Electronic performance self-monitoring and engineered labor standards for “man-up” drivers in a distribution center

Electronic Performance Monitoring (EPM) represents the future of performance feedback where supervisors can electronically monitor the amount and quality of work an employee is producing and have objective indicators of employee performance immediately available and visible. In this study, immediate performance feedback and self-monitoring was delivered to employees in the warehouse on wireless vehicle-mounted computers. Order picking performance for “man-up” drivers (N = 10) was improved by three cases per hour per person in an auto-parts after-market distribution center when an intervention package that included the depiction of goal times and immediate performance feedback on wireless vehicle-mounted computers and a newly developed engineered labor standard (ELS). The implications of these findings and limitations are discussed in terms of operational and ethical issues regarding EPM in large industrial settings.     

An examination of the effect of computerized performance monitoring feedback on monitoring fairness, performance, and satisfaction

Research has examined how the design and implementation of computerized performance monitoring (CPM) systems affects individuals’ performance and attitudes. In this study, we examine how the attributes of the feedback received in a CPM context affects individuals’ reactions to monitoring. One hundred and sixty-five individuals participated in an experiment that examined the effect of three feedback attributes (feedback control, feedback constructiveness, and feedback medium) on monitoring fairness judgments, performance, and satisfaction. Results demonstrate feedback constructiveness significantly predicted monitoring fairness. Additionally, supervisor-mediated feedback was associated with higher levels of monitoring fairness than was computer-mediated feedback. Moreover, monitoring fairness mediated the relationship between these feedback attributes and performance and satisfaction. However, contrary to expectations, feedback control did not affect perceptions of monitoring fairness. Implications for future research on the design of CPM systems are discussed.     

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。     

Perfectionism, Cognition, and Affect in Response to Performance Failure vs. Success

The current paper describes the results of an experiment in which 200 students who varied in levels of trait perfectionism performed a laboratory task of varying levels of difficulty. Participants received either negative or positive performance feedback, independent of their actual level of performance. Analyses of pre-task and post-task measures of negative and positive affect showed that individuals with high self-oriented perfectionism experienced a general increase in negative affect after performing the task, and self-oriented perfectionists who received negative performance feedback were especially likely to report decreases in positive affect. Additional analyses showed that self-oriented perfectionists who received negative feedback responded with a cognitive orientation characterized by performance dissatisfaction, cognitive rumination, and irrational task importance. In contrast, there were relatively few significant differences involving other-oriented and socially prescribed perfectionism. Collectively, our findings support the view that self-oriented perfectionism is a vulnerability factor involving negative cognitive and affective reactions following failure experiences that reflect poorly on the self.     

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。     

Comparing forward and backward chaining in teaching Olympic weightlifting

The popularity of Olympic‐style weightlifting in fitness routines is growing, but participating in these exercises with improper technique places lifters at increased risk for injury. Fitness training professionals have developed multiple teaching strategies, but have not subjected these strategies to systematic evaluation, particularly with novice lifters. Two strategies recommended by professional training organizations are akin to forward and backward chaining, which have been shown effective at teaching other novel, complex behaviors. The present study compared these forward‐ and backward‐chaining‐like strategies to teach novice lifters “the clean” and “the snatch,” two Olympic weightlifting movements frequently incorporated into high‐intensity training programs. Participants performed lifts taught with forward chaining more accurately than lifts taught with backward chaining.     

Supervisors’ work-related and nonwork information sharing: Integrating research on information sharing,information seeking,and trust using self-disclosure theory

Although significant scholarly attention has been devoted to understanding subordinates’ information seeking from supervisors, researchers have not paid adequate attention to information sharing by supervisors. Moreover, research on supervisors’ information sharing behavior has focused almost exclusively on work-related information sharing, disregarding supervisors’ sharing of information not related to work (e.g., that related to family). Drawing on self-disclosure theory, we argue that supervisors share both work-related and nonwork information with their subordinates and propose that these two forms of information sharing are conceptually distinct. Furthermore, to unravel the role of supervisors’ nonwork information sharing, we develop an interactive model to test how it may be associated with important employee outcomes. We conducted pilot studies using five samples and, through a sixth study, tested the hypothesized model using a four-wave data collection design. This study makes three major contributions to research and theory. First, it integrates information sharing and information seeking literatures. Second, it underlines the importance of supervisors’ nonwork information sharing in organizations by testing its direct and interactive effects. Third, it contributes to theory by presenting trust as a mechanism that links information disclosure in dyads. Results obtained using structural equation modeling generally supported the proposed model.     

Neural mechanism underlying self-controlled feedback on motor skill learning

The present study investigated the neural mechanisms of self-controlled (SC) feedback underlying its learning advantages. Forty-two participants, including 24 females (16.43 ± 2.61 years) and 18 males (17.56 ± 0.86 years), were randomly assigned to a SC or yoked (YK) group. The 6-key-pressing task with a goal movement time was adopted as the experimental task. The behavioral results showed that the SC group demonstrated superior performance in transfer; however, the differences in retention did not reach statistical significance. Event-related potential analyses revealed that the SC group exhibited larger post-stimulus and post-feedback P3 amplitudes than the YK group in the frontal regions; these amplitudes were larger in the YK group in the parietal regions. The post-response error positivity amplitude was found to be larger in the YK group than in the SC group. These results suggest that SC feedback may allow the learner to more actively process the task stimuli and feedback information, and contributes to enhancing the learner’s motivation and attachment to the task being practiced. The present study provides a neurophysiological explanation for why SC feedback is effective in learning a new motor skill.     

Gait symmetric adaptation: Comparing effects of implicit visual distortion versus split-belt treadmill on aftereffects of adapted step length symmetry

Understanding gait adaptation is essential for rehabilitation, and visual feedback can be used during gait rehabilitation to develop effective gait training. We have previously shown that subjects can adapt spatial aspects of walking to an implicitly imposed distortion of visual feedback of step length. To further investigate the storage benefit of an implicit process engaged in visual feedback distortion, we compared the robustness of aftereffects acquired by visual feedback distortion, versus split-belt treadmill walking. For the visual distortion trial, we implicitly distorted the visual representation of subjects’ gait symmetry, whereas for the split-belt trial, the speed ratio of the two belts was gradually adjusted without visual feedback. After adaptation, the visual feedback or the split-belt perturbation was removed while subjects continued walking, and aftereffects of preserved asymmetric pattern were assessed. We found that subjects trained with visual distortion trial retained aftereffects longest. In response to the larger speed ratio of split-belt walking, the subjects showed an increase in the size of aftereffects compared to the smaller speed ratio, but it steeply decreased over time in all the speed ratios tested. In contrast, the visual distortion group showed much slower decreasing rate of aftereffects, which was evidence of longer storage of an adapted gait pattern. Visual distortion adaptation may involve the interaction and integration of the change in motor strategy and implicit process in sensorimotor adaptation. Although it should be clarified more clearly through further studies, the findings of this study suggest that gait control employs distinct adaptive processes during the visual distortion and split-belt walking and also the level of reliance of an implicit process may be greater in the visual distortion adaptation than the split-belt walking adaptation.