We investigate the effects of performance feedback on a subsequent performance task and the mediating role of sadness. Drawing on the appraisal tendency framework, we expect that negative performance feedback increases sadness, which then spills over to negatively affect performance on a future task. In addition, we expect two individual traits—feedback self-efficacy and grit—to moderate the relationship, such that the negative effect of sadness on subsequent task performance is weakened for individuals with high feedback self-efficacy and high grit. We use face-based emotion recognition software to capture emotion expression during the delivery of positive and negative feedback. We find support for our mediated moderation model in a sample of 96 participants. Theoretical and practical implications are discussed.

我们调查性能反馈对后续性能任务的影响以及悲伤的中介作用。利用评估趋势框架，我们期望负面的绩效反馈会增加悲伤感，然后这种悲伤感会蔓延至对未来任务的绩效产生负面影响。另外，我们期望两个个体特质-反馈自我效能感和毅力-可以缓和这种关系，从而使悲伤对后续反馈的负面影响减弱，对于具有高反馈自我效能感和毅力的个体。我们使用基于面部的情绪识别软件在传递正面和负面反馈时捕获情绪表达。我们在96名参与者的样本中发现了对我们的中介调节模型的支持。理论和实践意义进行了讨论。