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Related external research

Find research to deepen how you understand work.

Starting a habit, listening to another person, turning experience into better judgment. Explore 67 academic publications in eight fields through questions from everyday work.

What the research found → Connections to your work

Each entry includes the study’s participants, methods and conditions. “Connection to this page” is our editorial interpretation informed by the research.

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Research on “フィードバック”

4 studies

Meta-analysis and theoretical proposal1996

The Effects of Feedback Interventions on Performance: A Historical Review, a Meta-Analysis, and a Preliminary Feedback Intervention Theory

Feedback improved performance on average, but a substantial number of interventions reduced it. Feedback that shifted attention away from the task and toward the self tended to be less effective.

Connection to this page

Consider consultations and reports that clarify which action and result to examine, and what can change next, rather than evaluating the person.

Participants, methods, scope and bibliography
Participants and methods
Combined 607 effect sizes and 23,663 observations concerning feedback interventions, examining differences such as where attention was directed.
Scope and limitations
Tasks and ways of delivering feedback varied. Changing particular words alone cannot be expected to improve performance in every situation.

Avraham N. Kluger; Angelo DeNisi (1996). The Effects of Feedback Interventions on Performance: A Historical Review, a Meta-Analysis, and a Preliminary Feedback Intervention Theory

Psychological Bulletin, 119(2), 254–284

DOI: 10.1037/0033-2909.119.2.254

Experimental research (two studies)2009

Reflection as a strategy to enhance task performance after feedback

Thinking through and writing concrete examples of behavior after feedback produced greater performance improvement than feedback alone. Reflection without feedback did not improve performance.

Connection to this page

Go beyond receiving advice: review what happened when it was tried, and bring those results into the next consultation.

Participants, methods, scope and bibliography
Participants and methods
Two studies with 640 and 488 participants compared combinations of feedback and reflection in a web-based work simulation.
Scope and limitations
The findings concern a work simulation. The effects also differed with participants' engagement in reflection and their orientation toward learning.

Frederik Anseel; Filip Lievens; Eveline Schollaert (2009). Reflection as a strategy to enhance task performance after feedback

Organizational Behavior and Human Decision Processes, 110(1), 23–35

DOI: 10.1016/j.obhdp.2009.05.003

Meta-analysis2020

The Power of Feedback Revisited: A Meta-Analysis of Educational Feedback Research

Feedback helped learning on average, but effects varied considerably. Its usefulness depended on the information it contained, with differences between cognitive and motor outcomes and motivational and behavioral outcomes.

Connection to this page

Consider the value of reporting what was tried and what changed, beyond simply saying that something went well.

Participants, methods, scope and bibliography
Participants and methods
Combined 435 educational studies, 994 effect sizes and more than 61,000 learners to examine feedback effects and differences between conditions.
Scope and limitations
The review combined heterogeneous interventions mainly in education. It did not directly measure advice or reporting in everyday work.

Benedikt Wisniewski; Klaus Zierer; John Hattie (2020). The Power of Feedback Revisited: A Meta-Analysis of Educational Feedback Research

Frontiers in Psychology, 10, 3087

DOI: 10.3389/fpsyg.2019.03087

Original longitudinal experiments2015

Debiasing Decisions: Improved Decision Making With a Single Training Intervention.

Both interventions reduced biases on the measured tasks. The game, which included practice and personalized feedback, produced larger effects.

Connection to this page

Provides background for creating conditions to practice ways of thinking and check results, rather than explaining judgment solely through personality.

Participants, methods, scope and bibliography
Participants and methods
Two longitudinal experiments used a single game or video intervention addressing multiple cognitive biases, comparing outcomes immediately and at follow-ups two months or more later.
Scope and limitations
The findings concern the biases and tasks studied. Transfer to actual workplace judgments and organizational outcomes requires separate examination.

Morewedge, C. K., Yoon, H., Scopelliti, I., Symborski, C. W., Korris, J. H., & Kassam, K. S. (2015). Debiasing Decisions: Improved Decision Making With a Single Training Intervention.

Policy Insights from the Behavioral and Brain Sciences, 2(1), 129–140

DOI: 10.1177/2372732215600886

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