Asymmetric Interdependence and the Influence of Input and Outcome Feedback on Collaboration

2008 ◽  
Author(s):  
Stijn Masschelein ◽  
Alexandra G. H. L. Van den Abbeele
Keyword(s):  
Outcome Feedback

Effects of Behavioral Rating and Outcome Feedback on Group Performance

2011 ◽  
Author(s):  
Bennett A. Price ◽  
William Metlay
Keyword(s):  
Group Performance ◽  
Outcome Feedback ◽  
Behavioral Rating

Task Experience as a Predictor of Superior Loan Loss Judgments

2001 ◽  
Vol 20 (1) ◽  
pp. 147-155 ◽  
Author(s):  
William F. Wright
Keyword(s):  
Financial Institution ◽  
Loan Loss ◽  
Senior Managers ◽  
Performance Improvements ◽  
Outcome Feedback ◽  
Timely Feedback ◽  
Judgment Process ◽  
Task Experience ◽  
Biased Judgments

An area of significant importance and risk exposure during an audit of a financial institution is assessing the uncollectible portion of the client's loan portfolio. Auditing the collectibility of a commercial loan can be difficult because this complex judgment is semi-structured and many kinds of information can be relevant. However, timely judgment process and outcome feedback are available and may improve the quality of an auditor's conclusions over time. Therefore, to test for the benefits of task-specific experience, I compare loan judgments provided by inexperienced seniors, experienced managers, and more experienced junior partners and senior managers to a criterion based on the conclusions of senior audit partners. While previous research usually does not indicate performance improvements beyond the level of an audit senior (e.g., Tan and Libby 1997) for this complex task with timely feedback, consistent and substantial performance improvements are reported here. Auditors provided increasingly more appropriate and less biased judgments, and they achieved greater judgment consensus.

scholarly journals Implementing evidence-based assessment and selection in organizations: A review and an agenda for future research

2020 ◽  
pp. 204138662098341
Author(s):  
Marvin Neumann ◽  
A. Susan M. Niessen ◽  
Rob R. Meijer
Keyword(s):  
Decision Making ◽  
Self Determination Theory ◽  
Assessment Methods ◽  
Self Determination ◽  
Future Research ◽  
Assessment Instruments ◽  
Evidence Based ◽  
Assessment Practice ◽  
Outcome Feedback ◽  
Evidence Based Decision Making

In personnel- and educational selection, a substantial gap exists between research and practice, since evidence-based assessment instruments and decision-making procedures are underutilized. We provide an overview of studies that investigated interventions to encourage the use of evidence-based assessment methods, or factors related to their use. The most promising studies were grounded in self-determination theory. Training and autonomy in the design of evidence-based assessment methods were positively related to their use, while negative stakeholder perceptions decreased practitioners’ intentions to use evidence-based assessment methods. Use of evidence-based decision-making procedures was positively related to access to such procedures, information to use it, and autonomy over the procedure, but negatively related to receiving outcome feedback. A review of the professional selection literature showed that the implementation of evidence-based assessment was hardly discussed. We conclude with an agenda for future research on encouraging evidence-based assessment practice.

The Impact of Informative Tutoring Feedback and Self-Efficacy on Motivation and Achievement in Concept Learning

2004 ◽  
Vol 51 (3) ◽  
pp. 214-228 ◽  
Author(s):  
Susanne Narciss
Keyword(s):  
Self Efficacy ◽  
Task Engagement ◽  
Future Research ◽  
Task Completion ◽  
Multiple Response ◽  
Self Evaluation ◽  
Outcome Feedback ◽  
Task Motivation ◽  
The Impact ◽  
Motivation And Achievement

Abstract. Informative tutoring feedback (ITF) provides assisted multiple response tries by offering strategically useful information for task completion as opposed to simply offering the solution. Previous studies on ITF focused on its effects on achievement. The present studies examine the assumption that ITF affects not only achievement, but also motivational variables such as task engagement, effort, persistence, and satisfaction with performance. In two experiments, students differing in self efficacy (SE) for identifying concepts worked on concept identification tasks. In cases of incorrect hypothesis about the concept, they received either outcome feedback or ITF. Results reveal that motivation and achievement depend on both SE and type of feedback. Future research should examine in more detail how ITF affects the self-enhancing processes between on-task motivation, achievement, and self-evaluation.

Can salesperson guilt lead to more satisfied customers? Findings from India

2017 ◽  
Vol 32 (7) ◽  
pp. 951-961 ◽  
Author(s):  
Colin B. Gabler ◽  
Raj Agnihotri ◽  
Omar S. Itani
Keyword(s):  
Customer Satisfaction ◽  
Structural Equation ◽  
Positive Outcome ◽  
Equation Modeling ◽  
Content Type ◽  
Prosocial Motivation ◽  
Outcome Feedback ◽  
Final Sample ◽  
Guilt Proneness ◽  
Relational Orientation

Purpose The purpose of this paper is to investigate guilt proneness as a prosocial salesperson trait and its impact on outcomes important to the firm, the customer as well as the salesperson. Specifically, the authors look at how this variable relates to job effort and the indirect effects on customer satisfaction. The corollary purpose is to uncover how managers influence these constructs through positive outcome feedback. Design/methodology/approach Prosocial motivation theory grounds the conceptual model which the authors test through survey implementation. The final sample consisted of 129 business-to-business (B2B) salespeople working across multiple industries in India. Latent moderated structural equation modeling was utilized to test the proposed model. Findings The results suggest that guilt proneness positively influences the likelihood that a salesperson adopts a relational orientation, which has a direct effect on individual effort and an indirect effect on customer satisfaction. Supervisors have the ability to amplify this effort through positive outcome feedback, but only when relational orientation is low. Their support had no effect on salespeople with a high relational orientation. Originality/value The study is unique in that it combines an overlooked prosocial trait with a B2B Indian dataset. We provide value for firms because our results show that guilt-prone salespeople put more effort into their job – ”something universally desirable among sales managers” – through the development of a relational orientation. The authors also give practical implications on how to support salespeople given their level of relational orientation.

Improving Assessments of Another Auditor's Competence

2009 ◽  
Vol 28 (1) ◽  
pp. 53-78 ◽  
Author(s):  
Noel Harding ◽  
Ken T. Trotman
Keyword(s):  
Group Feedback ◽  
Potential Intervention ◽  
Outcome Feedback ◽  
Average Group ◽  
Different Types ◽  
Specific Feedback ◽  
Specific Outcome ◽  
The Impact ◽  
The Relationship ◽  
Audit Effectiveness

SUMMARY: Auditing standards require auditors to assess the competence of their colleagues. However, previous studies have shown that auditors' assessments of their colleagues' competence are inaccurate and overconfident, potentially leading to a reduction in audit effectiveness. In two related studies, we investigate both the process by which these assessments are made and a potential intervention aimed at improving these judgments. In study 1, we investigate the anchors used by senior auditors in assessing the competence of their subordinates and peers, and find that the anchors vary depending on the familiarity of the audit senior with their colleague. These findings inform study 2, which investigates the impact of different types of outcome feedback on auditors' assessments of another auditor's competence. We find that the effects of individual-specific feedback and average-group feedback will be contingent on the nature of the relationship between the assessor and assessee. Specifically, individual-specific outcome feedback is effective in reducing overconfidence when assessing the competence of a colleague with whom the assessor has previously worked, but not an unfamiliar colleague. When assessing the competence of an unfamiliar colleague, we find that average-group outcome feedback is effective in reducing overconfidence. Our results complement and extend earlier theory by showing that individuals, in assessing a colleague's competence, use anchors in addition to the competence of the assessor.

IAPT outcome feedback trial

2016 ◽  
Author(s):  
Jaime Delgadillo
Keyword(s):  
Outcome Feedback ◽  
Feedback Trial

The Effects of Cognitive Style and Feedback Type on Performance in an Internal Control Task

2009 ◽  
Vol 21 (1) ◽  
pp. 37-58 ◽  
Author(s):  
Stephanie Bryant ◽  
Uday Murthy ◽  
Patrick Wheeler
Keyword(s):  
Cognitive Style ◽  
Task Performance ◽  
Internal Control ◽  
Control Task ◽  
Identification Task ◽  
Feedback Type ◽  
Performance Improvements ◽  
Outcome Feedback ◽  
Positive Performance ◽  
Audit Information

ABSTRACT: To facilitate the task of evaluating the internal control environment, auditors typically use internal control questionnaires (ICQ) to identify and document audit information. One drawback of structured ICQs is that beginning auditors charged with their completion could use them mechanistically, overlooking important cues that do not match ICQ prompts. We investigate the effects of cognitive style and feedback type on auditors' ability to identify internal control cues using ICQs. Student participants, proxying for beginning staff auditors with no experience, were classified as possessing either a sensor or an intuitive cognitive style. In an experiment, participants used an ICQ to identify internal control cues for one accounting cycle. After receiving varying kinds of feedback, participants repeated the internal control cue identification task using an ICQ for a second accounting cycle. Contrary to expectations, cognitive style did not significantly affect performance in the absence of feedback. As expected, significant associations between cognitive style and post-feedback task performance were found, with the combination of cognitive style and outcome feedback yielding positive performance improvements.

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