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A Comparison of the Effects of Various Performance Feedback Presentations on Typing Accuracy and Speed

机译：各种性能反馈表示对打字准确性和速度影响的比较

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摘要

In organizational behavior management, performance feedback is often described as information that is presented to a performer that enables a change in his or her future performance. Performance feedback is frequently used in combination with other procedures in applied settings. Despite its popularity, it is unclear whether performance feedback is more effective alone or in combination with procedures identified as behavioral consequences or antecedents. Therefore, the purpose of this study was to examine which combination of performance feedback was most effective to improve typing accuracy and speed. Participants were assigned to one of four groups: (1) no feedback group, (2) performance feedback-alone group, (3) performance feedback and goal group, or (4) performance feedback-with-praise group. As the quality and quantity of performance are important aspects of task completion in organizational settings participants were also presented with information on their typing accuracy and speed. Following a no-feedback condition (baseline), performance feedback was either presented on participants' accuracy only, speed only, or both accuracy and speed, in a within-subject design. The results revealed no main effects of performance feedback combination on typing speed or accuracy. Conversely, when accuracy feedback, speed feedback, or combined accuracy and speed feedback was presented in all feedback groups, accuracy and speed scores increased compared to the no-feedback condition. The results suggest that providing participants with information about the quantity and/or quality of their typing performance is sufficient to improve performance above baseline levels.
机译：在组织行为管理中，绩效反馈通常被描述为提供给表演者的信息，该信息可以改变其未来的表演。性能反馈通常与应用设置中的其他过程结合使用。尽管它很受欢迎，但尚不清楚绩效反馈是单独还是与被确定为行为后果或前因的程序结合起来更有效。因此，本研究的目的是研究哪种性能反馈组合最有效地提高了打字准确性和速度。参与者被分为以下四个组之一：（1）无反馈组；（2）仅绩效反馈组；（3）绩效反馈和目标组；或（4）绩效反馈表扬组。由于绩效的质量和数量是组织设置中任务完成的重要方面，因此还为参与者提供了有关打字准确性和速度的信息。在没有反馈的情况下（基线），在受试者内部设计中，仅根据参与者的准确性，仅速度或准确性和速度来提供绩效反馈。结果表明，性能反馈组合对打字速度或准确性没有主要影响。相反，当在所有反馈组中都提供了精度反馈，速度反馈或组合的精度和速度反馈时，与无反馈条件相比，准确性和速度得分会提高。结果表明，向参与者提供有关其打字表现的数量和/或质量的信息足以将表现提高到基线水平以上。

著录项

  • 作者

    Guadalupe, Julieanne K.;

  • 作者单位

    City University of New York.;

  • 授予单位 City University of New York.;
  • 学科 Psychology.;Organizational behavior.
  • 学位 Ph.D.
  • 年度 2018
  • 页码 61 p.
  • 总页数 61
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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