Abstract
ABSTRACTPerformance feedback has been broadly used within Organizational Behavior Management. However, the specifics regarding the most effective type of feedback still merits careful investigation, including the use of positive and negative sequences of feedback. The current study randomly assigned participants to receive one of the following sequences: (a) positive-positive feedback, (b) positive-negative feedback, (c) negative-positive feedback, and (d) negative-negative feedback. Uniform feedback delivery resulted in higher performance, although inconsistent feedback resulted in lessened negative emotional responses. Recommendations on whether to deliver positive or negative feedback in isolation or combination may depend upon the outcomes currently being prioritized by the organization.
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