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Improving the effectiveness of performance feedback by considering personality traits and task demands.

ABSTRACT: Although performance feedback is widely employed as a means to improve motivation, the efficacy and reliability of performance feedback is often obscured by individual differences and situational variables. The joint role of these moderating variables remains unknown. Accordingly, we investigate how the motivational impact of feedback is moderated by personality and task-difficulty. Utilizing three samples (total N = 916), we explore how Big Five personality traits moderate the motivational impact of false positive and negative feedback on playful, neutral, and frustrating puzzle tasks, respectively. Conscientious and Neurotic individuals together appear particularly sensitive to task difficulty, becoming significantly more motivated by negative feedback on playful tasks and demotivated by negative feedback on frustrating tasks. Results are discussed in terms of Goal-Setting and Self Determination Theory. Implications for industry and education are considered.

SUBMITTER: Swift V

PROVIDER: S-EPMC5963754 | biostudies-literature | 2018

REPOSITORIES: biostudies-literature

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Improving the effectiveness of performance feedback by considering personality traits and task demands.

Swift Victor V Peterson Jordan B JB

PloS one 20180522 5

Although performance feedback is widely employed as a means to improve motivation, the efficacy and reliability of performance feedback is often obscured by individual differences and situational variables. The joint role of these moderating variables remains unknown. Accordingly, we investigate how the motivational impact of feedback is moderated by personality and task-difficulty. Utilizing three samples (total N = 916), we explore how Big Five personality traits moderate the motivational impa ...[more]

PMID: 29787593

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Project description:The influence of feedback on performance is a topic of ongoing debate, with some previous studies finding it to be ineffective, while others have discovered that it can be helpful or harmful. One possible reason for these inconsistent results may be that feedback can create a conflict between a person's beliefs and the sensory information they receive. In the present study, we used a Vernier discrimination task to examine the influence of biased feedback on performance, as this type of feedback is most likely to create conflict. Biased feedback refers to feedback that does not align with the subjects' choices. The Vernier discrimination task is a type of psychophysical task that is often used to measure an individual's ability to perceive differences in the position or orientation of two visual stimuli. The task involves presenting two stimuli, one of which is slightly offset from the other, and asking the individual to determine the direction and magnitude of the offset. In Experiment 1, feedback was provided after each trial using large-offset verniers as guidance. The large-offset verniers always received correct feedback, but the small and medium-offset verniers might receive biased feedback. In Experiment 2, feedback was provided after each block of eight verniers. In Experiment 3, we removed the large offset vernier to investigate the influence of block feedback on the signal and noise. The results showed that the accuracy for the target vernier decreased due to biased feedback in both the trial feedback (Experiment 1) and the block feedback (Experiment 2). However, in Experiments 1 and 2, performance improved when feedback was absent. Moreover, if the difference between the two types of stimuli is great, the individual will engage in encoding learning rather than decision learning (Experiments 1 and 2). If the discrimination between the two types of stimuli is low, an individual's ability to discriminate noise is more vulnerable to the influence of biased feedback than the ability to discriminate the signal (Experiment 3). These results are discussed in relation to the mechanism of biased feedback, the process of encoding learning, the monitoring of internal feedback, and the generalization of false decisions.

Dataset Information

Improving the effectiveness of performance feedback by considering personality traits and task demands.

Publications

Improving the effectiveness of performance feedback by considering personality traits and task demands.

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