and source characteristics on individuals' reactions.     

Effects of Message Valence,Communicator Credibility,and Source Anonymity on Reactions to Peer Feedback

Abstract

Three possible determinants of subordinates' intended performance and affective reactions to simulated peer feedback received via superiors in an American context were examined. Valence of feedback, credibility of supervisor, and anonymity or identity of peer sources of feedback were manipulated in a 2 × 2 × 2 design. Subjects responded to two scenarios depicting a superior relating peer feedback to a subordinate. The results indicated that feedback valence had a strong effect on both dependent measures. Contrary to expectations, neither supervisor credibility nor anonymity of source interacted significantly with valence. Credibility and anonymity did significantly interact with each other when male and female subjects were separately analyzed.     

A Process Model of Goal Orientation and Feedback Seeking

This study investigated antecedents of seeking different types of feedback. Individual differences in goal orientation and cost and value perceptions were proposed as antecedents of seeking different types of feedback. We hypothesized that 4 dimensions of cost and value perceptions of feedback seeking (expectancy value, appraisal value, ego cost, and self-presentation cost) are related to an individual's goal orientation. Furthermore, moving beyond a focus on the frequency of feedback seeking, we proposed that the perceptions of costs and values of feedback seeking influence the preference for and choice among 4 distinct feedback types (diagnostic, normative, assurance, and no feedback). A total of 240 students participated in a computer-simulated work setting. Results were largely consistent with the hypotheses; each goal orientation had a unique pattern of relations with the perceptions of costs and values. Cost and value perceptions, in turn, influenced preference and choice for feedback type. The theoretical implications of the research are discussed.     

Perceptions of Children's Credibility in Sexual Assault Cases1

Children's testimony often plays a central role in prosecutions of child sexual abuse. Nevertheless, research on jurors' perceptions of the credibility of child sexual assault victims remains limited. In three experiments, we examined mock jurors' reactions to children's testimony about sexual abuse. Participant jurors were exposed to videotaped or written scenarios of child sexual abuse trials and then rated victim credibility and defendant guilt. Analyses indicated that: (a) victim age was either inversely related or unrelated to perceptions of victim credibility, (b) women were more likely than men to find child victims credible, (c) corroborating testimony from a child victim increased the credibility of another child victim, and (d) exposure of participants to past criminal acts and other negative defendant character evidence heightened perceived victim credibility and defendant guilt. Implications for understanding jurors' reactions to child witnesses are discussed.     

Susceptibility to postidentification feedback is affected by source credibility

How much a person is affected by postidentification feedback is dependent on the credibility of the person giving the feedback. Seven hundred and ninety participants across three experiments viewed a crime video, made judgments from a line‐up, were provided with co‐witness and/or outcome feedback (from police officers [high credibility] or children [low credibility]), and answered testimony‐relevant questions (e.g. How good a view did you get of the person in the video?). The aim was to find out how high versus low credibility co‐witness feedback affects a witness' retrospective judgments (Experiment 1) as well as estimations of these co‐witnesses' judgments (Experiment 2). Experiment 1 showed that the feedback effect was only observed when the co‐witness responses were attributed to a high credibility source. Experiment 2 showed that high credibility co‐witnesses were estimated to score higher on the testimony‐relevant questions as compared to low credibility co‐witnesses. Experiment 3 showed that outcome feedback (e.g. ‘you identified the suspect’) produces stronger effects on testimony‐relevant questions than co‐witness feedback. The implications of these findings are that when postidentification feedback is present, it is important to determine the source of this feedback. Copyright © 2008 John Wiley & Sons, Ltd.     

Preferences for and evaluation of self‐relevant information depending on the elaboration of the self‐schemata involved

Previous findings have shown that some reactions (e.g. satisfaction with feedback) are guided by self‐enhancement theory, whereas other reactions (e.g. perceived feedback accuracy) have been shown to follow predictions of self‐consistency theory. The Integrative Self‐Schema Model (ISSM) assumes that these effects should be moderated by the elaboration of the self‐schema involved: This assumption was tested in an experimental study: 72 participants received fictitious feedback on different personality dimensions allegedly based on an adjective checklist. This feedback was either consistent with self‐perceptions, more positive than expected, or more negative than expected, and addressed highly elaborated (schematic) or less elaborated (aschematic) personality dimensions. Satisfaction, feedback accuracy and interest in further information were analysed as dependent variables. The experimental results clearly confirmed the hypotheses derived from the ISSM for satisfaction and perceived feedback accuracy. A self‐consistency effect regarding perceived feedback accuracy was found only for feedback on schematic dimensions but was attenuated on aschematic dimensions. A self‐enhancement effect regarding satisfaction was found only on aschematic dimensions. This finding was reversed on schematic dimensions. Finally, interest in further information did not follow the predictions made by the ISSM. Copyright © 1999 John Wiley & Sons, Ltd.     

PERFORMANCE FEEDBACK INFORMATION AND ORGANIZATIONAL COMMUNICATION: EVIDENCE OF CONCEPTUAL CONVERGENCE

This study investigates the degree to which performance feedback information can be conceptually housed within an existing theoretical framework of organizational communication. If one's job can be conceptualized as a work information environment, then logically there should be some communality between organizational communication and performance feedback information. In this study 213 faculty members at Iowa State University completed a questionnaire addressing patterns of organizational communication within their respective academic departments and feedback on their own job performance provided them by multiple sources. In order to uncover any underlying congruence between the communication and feedback constructs, the data were subjected to canonical correlation analysis. The results revealed that the type of feedback, source of feedback, and perceived reliability of feedback sources were all found to interact in logical patterns with selected dimensions of organizational communication.     

Addictions Counselors' Credibility: The Impact of Interactional Style,Recovery Status,and Nonverbal Behavior

The impact of addictions counselors' interactional style (confrontational vs. motivational), recovery status (recovering vs. nonrecovering), and nonverbal behavior (facilitative vs. neutral) on 116 clients' perceptions of addictions counselor credibility was examined in a fully crossed factorial design. Significant results were found, and implications are discussed.     

Influence of perceived and preferred coach feedback on youth athletes' perceptions of team motivational climate

ObjectivesThis study examined youth ice hockey players' perceptions of individual feedback received from their coach, and the agreement and discrepancies between preferred and perceived coach feedback patterns, on athletes' perceptions of team motivational climate. The following research questions were answered: How does agreement in perceived and preferred coach feedback relate to task- and ego-involving motivational climate? How does the degree of discrepancy between perceived and preferred coach feedback relate to motivational climate? How does the direction of the discrepancy between perceived and preferred coach feedback relate to motivational climate?DesignThis study used non-probability based sampling within a cross-sectional (survey) design.MethodAthletes (n = 70) completed a self-report survey comprised of measures of coaching feedback and motivational climate. The data were examined using polynomial regression and response surface analysis.ResultsLinear associations were observed between coaching feedback and motivational climate, and unique associations between the perceived and preferred coach feedback discrepancies were distinctly related to increased perceptions of both task- and ego-involved motivational climates.ConclusionsThe type of feedback, purpose of the feedback, and agreement or discrepancy in perceptions and preferences for different feedback styles are important to understanding task- and ego-involved motivational climate in youth sport. Coaching programs should assist coaches in learning their athletes' preferences for positive and negative feedback in sport and matching these preferences with their individual feedback styles.     

Reactions to Interpersonal Evaluative Feedback1

Self-enhancement approaches to self-concept provide a perspective for identifying motivational factors likely to be affected by interpersonal evaluative feedback. The main hypothesies were that in contrast to positive feedback, negative feedback would lead to higher self-esteem, lower perceptions of task importance, and lower perceptions of control over an evaluator's reactions. Students received a lesson on solving analogies from a teacher (confederate), and then took a test on analogies. After reviewing the student's test, the teacher conveyed either positive feedback, negative feedback, or no feedback. Consistent with a self-enhancement perspective, recipients of negative feedback increased their global self-esteem, placed less importance on succeeding at the task, and felt less control over the teachers' reactions. Implications for understanding the role of interpersonal evaluative feedback in motivation and self-esteem, and self-enhancing responses to threats more generally are discussed.     

The self‐esteem roller coaster: Adult attachment moderates the impact of daily feedback

People with different attachment orientations rely on different sources of self‐esteem. This 14‐day diary study examined the impact of different types of feedback on self‐esteem for adults of different attachment orientations. Consistent with theory, higher (vs. lower) anxious participants' daily self‐esteem fluctuated more with daily interpersonal feedback conveying rejection or coming from a romantic partner; they also self‐reported stronger reactions to idiosyncratic negative interpersonal feedback. Higher (vs. lower) avoidant participants showed weaker daily self‐esteem fluctuation with positive interpersonal feedback, and those with a fearful‐avoidant attachment pattern reported stronger reactions to positive agentic feedback. Self‐reported emotional reactions mediated links between attachment dimensions and self‐reported impact of feedback on self‐evaluations. Results highlight the importance of affect‐regulation strategies in influencing regulation of self‐esteem.     

Evaluating Sources of Ego-Threatening Feedback: Self-Esteem and Narcissism Effects

High self-esteem individuals in previous studies have tended to deny the credibility of negative evaluators. The present research examined possible explanations for this finding and compared the effects of self-esteem and narcissism on evaluations of negative feedback sources. Following bogus negative feedback, self-esteem predicted negative evaluations of a nonperson feedback source and positive affect, as expected from consistency theory; narcissism predicted negative evaluations of a person feedback source and hostile affect, as expected from threat-derogation and narcissism theory. Results indicate the importance of distinguishing between healthy and defensive self-esteem in understanding responses to negative feedback.     

A Scale for Source Credibility; Validated in the Selling Context

Abstract

Contributions from the research include: (1) the development of a validated scale to measure the perception of source credibility in personal selling; (2) understanding the underlying dimensions of the perception of source credibility in the selling context; (3) identification of the Sociability factor for the first time in source credibility research; and (4) recognition of the credibility implications associated with salesperson's title.     

Effects of Culturally Consistent Counseling Tasks on American and International Student Observers' Perception of Counselor Credibility: A Preliminary Investigation

The researcher investigated the causes of international students' perception of counselor credibility. Student observers viewed two videotapes of simulated counseling that were determined to be significantly different: Tape A was consistent with the Asian lndian client's cultural values; Tape B, with mainstream counseling. The observers, White American students and Asian Indian and South Korean international students, were asked to view Tape A or Tape B and answer Barak and LaCrosse's Counselor Rating Form (CRF). The Asian Indians found the culturally consistent counselor significantly more expert-like and trustworthy than the culturally discrepant counselor. The Asian Indians differed from the Americans on their perceptions of the culturally discrepant counselor.     

Post‐identification feedback effects: Investigators and evaluators

We investigated the effects of post‐identification feedback and viewing conditions on beliefs and interviewing tactics of participant‐investigators, crime reports of participant‐witnesses and participant‐evaluators' credibility judgments of the witnesses. Study 1 participants assumed the roles of witness and investigator (N = 167 pairs). Witnesses' view of a simulated crime video was manipulated by distance from viewing monitor: 2 or 9 ft. Participants made a line‐up identification and received either positive feedback or no feedback. Significant effects for witnesses and investigators were associated with viewing condition and post‐identification feedback. Interviews between investigator‐witness pairs were videotaped. Investigators asked more positive, leading questions when they were led to believe that the witness had identified the suspect. In Study 2 evaluators (N = 302) viewed the witness‐investigator interviews. Viewing condition had no effect on judgments of witness credibility but positive post‐identification feedback led evaluators to judge witnesses as more credible than witnesses who received no feedback. Copyright © 2010 John Wiley & Sons, Ltd.     

Congruence in Sales Force Evaluations: Relation to Sales Force Perceptions of Conflict and Ambiguity

Abstract

This research examined the relationship between salespersons' perceptions of role conflict and role ambiquity from various sources and the degree of agreement between salespeople and sales managers on salesperson performance. Three sources of role ambiguity were found to explain the most variance in performance congruence. Implications for management are discussed.     

The unique and combined benefits of accuracy and positive bias in relationships

An experiment investigated the independent and combined effects of receiving feedback from romantic partners that varied in both accuracy (i.e., profile agreement) and positive bias, as compared with one's self‐perceptions. Both members of 55 romantically involved couples were randomly assigned to receive either high or low levels of accurate or positively biased feedback ostensibly created from a comparison between their self‐ratings and their partner's appraisals. After receiving this feedback, participants rated how positive and intimate they felt in their relationships. As expected, both accuracy and positive bias in partner feedback had independent positive effects. Importantly, positive bias and accuracy were found to operate additively; participants who received feedback that was simultaneously positively biased and accurate rated their relationships particularly positively.