Effects of Distribution of Feedback in Work Groups

Abstract

Using a framework based on equity theory, we examined the joint effects of group feedback, individual feedback, and the distribution of feedback in a group on individuals' intentions to persist at a newly introduced behavior in a laboratory study. We proposed and found that the distribution of feedback was critical. Results were inconsistent with widely posited simple reinforcement or learning effects. Equity comparisons' mediation of group and individual performance feedback is reviewed, differences between responses to feedback received in isolation and in work groups are examined, and implications for the study of feedback in work groups are discussed.