Task based performance feedback and subsequent worker performance

Abstract

Recent task based performance feedback research has concentrated on investigation of the effects of feedback message characteristics to explain variance in individual's post feedback predicted performances. Results of this research have not been well integrated within existing performance feedback models. The present study was conducted to assess the differential effects of feedback message content and feedback message characteristics on real subsequent task performance. Results of the present study indicate that feedback message content, not characteristics, is the critical factor in improving subsequent performance. However, the subject's perception of certain feedback message characteristics is important in influencing subsequent performance via the subject's overall perception/acceptance of the feedback message (Ilgen, et al., 1979). Results also indicate that an additional 5% of the variance in subsequent performance can be explained by incorporating a measure of Locke, et al.'s (1981)goa1 setting into the desire/intention to respond to feedback components of the Ilgen, et a1. feedback model, when subjects are asked to articulate their behavioral plans for future task performance. Results are discussed within the framework of current feedback models and future research needs.