This study examined the effectiveness of the after-action review (AAR)-also commonly termed debrief-and 4 training characteristics within the context of Villado and Arthur's (2013) conceptual framework. Based on a bare-bones meta-analysis of the results from 61 studies (107 ds [915 teams and 3,499 individuals]), the AAR leads to an overall d of 0.79 improvement in multiple training evaluation criteria. This effect is larger than some of the largest training method effects reported in Arthur, Bennett, Edens, and Bell (2003), and it is also larger than Tannenbaum and Cerasoli's (2013) estimate of the effect of the AAR on task performance (d = 0.67). Two training characteristics consistently contributed to the effectiveness of the AAR: (a) alignment to the individual or the team, and (b) objective performance review media. The effects of the other training characteristics were often interactive. Most notably, the facilitation approach contributes to the effectiveness of the AAR in combination with the individual versus the team and the type of review media, with the most effective combinations being the self-led facilitation approach coupled with a team-aligned AAR, and the self-led approach coupled with objective media. Additionally, the AAR that is highly structured is more effective than a less structured AAR in the military, but high and low structured AARs display comparable effectiveness in healthcare. Overall, this study suggests that the effectiveness of the AAR should be understood as a function of the combined influence among multiple interacting characteristics. Future theoretical development and research should be directed at better understanding these interactions. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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对事后审查（或汇报）的有效性和影响其有效性的因素的元分析。

本研究在 Villado 和 Arthur (2013) 概念框架的背景下检查了事后审查 (AAR)（通常也称为汇报）和 4 个培训特征的有效性。基于对 61 项研究（107 ds [915 个团队和 3,499 个人]）结果的基本元分析，AAR 导致多项培训评估标准的总体 d 提高了 0.79。这种影响大于 Arthur、Bennett、Edent 和 Bell（2003 年）中报告的一些最大的训练方法影响，也大于 Tannenbaum 和 Cerasoli（2013 年）对 AAR 对任务性能影响的估计（d = 0.67）。两个培训特征始终有助于 AAR 的有效性：(a) 与个人或团队保持一致，以及 (b) 客观的绩效评估媒体。其他训练特征的影响通常是互动的。最值得注意的是，促进方法与个人与团队以及评论媒体类型相结合，有助于提高 AAR 的有效性，最有效的组合是自我引导的促进方法与团队一致的 AAR，以及自我主导的方法加上客观的媒体。此外，高度结构化的 AAR 在军队中比结构化程度较低的 AAR 更有效，但高结构化 AAR 和低结构化 AAR 在医疗保健中表现出相当的有效性。总的来说，这项研究表明，AAR 的有效性应该被理解为多个相互作用特征之间综合影响的函数。未来的理论发展和研究应着眼于更好地理解这些相互作用。（PsycInfo 数据库记录 (c) 2020 APA，保留所有权利）。