Improving the effectiveness of performance feedback by considering personality traits and task demands

Victor Swift and Jordan B Peterson

PLOS ONE, 2018, vol. 13, issue 5, 1-18

Abstract: Although performance feedback is widely employed as a means to improve motivation, the efficacy and reliability of performance feedback is often obscured by individual differences and situational variables. The joint role of these moderating variables remains unknown. Accordingly, we investigate how the motivational impact of feedback is moderated by personality and task-difficulty. Utilizing three samples (total N = 916), we explore how Big Five personality traits moderate the motivational impact of false positive and negative feedback on playful, neutral, and frustrating puzzle tasks, respectively. Conscientious and Neurotic individuals together appear particularly sensitive to task difficulty, becoming significantly more motivated by negative feedback on playful tasks and demotivated by negative feedback on frustrating tasks. Results are discussed in terms of Goal-Setting and Self Determination Theory. Implications for industry and education are considered.

Date: 2018
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (2)

Downloads: (external link)
https://journals.plos.org/plosone/article?id=10.1371/journal.pone.0197810 (text/html)
https://journals.plos.org/plosone/article/file?id= ... 97810&type=printable (application/pdf)

Related works:
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link: https://EconPapers.repec.org/RePEc:plo:pone00:0197810

DOI: 10.1371/journal.pone.0197810

Access Statistics for this article

More articles in PLOS ONE from Public Library of Science
Bibliographic data for series maintained by plosone ().