the total number of papers may exceed 10,000. Nevertheless, cost consideration forced us to consider mostly published papers and technical reports in English. 4 Formula 4 in Seifert (1991) is in error—a multiplier of n, of cell size, is missing in the numerator. 5 Unfortunately, the technique of meta-analysis cannot be applied, at present time, to such effects because the distribution of dis based on a sampling of people, whereas the statistics of techniques such as ARIMA are based on the distribution of a sampling of observations in the time domain regardless of the size of the people sample involved (i.e., there is no way to compare a sample of 100 points in time with a sample of 100 people). That is, a sample of 100 points in time has the same degrees of freedom if it were based on an observation of 1 person or of 1,000 people. 258 KLUGER AND DENISI From the papers we reviewed, only 131 (5%) met the criteria for inclusion. We were concerned that, given the small percentage of usable papers, our conclusions might not fairly represent the larger body of relevant literature. Therefore, we analyzed all the major reasons to reject a paper from the meta-analysis, even though the decision to exclude a paper came at the first identification of a missing inclusion criterion. This analysis showed the presence of review articles, interventions of natural feedback removal, and papers that merely discuss feedback, which in turn suggests that the included studies represent 1015% of the empirical FI literature. However, this analysis also showed that approximately 37% of the papers we considered manipulated feedback without a control group and that 16% reported confounded treatments, that is, roughly two thirds of the empirical FI literature cannot shed light on the question of FI effects on performance—a fact that requires attention from future FI researchers. Of the usable 131 papers (see references with asterisks), 607 effect sizes were extracted. These effects were based on 12,652 participants and 23,663 observations (reflecting multiple observations per participant). The average sample size per effect was 39 participants. The distribution of the effect sizes is presented in Figure 1. The weighted mean (weighted by sample size) of this distribution is 0.41, suggesting that, on average, FI has a moderate positive effect on performance. However, over 38% of the effects were negative (see Figure 1). The weighted variance of this distribution is 0.97, whereas the estimate of the sampling error variance is only 0.09. A potential problem in meta-analyses is a violation of the assumption of independence. Such a violation occurs either when multiple observations are taken from the same study (Rosenthal, 1984) or when several papers are authored by the same person (Wolf, 1986). In the present investigation, there were 91 effects derived from the laboratory experiments reported by Mikulincer (e.g., 1988a, 1988b). This raises the possibility that the average effect size is biased, because his studies manipulated extreme negative FIs and used similar tasks. In fact, the weighted average d in Mikulincer's studies was —0.39; whereas in the remainder of the

The effects of feedback interventions on performance: A historical review, a meta-analysis, and a preliminary feedback intervention theory.

Goal constructs in psychology: Structure, process, and content.

The literature on feedback to individuals was reviewed with respect to its effect on the behavior of individuals in performance-o riented organizations. Although contemporary views of individual behavior in organizations stress that feedback is necessary for effective role performance, little attention is given to the psychological processes affected by it. This review focuses upon the multidimensional nature of feedback as a stimulus and addresses the process by which feedback influences behavior. Emphasis is placed on those aspects of feedback that influence (a) the way it is perceived, (b) its acceptance by the recipient, and (c) the willingness of the recipient to respond to the feedback. Feedback about the effectiveness of an individual's behavior has long been recognized as essential for learning and for motivation in performance-oriented organizations. Not surprisingly, considerable research has been conducted on the subject (see reviews of feedback by Adams, 1968; Ammons, 19S6; Annett, 1969; Bilodeau, 1966; Locke, Cartledge, & Koeppel, 1968; Sassenrath, 1975). Yet, in spite of the large and varied literature, generalizations about the effects of feedback on individuals are few. Several factors contribute to this state of affairs. First, feedback is not a simple stimulus. The diverse elements subsumed under the single rubric of feedback may share the property of conveying some degree of information about past behavior, but they share We wish to thank L. L. Cummings, H. P. Dachler, E. A. Locke, M. M. Greller, D. M. Herold, and J. C. Naylor for their helpful comments on an earlier draft of this article. The research was supported by Grant DAHC 19-76-G-0017 from the Army Research Institute for the Behavioral Sciences, as part of the technical-base research project for the Organizational Development Unit. While the support of the agency is greatly appreciated, the ideas expressed in the article are solely those of the authors and are not to be considered the position of the agency or the U.S.

https://psycnet.apa.org/journals/apl/64/4/349.pdf

Consequences of individual feedback on behavior in organizations.

Previous analyses of knowledge of results (KR) and motor learning have generally confounded the transient performance effects as shown when KR is present and the relatively permanent (i.e., learned) effects that we argue should be evaluated on a transfer test without KR. In this review, we classify investigations according to this distinction, and a number of new relations emerge between KR and both learning and performance. In addition to the motivational and associational roles of KR, we emphasize that it also acts as guidance, enhancing performance when it is present but degrading learning if it is given too frequently.

Knowledge of results and motor learning: a review and critical reappraisal.

Feedback as an individual resource: personal strategies of creating information

(1956). Effects of Knowledge of Performance: A Survey and Tentative Theoretical Formulation. The Journal of General Psychology: Vol. 54, No. 2, pp. 279-299.

Effects of Knowledge of Performance: A Survey and Tentative Theoretical Formulation

Long-term retention of perceptual-motor skills.

Perceptual & motor skills

Rotary pursuit performance as related to sex and age of pre-adult subjects.

(1954). Experiential Factors in Visual Form Perception: I. Review and Formulation of Problems. The Pedagogical Seminary and Journal of Genetic Psychology: Vol. 84, No. 1, pp. 3-25.

Robert B. Ammons

Papers

Effects of Knowledge of Performance: A Survey and Tentative Theoretical Formulation

Long-term retention of perceptual-motor skills.

Perceptual & motor skills

Rotary pursuit performance as related to sex and age of pre-adult subjects.

Experiential factors in visual form perception. I. Review and formulation of problems.