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首页> 外文期刊>Journal of organizational behavior management >The Effects of Social Comparison and Objective Feedback on Work Performance Across Different Performance Levels
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The Effects of Social Comparison and Objective Feedback on Work Performance Across Different Performance Levels

机译：社会比较和客观反馈对不同绩效水平工作绩效的影响

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摘要

This study investigated the interaction effects of feedback content type (social comparison feedback vs. objective feedback) and two different performance levels (high vs. low) on work performance. One hundred fifty participants were recruited and asked to perform a simulated work task in a preliminary session. Based on their performance, the upper 40% (high performance) and lower 40% (low performance) groups were selected for the main experiment. Participants in each group were randomly assigned to the two different experimental conditions: objective feedback and social comparison feedback. For the participants in the objective feedback condition, information on the number of correctly completed work tasks was provided. For the participants in the social comparison feedback condition, rank information on their performance was provided. The results indicated that social comparison feedback was more effective than objective feedback for the high performers, but was less effective for the low performers.
机译：这项研究调查了反馈内容类型（社会比较反馈与客观反馈）以及两种不同绩效水平（高与低）对工作绩效的相互作用。招募了一百五十名参与者，并要求他们在预备会议中执行模拟的工作任务。根据他们的表现，主要实验选择了较高40％（高性能）和较低40％（低性能）的组。每组的参与者被随机分配到两个不同的实验条件：客观反馈和社会比较反馈。对于客观反馈条件下的参与者，提供了有关正确完成的工作任务数量的信息。对于参与社会比较反馈条件的参与者，提供了有关其表现的排名信息。结果表明，社交比较反馈对于绩效较高的人比客观反馈更有效，但对于绩效较低的人则较差。

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