Task Performance Ratings Research Articles

When can feedback-seeking behavior result in a better performance rating? Investigating the moderating role of political skill

ABSTRACTFeedback-seeking behavior is generally used to acquire job-related information that enables performance improvement. However, it can also be a form of impression management that improves an employee’s reputation. In this study, we show that employees who hold an image enhancement motive are more likely to seek feedback from their supervisors. Further, this feedback-seeking behavior mediates the relationship between the image enhancement motive and task performance ratings, consistent with the self-concept enhancing tactician (SCENT) model. However, we additionally incorporate socioanalytic theory to demonstrate that this indirect effect is moderated: the image enhancement motive translates into greater feedback-seeking behavior and task performance ratings only for employees with high political skill, who are capable of acting on their image enhancement motive successfully.

The signal processing architecture underlying subjective reports of sensory awareness.

What is the relationship between perceptual information processing and subjective perceptual experience? Empirical dissociations between stimulus identification performance and subjective reports of stimulus visibility are crucial for shedding light on this question. We replicated a finding that metacontrast masking can produce such a dissociation (Lau and Passingham, 2006), and report a novel finding that this paradigm can also dissociate stimulus identification performance from the efficacy with which visibility ratings predict task performance. We explored various hypotheses about the relationship between perceptual task performance and visibility rating by implementing them in computational models and using formal model comparison techniques to assess which ones best captured the unusual patterns in the data. The models fell into three broad categories: Single Channel models, which hold that task performance and visibility ratings are based on the same underlying source of information; Dual Channel models, which hold that there are two independent processing streams that differentially contribute to task performance and visibility rating; and Hierarchical models, which hold that a late processing stage generates visibility ratings by evaluating the quality of early perceptual processing. Taking into account the quality of data fitting and model complexity, we found that Hierarchical models perform best at capturing the observed behavioral dissociations. Because current theories of visual awareness map well onto these different model structures, a formal comparison between them is a powerful approach for arbitrating between the different theories.

Cultural intelligence (CQ) in virtual, cross-cultural interactions: Generalizability of measure and links to personality dimensions and task performance

Previous studies have focused on investigating CQ in face-to-face contexts but very few have assessed CQ in virtual, cross-cultural interactions. This study highlights the relevance of cultural intelligence (CQ) as an intercultural capability in cross-cultural communications that are virtual. This two-study research (study 1: n=274; study 2: n=223) conducted in call centers in the Philippines (a) assesses the generalizability of the four-factor CQ model (i.e., cognitive, metacognitive, motivational and behavioral CQ) as applied in the virtual context and (b) tests the relationship between CQ, personality dimensions (i.e., openness to experience and extraversion) and supervisor’s ratings of task performance. Study 1 results show that the structural validity of the four-factor CQ model was supported with minor issues in some of the items indicating the need to modify the CQ measure when utilized in the virtual context. Study 2 results show that CQ is positively and significantly related to openness to experience and extraversion. In addition, results show that CQ predicts task performance highlighting the importance of developing CQ among call center representatives and other working professionals who virtually engage and interact with clients and customers from culturally diverse backgrounds.

Validity of Cognitive Load Measures in Simulation-Based Training: A Systematic Review.

Cognitive load theory (CLT) provides a rich framework to inform instructional design. Despite the applicability of CLT to simulation-based medical training, findings from multimedia learning have not been consistently replicated in this context. This lack of transferability may be related to issues in measuring cognitive load (CL) during simulation. The authors conducted a review of CLT studies across simulation training contexts to assess the validity evidence for different CL measures. PRISMA standards were followed. For 48 studies selected from a search of MEDLINE, EMBASE, PsycInfo, CINAHL, and ERIC databases, information was extracted about study aims, methods, validity evidence of measures, and findings. Studies were categorized on the basis of findings and prevalence of validity evidence collected, and statistical comparisons between measurement types and research domains were pursued. CL during simulation training has been measured in diverse populations including medical trainees, pilots, and university students. Most studies (71%; 34) used self-report measures; others included secondary task performance, physiological indices, and observer ratings. Correlations between CL and learning varied from positive to negative. Overall validity evidence for CL measures was low (mean score 1.55/5). Studies reporting greater validity evidence were more likely to report that high CL impaired learning. The authors found evidence that inconsistent correlations between CL and learning may be related to issues of validity in CL measures. Further research would benefit from rigorous documentation of validity and from triangulating measures of CL. This can better inform CLT instructional design for simulation-based medical training.

Creating Paper Robots increases designers’ confidence to prototype with microcontrollers and electronics

This article describes a creative design activity to introduce engineering students to mechatronic prototyping. Our goal was to find a creative task to increase student confidence and skills in mechanical design, electrical circuits, microcontrollers, and programming. We present the Paper Robot exercise, a design activity that blends everyday materials such as cardboard, with electronic components. This activity was introduced during the 2010–2011 academic year and has been repeated every year since, in a global, industry-sponsored design course at Stanford University. The Paper Robot exercise resulted from the observation that students were intimidated to create functional prototypes with microcontrollers. The teaching team needed a way to quickly introduce tools for programming electronic components and to encourage creative experimentation early in the course. Results include a 100% task performance rate of students that successfully made a robot meeting the minimum requirements. 76% of students reported an increase in knowledge in programming microcontrollers (Arduino), and 69% increased their knowledge in creating electronic circuits out of raw components. This activity may be modified to introduce younger students to mechatronic platforms in STEM education curriculum.

Relationships between Contextual and Task Performance and Interrater Agreement: Are There Any?

Work performance is one of the most important dependent variables in Work and Organizational Psychology. The main objective of this paper was to explore the relationships between citizenship performance and task performance measures obtained from different appraisers and their consistency through a seldom-used methodology, intraclass correlation coefficients. Participants were 135 public employees, the total staff in a local government department. Jobs were clustered into job families through a work analysis based on standard questionnaires. A task description technique was used to develop a performance appraisal questionnaire for each job family, with three versions: self-, supervisor-, and peer-evaluation, in addition to a measure of citizenship performance. Only when the self-appraisal bias is controlled, significant correlations appeared between task performance rates. However, intraclass correlations analyses show that only self- (contextual and task) performance measures are consistent, while interrater agreement disappears. These results provide some interesting clues about the procedure of appraisal instrument development, the role of appraisers, and the importance of choosing adequate consistency analysis methods.

Impaired prefrontal cortical response by switching stimuli in autism spectrum disorders

Working memory (WM) performance is considered to change according to the nature of the task by adequate and prompt activation of corresponding functional connectivity in the brain. In the present study, we examined continuous prefrontal hemodynamic changes depending on reciprocal disposition of WM and non-WM tasks using two-channel near-infrared spec- troscopy. To investigate possible functional connectivity deficits in autism spectrum disorder (ASD) during these tasks, relative concentration changes in oxygenated hemoglobin (Hb), deoxygenated Hb, and total Hb were compared between high-func- tioning ASD subjects (n = 11) and controls (n = 22). Instant evoked cerebral blood oxygenation changes were observed in re- sponse to the task switch in controls but not in ASD subjects, although the task performance rate was almost equivalent. Delayed or altered response of functional connectivity to incoming stimuli is considered a characteristic feature of ASD.

Measuring cognitive load: performance, mental effort and simulation task complexity.

Interest in applying cognitive load theory in health care simulation is growing. This line of inquiry requires measures that are sensitive to changes in cognitive load arising from different instructional designs. Recently, mental effort ratings and secondary task performance have shown promise as measures of cognitive load in health care simulation. We investigate the sensitivity of these measures to predicted differences in intrinsic load arising from variations in task complexity and learner expertise during simulation-based surgical skills training. We randomly assigned 28 novice medical students to simulation training on a simple or complex surgical knot-tying task. Participants completed 13 practice trials, interspersed with computer-based video instruction. On trials 1, 5, 9 and 13, knot-tying performance was assessed using time and movement efficiency measures, and cognitive load was assessed using subjective rating of mental effort (SRME) and simple reaction time (SRT) on a vibrotactile stimulus-monitoring secondary task. Significant improvements in knot-tying performance (F(1.04,24.95) =41.1, p<0.001 for movements; F(1.04,25.90) =49.9, p<0.001 for time) and reduced cognitive load (F(2.3,58.5) =57.7, p<0.001 for SRME; F(1.8,47.3) =10.5, p<0.001 for SRT) were observed in both groups during training. The simple-task group demonstrated superior knot tying (F(1,24) =5.2, p=0.031 for movements; F(1,24) =6.5, p=0.017 for time) and a faster decline in SRME over the first five trials (F(1,26) = 6.45, p=0.017) compared with their peers. Although SRT followed a similar pattern, group differences were not statistically significant. Both secondary task performance and mental effort ratings are sensitive to changes in intrinsic load among novices engaged in simulation-based learning. These measures can be used to track cognitive load during skills training. Mental effort ratings are also sensitive to small differences in intrinsic load arising from variations in the physical complexity of a simulation task. The complementary nature of these subjective and objective measures suggests their combined use is advantageous in simulation instructional design research.

When the dark ones become darker: How promotion focus moderates the effects of the dark triad on supervisor performance ratings

SummaryThe current study adds to a growing body of research on dark personality traits by investigating the moderating role of promotion focus on the relationships among dark triad traits and facets of job performance. Specifically, we investigated the effects of the dark triad (i.e., Machiavellianism, narcissism, and psychopathy) on supervisor ratings of performance, and the moderating effect promotion focus has on those effects. Using field data, we surveyed 549 employees from a manufacturing company in the USA and obtained supervisor ratings of task performance and helping behavior for each employee. We found support for multiple hypotheses, which suggests that managers rated narcissistic and psychopathic employees as having poorer task performance and psychopathic employees as engaging in fewer helping behaviors than employees low in those traits. Furthermore, promotion focus strengthened these negative relationships. We did not find these effects for Machiavellianism. Implications of these findings for future dark personality research as well as the practical implications for managers and organizations are discussed. Copyright © 2015 John Wiley &amp; Sons, Ltd.

Are proactive personalities always beneficial? Political skill as a moderator.

Does proactive personality always enhance job success? The authors of this study draw on socioanalytic theory of personality and organizational political perspectives to study employees' political skill in moderating the effects of proactive personality on supervisory ratings of employee task performance, helping behaviors, and learning behaviors. Multisource data from 225 subordinates and their 75 immediate supervisors reveal that proactive personality is associated negatively with supervisory evaluations when political skill is low, and the negative relationship disappears when political skill is high. Implications and future research directions are discussed.

Effects of feedback motives on inquiry and performance

Purpose– The purpose of this paper is to examine how two motives for feedback-seeking behavior, the instrumental and image enhancement motives, impact the feedback-seeking process and supervisor ratings of task performance.Design/methodology/approach– Correlational data were collected from supervisor-subordinate dyads and analysed with path analysis.Findings– Results show that perceptions of a supportive supervisory feedback environment are associated with both higher instrumental and image enhancement motives. The instrumental motive fully mediates the relationship between the feedback environment and feedback-seeking behavior. However, the positive effect of feedback-seeking behavior on task performance ratings made by supervisors is only significant when the image enhancement motive is low. Contrary to expectations, no direct or moderating effects were found for the instrumental motive on performance ratings.Practical implications– These results demonstrate that many instances of feedback-seeking behavior are motivated by a desire to enhance one’s public image, and that high image enhancers can earn strong performance ratings even with low feedback-seeking behavior. Overall, the findings highlight the critical importance of measuring employees’ motives in research on feedback and performance management.Originality/value– This is the first study to explicitly examine how motives mediate and moderate the relationships between feedback environment perceptions, feedback-seeking behavior, and performance in the workplace. The findings suggest that future research on feedback-seeking behavior should measure and model the effects of motives on feedback processes.

Age differences in high frequency phasic heart rate variability and performance response to increased executive function load in three executive function tasks.

The current study examines similarity or disparity of a frontally mediated physiological response of mental effort among multiple executive functioning tasks between children and adults. Task performance and phasic heart rate variability (HRV) were recorded in children (6 to 10 years old) and adults in an examination of age differences in executive functioning skills during periods of increased demand. Executive load levels were varied by increasing the difficulty levels of three executive functioning tasks: inhibition (IN), working memory (WM), and planning/problem solving (PL). Behavioral performance decreased in all tasks with increased executive demand in both children and adults. Adults’ phasic high frequency HRV was suppressed during the management of increased IN and WM load. Children’s phasic HRV was suppressed during the management of moderate WM load. HRV was not suppressed during either children’s or adults’ increasing load during the PL task. High frequency phasic HRV may be most sensitive to executive function tasks that have a time-response pressure, and simply requiring performance on a self-paced task requiring frontal lobe activation may not be enough to generate HRV responsitivity to increasing demand.

The longitudinal influence of narcissism in the team context

The current study integrates self-enhancement and social exchange theories to construct hypotheses in which team-level narcissism is expected to negatively influence team-level task performance ratings and team-level organizational citizenship behaviors directed at team members (OCB-Is). Additionally, individual-level narcissism is expected to negatively influence peer performance ratings. Based on longitudinal data collected from 89 study participants constituting 29 project teams, results indicate (a) team-level narcissism influences task performance, (b) team-level narcissism influences changes in OCB-Is over time, and (c) individual-level narcissism influences peer performance ratings. Our findings suggest the necessity for practitioners to consider individual differences in the strategic formation of work groups.

정보보호담당자의 역할이 조직의 정보보호수준에 미치는 영향

ABSTRACT The issue of information security within an organization began to be recognized as risk of the organization. Because of this, not only ISO(Information Security Officer) but an executive or CEO were forced to resign. In addition, it brought about heavy financial damage to the company and made the company difficult to restore trust to customers. At a time when inadvertent discl osure of personal information has become accepted as a matter of survival because of having a bad effect within an organization, how the information security specialist causes influence on information protection level of the organization. For these reasons, t argeting the information security specialists of various industry sector s, we'll analyse how task performance rate of the information s ecurity specialist within an organization cause influence to the information security level. The goal of this study is for the company to raise the task proportion of information security specialist an d to improve the information protection level of the organizati on. Keywords: Security organization, security level

Emergent effects in multimodal feedback from virtual buttons

The continued advancement in computer interfaces to support 3D tasks requires a better understanding of how users will interact with 3D user interfaces in a virtual workspace. This article presents two studies that investigated the effect of visual, auditory, and haptic sensory feedback modalities presented by a virtual button in a 3D environment on task performance (time on task and task errors) and user rating. Although we expected task performance to improve for conditions that combined two or three feedback modalities over a single modality, we instead found a significant emergent behavior that decreased performance in the trimodal condition. We found a significant increase in the number of presses when a user released the button before closing the virtual switch, suggesting that the combined visual, auditory, and haptic feedback led participants to prematurely believe they actuated a button. This suggests that in the design of virtual buttons, considering the effect of each feedback modality independently is not sufficient to predict performance, and unexpected effects may emerge when feedback modalities are combined.

Individual differences in the experience of cognitive workload

This study investigated the roles of four psychosocial variables – anxiety, conscientiousness, emotional intelligence, and Protestant work ethic – on subjective ratings of cognitive workload as measured by the Task Load Index (TLX) and the further connections between the four variables and TLX ratings of task performance. The four variables represented aspects of an underlying construct of elasticity versus rigidity in response to workload. Participants were 141 undergraduates who performed a vigilance task under different speeded conditions while working on a jigsaw puzzle for 90 minutes. Regression analysis showed that anxiety and emotional intelligence were the two variables most proximally related to TLX ratings. TLX ratings contributed to the prediction of performance on the puzzle, but not the vigilance task. Severity error bias was evident in some of the ratings. Although working in pairs improved performance, it also resulted in higher ratings of temporal demand and perceived performance pressure.

Board 343 - Research Abstract Development and Evaluation of a Contextually Relevant Measure of Cognitive Load for Simulation-Based Psychomotor Skills Training (Submission #951)

Introduction/Background Theoretically-based research exploring instructional design in healthcare simulation has emerged as a top priority.1–3 In turn, interest in cognitive load theory as a foundation for empirical investigation of instructional design principles in simulation has grown.1,4 An essential precursor to this line of inquiry is the development and evaluation of cognitive load (CL) measures that are appropriate for the healthcare simulation setting. To be effective, these measures should be unintrusive, sensitive to cognitive demands imposed by the simulated task and natural to the performer.5 The objectives of this study were to: 1) develop contextually relevant measures of CL based on secondary-task methodology and 2) generate preliminary validity evidence6 supporting their use in simulation-based psychomotor skills training. It was hypothesized that: 1) these measures of secondary-task performance would be sensitive to variations in CL within novices as cognitive demands change and between novices and experts when performing a psychomotor primary-task, and 2) similar patterns would be observed between experts and novices on subjective measures of cognitive load and primary-task performance. Methods . We developed a virtual vital signs monitor with a built-in visual stimulus detection secondary-task, in which participants monitor a baseline heart-rate and press a foot-pedal each time a pre-determined change (bradycardia or tachycardia) is observedThe software subsequently records two performance metrics: stimulus-detection error rate (SDER) and recognition reaction time (RRT)To evaluate the sensitivity of these metrics to variations in CL during simulation-based psychomotor skills training, five experts (surgical residents) and seven novices (medical students) completed a baseline stimulus-detection trial and a dual-task trial consisting of one-handed surgical knot tying on a part-task trainer, while monitoring for changes in heart-rateFollowing the dual-task trial, participants also completed a subjective rating of mental effort (SRME) using a previously developed scale.7 Primary-task (knot-tying) performance was assessed by total movements (TM) and time to complete (TC) a square knot.8 The first hypothesis was tested by analyzing differences in RRT and SDER from baseline to dual-task between experts and novices, using 2x2 repeated measures ANOVA and the Tukey test for post-hoc comparisonsThe second hypothesis was tested by analyzing differences between experts and novices SRME and on knot-tying performance, using the Kruskal-Wallis test and independent sample t-test respectively. Results . Analysis of secondary-task performance demonstrated a significant interaction between expertise (novice vsexpert) and task (single vsdual-task) for RRT (F(1,10)=9.947, p<0.01, partial eta2=0.89) and SDER (F(1,10)=81.133, p<0.0001, partial eta2=0.89)Pairwise comparisons revealed a significant increase in RRT and SDER from baseline to dual-task among novices (q=6.18, p<0.025 and q=16.45, p<0.01 respectively) but not among expertsIn addition, experts had significantly lower RRT and SDER compared to novices during dual-tasking (q=5.21, p<0.05 and q=14.88, p<0.01 respectively) but not at baselineSimilarly, compared to novices, experts had significantly lower dual-task SRME (chi2=5.316, p<0.021) and superior primary task performance with respect to TC (t=4.939, p<0.004), and TM (t=4.748, p<0.005). Conclusion We have developed an instrument for assessing CL that employs a contextually relevant secondary task (response to changes in vital signs). The measures generated from this instrument are sensitive to variations in CL among novices as cognitive demands change (i.e. single to dual-tasking) and between novices and experts performing a psychomotor skill. The difference in performance between novices and experts on these measures are similar to those seen on primary task performance (TC and TM) and subjective ratings of cognitive load, demonstrating preliminary validity evidence in the category of “response to other variables”6 for the two CL measures generated by our instrument (RRT and SDER). The Results indicate this instrument may be effective for measuring cognitive load during simulation-based psychomotor skills training of novice learners.

Prediction of Perceived Workload From Task Performance and Heart Rate Measures

To improve operator efficiency and effectiveness, designers increasingly apply automation to allocate tasks once performed by human operators to the system. Unfortunately, these systems are often complex, potentially imposing increased mental task load on the operator, or placing the operator in a supervisory role where they can become overly dependent on automation. A proposed solution is adaptive automation, which increases automation when an operator is overloaded, and disabled as the operator has spare mental capacity. Changes in performance and physiological measures have shown promise in triggering changes in automation levels. However, the literature lacks well-documented or consistently supported measures for mental workload prediction. The present work sought to define a model which could predict perceived workload as a function of performance and heart rate measures by imposing various levels of task loading on a group of individuals while monitoring their performance, recording their heart rate information with an electrocardiogram and obtaining subjective estimates of mental workload. Heart rate (HR) and several heart rate variability (HRV) measurements where significantly affected by Task Load. This paper describes a linear regression model for predicting participants’ perceived workload as a function of a proposed summary performance metric and HR measures.

Constraints for Some, Opportunities for Others? Interactive and Indirect Effects of Machiavellianism and Organizational Constraints on Task Performance Ratings

The purpose of this study was to examine how the indirect relationship between Machiavellianism and task performance ratings is qualified by organizational constraints (e.g., inadequate resources). Contrary to past research, we suggest that constraints can actually facilitate performance ratings among highly Machiavellian employees because they seek to attain high ratings through self-interested behaviors and social influence processes rather than legitimate task performance. Thus, constraints that inhibit legitimate performers should actually create more opportunities for highly Machiavellian employees. Data were collected from 110 subordinate–supervisor dyads that were recruited from Psychology courses at a small liberal arts college. The results elaborate on past research focused on organizational constraints to reveal that the indirect relationship between Machiavellianism and task performance is positive and significant under conditions of high organizational constraints. This relationship is not significant and trends in a negative direction when constraints are low. This study highlights the importance of considering how resource constraints impact different types of performers in organizations. When resources are abundant, legitimate performance is possible and Machiavellians are hampered in their ability to rely on careerist strategies to succeed. In contrast, high constraints create situations that enable Machiavellian behaviors to pay off. This study’s originality lies in its counterintuitive finding that organizational constraints might actually be beneficial for some employees who adopt Machiavellian, careerist strategies. This is the first study to demonstrate that constraints do not have consistent, negative effects on task performance and to elaborate on how constraints impact the performance of Machiavellian employees.

Casino employees’ perceptions of their quality of work life

A good quality of work life (QWL) can increase job satisfaction and task performance, reduce absenteeism and turnover rate, lower tardiness frequency, and enhance organizational effectiveness and organizational commitment. This study investigates what contributes to a good QWL for employees in the casino industry, which is currently an untouched topic in the existing hospitality and tourism literature. This qualitative study involves face-to-face interviews with 40 casino employees (including dealers, supervisors, and managers) from six major casinos in Macau. The content analysis of the data yielded four dimensions of QWL that casino employees considered to be an important constructs: job characteristics, HR policies, work group relationships, and the physical work environment. The four dimensions and 17 attributes identified in this study can help HR practitioners develop strategies to improve the QWL of casino employees while reducing the industry's high turnover rate.