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The aim of this study was twofold. The first aim was to study the effect of an intervention combining team feedback and guided reflexivity on virtual teams' affective outcomes. The second was to examine the mediating role of perceived social loafing in this relationship. An experimental laboratory study was carried out with 54 teams randomly assigned to an experimental condition or a control condition. Results showed that this intervention had an effect on satisfaction with the result, but not on group cohesion and satisfaction with the team. Moreover, perceived social loafing fully mediated the effect of this intervention on group cohesion and partially mediated its effect on satisfaction with the team and the result. Blaskovich, 2008). Based on Monzani, Ripoll, Peir o, and Van Dick's (2014) study on perceived social loafing in virtual teams, we argue that perceptions of social loafing in virtual teams represent team members' How to cite this article: Peñarroja V, Orengo V, Zornoza A. Reducing perceived social loafing in virtual teams: The effect of team feedback with guided reflexivity. J Appl Soc Psychol.

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Introduction: As the number of virtual teams increases, it is important to find out how companies can modify their functioning and outcomes. This study investigates the influence of an emotional management intervention on virtual teams’ processes and results. To do so, an input-mediator-output model with 2 mediators, affective and cognitive, is proposed. For the affective mediator, motivation and team engagement are used as a well-being measure, whereas in the cognitive process, team synergy is related to team task performance. Method: This experimental study used 41 virtual teams made up of 164 first-year students enrolled in organizational behavior and work science studies from 2 universities in Spain who were randomly assigned to a control or intervention condition. These groups solved intellective multidecision tasks through electronic communication, also called “survival” tasks. Results: The findings show 2 full mediation effects. Hence, the team emotional management intervention, on the one hand, increases synergy effects, which produce enhanced team task performance (β = .37) and have a positive effect on the motivational processes within the team, thus leading to more team engagement (β = .23). Conclusions: The findings provide guidance to practitioners who aim to improve the functioning of virtual teams, and they have important implications for future research on virtual teams and their functioning.