Subconscious performance goals: Investigating the moderating effect of negative goal-discrepancy feedback

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2018-10-20 DOI:10.1080/08959285.2018.1531866

T. Bipp, A. Kleingeld

引用次数: 5

Abstract

ABSTRACT Building on theories of conscious goals and feedback, we investigated the moderating effect of negative feedback on the relation between subconscious goals and performance. In two lab experiments, we manipulated subconscious performance goals and negative feedback about personal performance as well as social comparison information. In Study 1 (n = 80), subconscious goals positively influenced performance in an attention and concentration task when participants had received no feedback and negatively when participants had been confronted with negative performance feedback. In Study 2 (n = 90), additional comparison feedback indicating a higher performance of others led to higher performance of participants with versus without subconscious performance goals. The moderating effect of feedback was visible in self-efficacy, and we found partial support for its mediating role.

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潜意识绩效目标：负目标差异反馈的调节作用研究

摘要在有意识目标和反馈理论的基础上，研究了消极反馈对潜意识目标与绩效关系的调节作用。在两个实验室实验中，我们操纵了潜意识绩效目标和关于个人绩效的负面反馈以及社会比较信息。在研究1 (n = 80)中，潜意识目标在没有收到反馈的情况下对注意力集中任务的表现产生积极影响，在收到消极反馈的情况下产生消极影响。在研究2 (n = 90)中，额外的比较反馈表明，其他人的更高表现导致有潜意识绩效目标的参与者与没有潜意识绩效目标的参与者的更高表现。反馈的调节作用在自我效能感中是明显的，我们发现部分支持反馈的中介作用。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.

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