The Interactive Effect of Feedback Sign and Task Type on Motivation and Performance

Kluger, Avraham N.; Van-Dijk, Dina

doi:10.1037/e500272012-001

Cited by 3 publications

(9 citation statements)

References 19 publications

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“…). While this dichotomy stands in stark contrast to the original conception (Schwartz ), the authors refrained from a thorough integration by concluding that addressing this specific integration problem was ‘beyond the scope of this research’ (Kluger and Van Dijk , p. 6).…”

Section: The Nature Of Human Valuesmentioning

confidence: 90%

“…More specifically, it is generally recognized that a promotion focus, whether as a trait or state‐induced, is related to creative behaviors, speed and eagerness, whereas a prevention focus is related to more conservative behaviors, accuracy and vigilance (Förster et al . ; Friedman and Förster ; Kluger and Van Dijk ). According to Johnson et al .…”

Section: The Distinction Between Two Forces Within Human Motivation Amentioning

confidence: 99%

“…In general, regulatory focus theory is highly relevant to a variety of affective and behavioral processes and reactions in the organizational context (Brockner and Higgins 2001;Gorman et al 2012). More specifically, it is generally recognized that a promotion focus, whether as a trait or state-induced, is related to creative behaviors, speed and eagerness, whereas a prevention focus is related to more conservative behaviors, accuracy and vigilance (Förster et al 2003;Friedman and Förster 2002;Kluger and Van Dijk 2005). According to Johnson et al (2010), a prevention focus is associated with a concern for avoiding mistakes, because failures at work are seen as costly and ominous.…”

mentioning

confidence: 99%

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Ideal Values and Counter‐ideal Values as Two Distinct Forces: Exploring a Gap in Organizational Value Research

Quaquebeke

Graf

Kerschreiter

et al. 2013

Int J Management Reviews

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Motives and values at work have long been key topics of business and management studies. In a focused review of the literature on the nature of human values, this paper identifies a disconnect with the literature on human motivation, despite the otherwise inherent relatedness of the two fields. Specifically, extant theory and research have conceptualized values generally in terms of ideals, namely desired end‐states that individuals strive to approach. Although values, by this definition, express motivational concerns, theories of human motivation suggest that there are two forces to consider, i.e. approach and avoidance motivation. By applying this ‘two forces’ perspective to value research, this paper identifies a gap in the literature on values: namely, the idea that individuals are also influenced by counter‐ideal values, i.e. end‐states that they deliberately seek to avoid. The identification of this gap opens up new opportunities for value research in general and organizational value research in particular. To pave the way for future research, this paper critically discusses the few studies that have taken first steps in that direction and outlines research questions that may follow for issues such as employer branding and person–organization fit. This paper closes by providing suggestions on how to tackle the issue in organizational practice.

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Section: The Nature Of Human Valuesmentioning

confidence: 90%

Section: The Distinction Between Two Forces Within Human Motivation Amentioning

confidence: 99%

mentioning

confidence: 99%

See 1 more Smart Citation

Ideal Values and Counter‐ideal Values as Two Distinct Forces: Exploring a Gap in Organizational Value Research

Quaquebeke

Graf

Kerschreiter

et al. 2013

Int J Management Reviews

View full text Add to dashboard Cite

show abstract

“…Bandura's (1986) self-efficacy theory claims that people will try harder or raise their goals after success. This is supported by research that shows positive feedback is best for improving performance on a task (Becker & Klimoski, 1989;Ilgen, Fisher & Taylor, 1979;Kluger & DeNisi, 2005;Shrauger & Rosenberg, 1970;Van-Dijk & Kluger, 2004). On the other hand, the control theory perspective (Carver & Scheier, 1981) claims that failure motivates performance and persistence more than success does.…”

Section: Utilization and Dissemination Of Findingsmentioning

confidence: 98%

“…A decline in performance may occur because during a complex task, frequent feedback diverts attention to the task learning level and performance will decline if that feedback does not provide sufficient information needed to develop specific strategies for improvement. Thus, the feedback would serve as a distraction from the task at hand during a time when the person's full attention is needed (DeNisi & Kluger, 2005).…”

Section: Feedback Frequencymentioning

confidence: 99%

Feedback in Videogame-based Adaptive Training

Rivera¹

2011

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The field of training has been changing rapidly due to advances in technology such as videogame-based adaptive training. Videogame-based adaptive training has provided flexibility and adaptability for training in cost-effective ways. While this method of training may have many benefits for the trainee, current research has not kept up to pace with its implementation. This research closes this gap by testing four competing feedback and training theories. The ACT-R theory and the feedback intervention theory provide different recommendations for the frequency (frequent or infrequent) that feedback should be provided during training. Self-efficacy theory and control theory provide different recommendations for the appropriate feedback sign (positive or negative) that should be provided during training. Research was conducted in which the frequency of feedback and feedback sign were manipulated in a videogamebased adaptive training environment. MANOVA results indicate that frequent negative feedback and infrequent positive feedback were beneficial to trainee performance. The role of feedback orientation was also examined as a moderator of the relationship between feedback and performance, but was not supported. The findings serve as a framework for practitioners in determining the necessary type of feedback needed when designing videogamebased adaptive training. 15. SUBJECT TERMS Interpersonal skills, Army training, videogame-based training, adaptive training, scenario-based training, VECTOR SECURITY CLASSIFICATION OF 19.

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Feedback intervention research historical review

Olencevicius

2019

Management (Split, Online)

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Feedback intervention research historically transformed focus from using single to using multidimensional factor analyses. Since researchers have been traditionally interested in determining how to predict future human behavior, the complexity of the feedback intervention research has grown gradually. The importance and multidimensionality of feedback construct on the individual level is presented by the key theories, which are reflected in the historical context, starting from the first “Law of effect”, up to the hybrid “Feedback Intervention Theory”. As a conclusion, possible future research direction is presented.

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The Interactive Effect of Feedback Sign and Task Type on Motivation and Performance

Cited by 3 publications

References 19 publications

Ideal Values and Counter‐ideal Values as Two Distinct Forces: Exploring a Gap in Organizational Value Research

Ideal Values and Counter‐ideal Values as Two Distinct Forces: Exploring a Gap in Organizational Value Research

Feedback in Videogame-based Adaptive Training

Feedback intervention research historical review

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