ABSTRACT

Feedback is the most commonly used intervention in Organizational Behavior Management (OBM), and recent research has examined both the effects of inaccurate feedback on performance as well as rumors created due to inaccurate rules. To date, no studies have assessed the effects of providing differing information regarding feedback accuracy during the training of an analogue work task. The present study assessed the relative effects of two independent variables on performance during an analogue work task: the information regarding feedback accuracy provided during the training (i.e., a rule given during training describing feedback accuracy) and the actual level of task feedback accuracy to which participants were exposed during an analogue work task (i.e., one-third [accurate feedback divided by three], accurate, and tripled [accurate feedback multiplied by three]). The results of the study showed that participants exposed to accurate feedback during the analogue work task performed better than participants exposed to one-third or tripled feedback. Implications, limitations of the study, and directions for future research are discussed.

摘要

反馈是组织行为管理 (OBM) 中最常用的干预措施，最近的研究调查了不准确反馈对绩效的影响以及由于不准确规则而造成的谣言。迄今为止，还没有研究评估在模拟工作任务的培训期间提供有关反馈准确性的不同信息的影响。本研究评估了模拟工作任务期间两个独立变量对绩效的相对影响：有关培训期间提供的反馈准确性的信息（即，培训期间给出的描述反馈准确性的规则）和任务反馈准确性的实际水平。参与者在模拟工作任务中被暴露（即，三分之一 [准确的反馈除以三]，准确的，和三倍 [准确的反馈乘以三]）。研究结果表明，在模拟工作任务中接受准确反馈的参与者比接受三分之一或三倍反馈的参与者表现更好。讨论了研究的意义、局限性和未来研究的方向。