Research On The Effects Of Achievement Goal Orientation And Achievement Motivation On Performance Feedback

Performance management has always been a hotspot and difficulty in Organizational Behavior and Human Resource Management practice. Performance feedback is mainly studied from these dimensions such as feedback information source, feedback intervention style, characteristics of the feedback recipients and so on. As for the studies of effects on performance individually from feedback intervention style, the results are not consistent. That may involves different individual characteristics and other factors' effects. So we need to combine the feedback intervention style and individual style to conduct a study.This study investigates the impacts of different feedback styles on the performance, and the interaction among achievement goal orientation, achievement motivation and feedback intervention style. We selected second-year college students to participate in the study, adopting 2(positive feedback and negative feedback)×2(competence feedback and task feedback) completely random experimental design. The students were randomly divided into four groups. Each group was given a kind of feedback interventions. It also set up a control group not given any feedback. The data were conducted by statistical software SPSS12.0 for windows. In the experimental conditions of this study, the main conclusions were as follows:Firstly, the main effects on performance from feedback value and feedback target were not significant, and the interaction between them was not significant yet.Secondly, achievement goal orientation and feedback value had significant interaction effects on performance. For the individual of learning goal orientation, negative feedback was better than positive feedback. For the individual of performance goal orientation, positive feedback was better than negative feedback.Thirdly, achievement motivation and feedback value had significant interaction effects on performance. For the individual of pursuing success tendency, negative feedback was better than positive feedback. For the individual of avoiding failure tendency, positive feedback was better than negative feedback.Fourthly, achievement goal orientation and feedback target's interaction on performance was not significant. Achievement motivation and feedback target's interaction on performance was not significant yet.