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@article{ Kerr2005,
 title = {Identifiability, Performance Feedback and the Köhler Effect},
 author = {Kerr, Norbert L. and Messé, Lawrence A. and Park, Ernest S. and Sambolec, Eric J.},
 journal = {Group Processes & Intergroup Relations},
 number = {4},
 pages = {375-390},
 volume = {8},
 year = {2005},
 doi = {https://doi.org/10.1177/1368430205056466},
 urn = {https://nbn-resolving.org/urn:nbn:de:0168-ssoar-227887},
 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.},
}