Individual differences in the recall of performance appraisal feedback

Abstract

This research extends the work of Donlin (1990), which found that individuals are biased toward recalling negative feedback. Two self-motive theories, self-enhancement theory Jones & Gerard,1973), and Competence motivation theory (White, 1959) were tested in an attempt to determine which of these two theories could best account for the Donlin findings. Self-enhancement theory predicts that individuals want to see themselves in the best possible light, and will therefore, recall positive information about themselves. Donlin argued self-enhancing subjects may attempt to discount the validity of negative feedback in order to facilitate the maintenance of a positive self-image, which leads to deeper processing of negative information. Competence motivation theory predicts that people are selfmotivated to master their environment, and will recall information that helps to attain this goal. It was hypothesized that if recall of performance appraisal feedback was tested in both an immediate and a delayed recall condition, at time one, both theories would predict superior recall of negative information. At time two, competence motivation theory would predict superior recall of negative information, self-enhancement theory, however, would predict superior recall of positive information because negative information should have been successfully discounted. The results do not support the findings of the Donlin study, and indicate a surprising trend. Subjects seem to recall information consistent with their self-image after a time delay. Subjects low in self-reported expectancy for success on the performance tasks recalled more negative information, and subjects high in self-reported expectancy for success on the performance tasks recalled more positive information. These findings provide support for another self-motive theory, self-consistency theory (Ross, Lepper, & Hubbard, 1975). Possible explanations for these unexpected findings and its implications for the performance appraisal process are discussed.