scholarly journals Neural Mechanisms Associated with Semantic and Basic Self-Oriented Memory Processes Interact to Modulate Self-Esteem

2018 ◽  
Author(s):  
Rachel C. Amey ◽  
Jordan B. Leitner ◽  
Mengting Liu ◽  
Chad E. Forbes
Keyword(s):  
Granger Causality ◽  
Negative Feedback ◽  
Relevant Information ◽  
Self Esteem ◽  
Time Frequency ◽  
Continuous Eeg ◽  
Positive And Negative Feedback ◽  
The Moment ◽  
Post Hoc ◽  
The Relationship

AbstractIndividuals constantly encounter feedback from others and process this feedback in various ways to maintain positive situational state self-esteem (SSE) in relation to semantic-based or trait self-esteem (TSE). Individuals may utilize a data-driven, or episodic-based process that encodes positive, but not negative, self-relevant information automatically, or employ a semantic-driven process that manipulates encoded negative feedback post-hoc. It’s unclear, however, how these processes work either alone or in concert while individuals receive positive and negative feedback to modulate feedback encoding and subsequent SSE. Utilizing neural regions associated with semantic self-oriented and basic encoding processes (mPFC and PCC respectively), and time-frequency and Granger causality analyses to assess mPFC and PCC interactions, this study examined how encoding of positive and negative self-relevant feedback modulated individuals’ post-task SSE in relation to their TSE while continuous EEG was recorded. Among those with higher levels of TSE, the encoding of positive or negative feedback was not associated with SSE. Rather, higher SSE was associated with mPFC activity to all feedback and higher TSE. The relationship between TSE and SSE was moderated by mPFC-PCC communication such that increases in mPFC-PCC communication led to SSE levels that were consistent with TSE levels. Furthermore, Granger causality analyses indicated that individuals exhibited higher SSE to the extent mPFC influenced PCC in response to positive and negative feedback. Findings highlight the dynamic interplay between semantic self-oriented and basic encoding processes that modulate SSE in relation to TSE, to maintain more positive global selfperceptions in the moment and over time.

Interpersonal relationships - in quest of a science

1978 ◽  
Vol 8 (3) ◽  
pp. 373-386 ◽  
Author(s):  
R. A. Hinde
Keyword(s):  
Interpersonal Relationships ◽  
Negative Feedback ◽  
Social Behaviour ◽  
Relative Frequency ◽  
Social Constraints ◽  
Interpersonal Interactions ◽  
Positive And Negative Feedback ◽  
The Relationship

SynopsisInterpersonal relationships pose problems additional to those arising from social behaviour. If there is to be a science of interpersonal relationships, it must rest on a firm descriptive base. It is suggested that the following categories of dimensions are likely to prove useful: the content of the interactions within the relationship; their diversity; their qualities; their relative frequency and patterning; the nature of their reciprocity v. complementarity; and the intimacy, interpersonal congruency and commitment between the participants. A science of relationships will also require principles concerned with their dynamics. Three likely categories are those concerned with social constraints, with learning, and with positive and negative feedback. Principles concerned with learning will require an adequate categorization of the resources used in interpersonal interactions. The specification of these principles depends on the adequacy of the descriptive base.

REACTIONS TO POSITIVE AND NEGATIVE FEEDBACK: ENHANCEMENT AND CONSISTENCY EFFECTS

1982 ◽  
Vol 10 (2) ◽  
pp. 151-156 ◽  
Author(s):  
Jayne E. Stake
Keyword(s):  
Performance Improvement ◽  
Negative Feedback ◽  
Self Esteem ◽  
Failure Feedback ◽  
Importance Ratings ◽  
Positive And Negative Feedback ◽  
Feedback Enhancement ◽  
And Performance ◽  
Consistency Effects ◽  
Feedback Source

Reactions of low, medium, and high self-esteem subjects to positive and negative feedback were explored in two studies of college undergraduates. Results indicated that feedback variables may be categorized along a continuum that includes affectively and cognitively mediated variables. Mood and satisfaction ratings were related to feedback and not to self-esteem level; attribution following failure feedback, source accuracy ratings, and performance improvement were related in some respects to both feedback and self-esteem level. Also, task importance ratings related to feedback and not to self-esteem, and changes in self-evaluations were unrelated to feedback or self-esteem.

scholarly journals Instability of Contingencies of Self-Worth: The Role of Approach-Avoidance Temperament

2018 ◽  
Author(s):  
Garrett Scott Goodwin ◽  
Christopher James Holden
Keyword(s):  
Negative Feedback ◽  
Behavioral Outcomes ◽  
Self Esteem ◽  
Avoidance Motivation ◽  
Relational Value ◽  
Social Monitoring ◽  
Self Worth ◽  
Approach Avoidance ◽  
And Behavior ◽  
The Relationship

Self-esteem has multiple facets and individuals can derive their feelings of self-worth from specific domains in life (i.e., competition, approval of others, virtue; Crocker & Wolfe, 2001). Additionally, research on self-esteem suggests that it evolved as a social monitoring system, known as the sociometer (Leary, Tambor, Terdal, & Downs, 1995). The function of the sociometer is to alert individuals to changes in their relational value to others, which in turn influences their self-esteem, and ultimately their behavior (Leary, Tambor, Terdal, & Downs, 1995; Park & Crocker, 2008). A better understanding of the connection between self-evaluations and behavior can be gained by considering how individuals derive their feelings of self-worth. While people are motivated to succeed and avoid failure, this may particularly be true in the domains from which people derive their feelings of self-worth. Additionally, approach-avoidance motivation may further influence the relationship between evaluations in contingent domains, self-esteem, and behavioral outcomes. The present study expands this research by investigating how approach-avoidance motivation affects the relationship between contingencies of self-worth, self-esteem, and behavioral outcomes. Therefore, I hypothesized that individuals with low self-esteem and avoidance motivation would shift away from a domain that receives negative feedback. Those with high self-esteem and approach motivation, however, would increase the value placed on a domain after receiving negative feedback and positive feedback. Results suggest that avoidantly motivated individuals’ self-worth became increasingly contingent upon other’s approval no matter the feedback they received.

scholarly journals Negative Performance Evaluation in the Imposter Phenomenon: Content, Cause, and Authenticity

2021 ◽  
Author(s):  
Stephen Gadsby ◽  
Jakob Hohwy
Keyword(s):  
Performance Evaluation ◽  
Negative Feedback ◽  
Social Benefit ◽  
Self Esteem ◽  
Negative Evaluation ◽  
Social Benefits ◽  
Self Evaluation ◽  
Imposter Phenomenon ◽  
Online Setting ◽  
The Relationship

The imposter phenomenon (IP) is associated with a bias towards negative evaluation of one’s own performances. In this study, we present a novel experimental paradigm to explore the relationship between IP and negative performance evaluation. First, we address the possibility that the negative evaluations associated with IP are feigned for social benefit. Second, we test the hypothesis that these evaluations are driven by biases in the search for evidence, such that those high in IP seek out more negative feedback regarding their own performance, leading to more negative judgments. Finally, we assess whether the evaluations are better explained with reference to other constructs, namely, depression and low-self-esteem.We find that participants high in IP evaluated their performances more negatively. This occurs in an anonymous online setting, with no social incentive to feigning such behaviour, contradicting suggestions that the negative self-evaluation associated with IP is feigned for social benefits. Despite evaluating their performances more negatively, participants high in IP do not exhibit a bias towards seeking out more negative feedback regarding their performance. When controlling for the effect of depression and low self-esteem, IP is only predictive of one form of negative performance evaluation: comparison to others.

scholarly journals Hubungan antara, Self Esteem dengan Self Disclosure pada Saat Chatting di Facebook

2017 ◽  
Vol 6 (1) ◽  
pp. 110
Author(s):  
Novi Nitya Santi
Keyword(s):  
Social Media ◽  
Social Relations ◽  
Self Esteem ◽  
Communication Process ◽  
Fear Of Failure ◽  
Self Disclosure ◽  
Communication Partner ◽  
The Moment ◽  
The Relationship

Facebook is an internet based social media that were populer at the moment. The use of sosial media is very populer no exception student. Students communicatem confide and seek information through facebook. Of the activities, appears a phenomenon experienced by students of the symptoms of self esteem and self disclosure. This research aims to determine the relationship between self esteem and self disclosure. The relationship between the level of self esteem with self disclosure while chatting on facebook worth 0,766. Meaning that the reletionship between the level of self esteem with self disclosure is very strong and direct. Where a person who has high self esteem will be able to able to demonstrate self-disclosure are effective in communicating that is: be open, able to empathize, to be positive in the communication process and feel similar to the communication partner. Conversely a low self esteem are less able to express himself well, fear of failure in social relations

scholarly journals Temporal Fluctuation of Mood in Gaming Task Modulates Feedback Negativity: EEG Study With Virtual Reality

2021 ◽  
Vol 15 ◽  
Author(s):  
Yusuke Yokota ◽  
Yasushi Naruse
Keyword(s):  
Virtual Reality ◽  
Negative Feedback ◽  
Event Related Potentials ◽  
Brain Potentials ◽  
Reward Positivity ◽  
Feedback Negativity ◽  
Related Potentials ◽  
Positive And Negative Feedback ◽  
The Relationship ◽  
Outcome Probability

Feedback outcomes are generally classified into positive and negative feedback. People often predict a feedback outcome with information that is based on both objective facts and uncertain subjective information, such as a mood. For example, if an action leads to good results consecutively, people performing the action overestimate the behavioral result of the next action. In electroencephalogram measurements, negative feedback evokes negative potential, called feedback negativity, and positive feedback evokes positive potential, called reward positivity. The present study investigated the relationship between the degree of the mood caused by the feedback outcome and the error-related brain potentials. We measured the electroencephalogram activity while the participants played a virtual reality shooting game. The experimental task was to shoot down a cannonball flying toward the player using a handgun. The task difficulty was determined from the size and curve of the flying cannonball. These gaming parameters affected the outcome probability of shooting the target in the game. We also implemented configurations in the game, such as the player’s life points and play times. These configurations affected the outcome magnitude of shooting the target in the game. Moreover, we used the temporal accuracy of shooting in the game as the parameter of the mood. We investigated the relationship between these experimental features and the event-related potentials using the single-trial-based linear mixed-effects model analysis. The feedback negativity was observed at an error trial, and its amplitude was modulated with the outcome probability and the mood. Conversely, reward positivity was observed at hit trials, but its amplitude was modulated with the outcome probability and outcome magnitude. This result suggests that feedback negativity is enhanced according to not only the feedback probability but also the mood that was changed depending on the temporal gaming outcome.

scholarly journals Different Effects of Supervisor Positive and Negative Feedback on Subordinate In-Role and Extra-Role Performance: The Moderating Role of Regulatory Focus

2022 ◽  
Vol 12 ◽  
Author(s):  
Weilin Su ◽  
Shuai Yuan ◽  
Qian Qi
Keyword(s):  
Negative Feedback ◽  
Positive Feedback ◽  
Regulatory Focus ◽  
Academic Research ◽  
Role Performance ◽  
Subordinate Performance ◽  
Positive And Negative Feedback ◽  
The Relationship ◽  
Moderating Role

As an important tool for supervisors to intervene subordinates’ work and influence their performance, supervisor feedback has gradually become a new academic research hotspot. In this study, we build and verify a theoretical model to explore the different effects of supervisor positive and negative feedback on subordinate in-role and extra-role performance, and the moderating role of regulatory focus in these relationships. With data from pairing samples of 403 Chinese employees and their direct supervisors, the results indicate that supervisor positive feedback is positively related to subordinate in-role and extra-role performance. Supervisor negative feedback is positively related to subordinate in-role performance and negatively related to subordinate extra-role performance. Regulatory focus of subordinate can moderate the influence of supervisor positive feedback on subordinate in-role and extra-role performance, but it cannot moderate the influence of supervisor negative feedback on subordinate in-role and extra-role performance. That means when subordinates have promotion focus, the influence of supervisor positive feedback on their in-role performance and extra-role performance was stronger than those with prevention focus. These results further enrich the research on the relationship between supervisor feedback and subordinate performance, especially the different effects of positive and negative feedback from supervisor on subordinate with different regulatory focus. All conclusions from the analyses above not only further verify and develop some previous points on supervisor feedback and subordinate performance, but also derive certain management implications for promoting subordinate in-role and extra-role performance from the perspective of supervisor positive and negative feedback.

Undergraduate Men's and Women's Responses to Positive and Negative Feedback about Academic Performance

1998 ◽  
Vol 82 (1) ◽  
pp. 87-93 ◽  
Author(s):  
David C. Lundgren ◽  
Elaine Byram Sampson ◽  
Melissa Berry Cahoon
Keyword(s):  
Academic Performance ◽  
Negative Feedback ◽  
Positive Feedback ◽  
Self Esteem ◽  
Affective Responses ◽  
Symbolic Interactionist ◽  
Evaluative Feedback ◽  
Course Grades ◽  
Significant Relationships ◽  
Positive And Negative Feedback

Similarities and differences between the sexes in response to evaluative feedback about academic performance were examined from a symbolic interactionist standpoint. Undergraduate men's and women's ( ns = 117 and 123) affective reactions and tendencies to accept high and low course grades were compared Women and men were similar in assimilation of positive feedback and rejection of negative feedback. Only women showed significant relationships of scores on self-esteem with positive affective responses and rated acceptance of positive feedback.

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