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

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.尽管绩效反馈（performance feedback）作为提升动机的常用手段被广泛应用，但其有效性与可靠性却常因个体差异与情境变量而被掩盖。此类调节变量（moderating variables）的共同作用机制至今仍不明确。据此，本研究旨在探讨人格与任务难度如何调节反馈的动机效应。本研究依托三个样本（总样本量N=916），分别分析大五人格特质（Big Five personality traits）对假阳性反馈（false positive feedback）与假阴性反馈（false negative feedback）在趣味性、中性及挫败感型拼图任务中所产生的动机效应的调节作用。研究发现，尽责性与神经质个体对任务难度尤为敏感：在趣味性任务中，负面反馈可显著提升其动机水平；而在挫败感任务中，负面反馈则会削弱其动机。本研究基于目标设置理论（Goal-Setting Theory）与自我决定理论（Self Determination Theory）对上述结果展开讨论，并探讨了该研究发现对工业与教育领域的实践启示。