社会价值取向与反馈对动态社会两难决策的影响：以水资源两难决策为例

以水资源两难情景为实验任务,探讨了社会价值取向与反馈在社会两难决策中的作用.结果表明: (1)社会价值取向在决策者的两难决策行为中起着非常重要的作用.合作型个体比非合作型个体显著地表现出更多的合作行为.个体的社会价值取向可以作为预测两难决策行为的一个重要因素: (2)不同的反馈类型对具有不同社会价值取向的决策者的决策行为影响不同.非合作型个体受反馈信息影响比较明显,而合作型个体则不易受他人的决策信息影响.     

Reactions to Different Types of Forced Distribution Performance Evaluation Systems

Purpose  We isolate and describe four key elements that distinguish different forms of forced distribution systems (FDS). These key elements are the consequences for low performers, differentiation of rewards for top performers, frequency of feedback, and comparison group size. We examine how these elements influence respondents’ attraction to FDS. Design/methodology/approach  Undergraduate students (n = 163) completed a policy capturing study designed to determine how these four FDS elements influence their attraction to FDS. We examine the relative importance of these elements that most influence attraction to different FDS, as well as individual attributes (i.e., cognitive ability, gender, and major) that may affect those preferences. Findings  Respondents were most attracted to systems with less stringent treatment of low performers, high differentiation of rewards, frequent feedback and large comparison groups. Consequences for low performers were nearly twice as influential as any other element. Respondents with higher cognitive ability favored high reward differentiation and males were less affected by stringent consequences for low performers. Implications  Before practitioners implement FDS, it would be prudent to consider all four elements examined in this study—with the treatment of low performers being the most salient issue. Future accounts of FDS should clarify the nature of these elements when reporting on FDS. Such precision will be useful in generating a knowledge base on FDS. Originality/value   We add precision to the discussion of FDS by identifying four key elements. This is one of the first studies to examine perceptions of FDS from a ratee perspective.

目标定向与进步反馈对优差生写作成绩影响的实验研究

本研究以24名优生和24名学习困难学生(以下简称差生或学困生)为被试,通过实验探讨了目标定向与进步反馈对优差生写作成绩的影响。结果表明：(1)目标定向和反馈对优生的写作成绩影响不显著;(2)在成绩目标定向时,接受进步反馈的差生其作文成绩显著优于无进步反馈的差生;在掌握目标定向时,进步反馈对差生的影响不显著;(3)在无进步反馈时,掌握目标定向的差生其写作成绩显著优于成绩目标定向的差生;在给予进步反馈时,目标定向对差生的影响不显著。     

The dynamic relationship between performance feedback, trust, and conflict in groups: A longitudinal study

Moderate task conflict has generally been associated with higher group performance, and relationship conflict associated with lower performance. Past studies have most often discussed their findings as though differences in level of intragroup conflict cause differences in group performance—rather than testing the additional possibility that reported group conflict is a reaction to feedback on past group performance. This paper explores the dynamic relationships between intragroup conflict and performance with a longitudinal design. Results from 67 groups suggest that initial performance feedback to groups can have significant consequences for future team interaction. We find evidence to suggest that, (a) negative initial group performance feedback results in later increases in both task and relationship conflict, but that (b) groups with high early intragroup trust are buffered from experiencing the worst of future relationship conflict.     

Effect of goal difficulty and feedback seeking on goal attainment and learning1

Abstract: This field study investigated the effect of goal difficulty and feedback seeking on goal attainment and learning in Management by Objectives (MBO) programs. Participants (n = 105) described the degree of their goal difficulty. After 6 months, they answered a questionnaire that inquired about the frequency of the feedback‐seeking and the degree of learning during the 6‐month period. Data about the extent of goal attainment were obtained from the participants’ immediate supervisors. The results indicated that goal difficulty and the frequency of feedback seeking were positively related to the degree of goal attainment and learning.     

Using performance feedback to improve treatment integrity of classwide behavior plans: an investigation of observer reactivity

The current study replicated the positive effects of performance feedback on treatment integrity and extended previous work by examining reactivity using a multiple baseline design with alternating treatments for observer-present and observer-absent conditions on teachers' implementation of a classwide behavior plan. No differences were found between conditions, and treatment integrity improved across all teachers, suggesting that performance feedback, rather than observer reactivity, was responsible for reported behavior changes.     

Self-enhancement and belief perseverance

Belief perseverance—the tendency to make use of invalidated information—is one of social psychology’s most reliable phenomena. Virtually all of the explanations proffered for the effect, as well as the conditions that delimit it, involve the way people think about or explain the discredited feedback. But it seems reasonable to assume that the importance of the feedback for the actor’s self-image would also influence the tendency to persevere on invalidated feedback. From a self-enhancement perspective, one might ask: Why would people persist in negative self-beliefs, especially when the basis for those beliefs has been discredited? In the present study, actors and observers completed a word-identification task and were given bogus success or failure feedback. After success feedback was discredited, actors and observers persevered equally in beliefs about the actor’s abilities. However, following invalidation of failure feedback, actors provided significantly higher performance evaluations than observers, thus exhibiting less perseverance on the negative feedback. These results suggest that the motivation to maintain a relatively favorable self-image may attenuate perseverance when discredited feedback threatens an important aspect of the self-concept.     

Using auditory feedback to improve striking for mixed martial artists

The purpose of this study was to evaluate auditory feedback to increase the effectiveness of throwing a “right cross.” Auditory feedback, implemented by the mixed martial arts coach, was evaluated in multiple baselines across participants design with four mixed martial arts students, two males and two females, 25–54 years old. The target behavior was the percentage of correct steps in the 20‐step task analysis of throwing a right cross. In the auditory feedback procedure, the coach used a handheld clicker and make the clicking sound as a reinforcer each time the participant performed a specific step in the task analysis correctly. This process continued until all steps were performed correctly. The percentage of correct steps of the right cross improved substantially during assessment sessions following the introduction of the auditory feedback and maintained at 90% or more for all participants during follow‐up. Improvements were also noted in the social validity assessment.     

The Good Behavior Game in preschool classrooms: An evaluation of feedback

The Good Behavior Game (GBG) is a popular group contingency implemented to decrease disruptive behavior in classrooms. However, despite numerous replications of the GBG, there are few direct comparisons evaluating the effectiveness of specific components of the GBG. In the present study, we directly compared the type of feedback delivered during the GBG on the effectiveness of the GBG to reduce disruptive behavior in two preschool classrooms. Results showed that delivering vocal feedback (e.g., “raise your hand”) alone or in combination with visual feedback (i.e., hatch marks) was superior to no feedback or visual feedback alone during the GBG. These results suggest that different variations of the GBG are not equally effective and that a collection of effective procedural variations from which teachers can choose would be beneficial.