Mediating mechanisms of the feedback-performance relationship

dc.contributor.committeeMemberPritchard, Robert D.
dc.contributor.committeeMemberBullock, R. J.
dc.contributor.committeeMemberRozelle, Richard M.
dc.contributor.committeeMemberPhillips, James S.
dc.creatorJones, Steven Douglass
dc.date.accessioned2023-01-17T18:19:44Z
dc.date.available2023-01-17T18:19:44Z
dc.date.issued1985
dc.description.abstractThe positive effects of feedback on performance are well known. Very little, however, is known about how feedback improves performance. The purpose of this research is to test mediating mechanisms that would help to explain the positive effects of feedback on performance. A theory of organizational behavior proposed by Naylor, Pritchard, and Ilgen (1980) is used to organize the conceptualization of the mediating mechanisms. The proposed mediating mechanisms are acceptance, role clarity, evaluation clarity, clarity of the act-to-product relationship, intrinsic motivation, and goal setting. The data for this study comes from a field study on the effects of feedback on productivity with two organizations of the U. S. Air Force. The design of this study consisted of a baseline and feedback phase. Attitude data was collected once during each phase; productivity data was collected monthly. Productivity across the two organizations increased approximately 45^. Within the two organizations there were increases in task clarity, evaluation clarity, and goal setting, although the changes were not consistent across both organizations. Acceptance was positively related to goal setting and to increases in evaluation clarity.
dc.description.departmentPsychology, Department of
dc.format.digitalOriginreformatted digital
dc.format.mimetypeapplication/pdf
dc.identifier.other14259127
dc.identifier.urihttps://hdl.handle.net/10657/13470
dc.language.isoen
dc.rightsThis item is protected by copyright but is made available here under a claim of fair use (17 U.S.C. Section 107) for non-profit research and educational purposes. Users of this work assume the responsibility for determining copyright status prior to reusing, publishing, or reproducing this item for purposes other than what is allowed by fair use or other copyright exemptions. Any reuse of this item in excess of fair use or other copyright exemptions requires express permission of the copyright holder.
dc.subjectFeedback (Psychology)
dc.subjectEmployee motivation
dc.titleMediating mechanisms of the feedback-performance relationship
dc.type.dcmiText
dc.type.genreThesis
thesis.degree.collegeCollege of Social Sciences
thesis.degree.departmentPsychology, Department of
thesis.degree.disciplinePsychology
thesis.degree.grantorUniversity of Houston
thesis.degree.levelDoctoral
thesis.degree.nameDoctor of Philosophy

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