Export to your Reference Manger

Please Copy & Paste



Bookmark and Share

Identifiability, Performance Feedback and the Köhler Effect

[journal article]

Kerr, Norbert L.; Messé, Lawrence A.; Park, Ernest S.; Sambolec, Eric J.

fulltextDownloadDownload full text

(148 KByte)

Citation Suggestion

Please use the following Persistent Identifier (PID) to cite this document:http://nbn-resolving.de/urn:nbn:de:0168-ssoar-227887

Further Details
Abstract Research, starting with Köhler (1926), has demonstrated a type of group motivation gain, wherein the less capable member of a dyad working conjunctively at a persistence task works harder than comparable individuals. To explore possible boundary conditions of this effect, the current experiment systematically varied the amount and timing of performance feedback group members received. Results showed: (a) continuous feedback of both members’ performance was not necessary for producing the effect; (b) the effect was attenuated, but not eliminated by delaying and restricting feedback, such that group members only learned which of them was the less capable worker (but not how long s/he persisted) sometime after the task trial was completed; and (c) the motivation gain was eliminated in the absence of any performance feedback (i.e. when neither worker could tell who quit first nor how long either had persisted). Some implications of these results for currently viable explanations of the Köhler effect are discussed. It is concluded that the effect is likely to result from several distinct processes.
Free Keywords feedback; groups; motivation gain; performance;
Document language English
Publication Year 2005
Page/Pages p. 375-390
Journal Group Processes & Intergroup Relations, 8 (2005) 4
DOI http://dx.doi.org/10.1177/1368430205056466
Status Postprint; peer reviewed
Licence PEER Licence Agreement (applicable only to documents from PEER project)