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Effects of group feedback versus gro...

Nissen, Susan Zalewski.

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Effects of group feedback versus group goal setting on job performance and job satisfaction.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Effects of group feedback versus group goal setting on job performance and job satisfaction./
Author:	Nissen, Susan Zalewski.
Description:	164 p.
Notes:	Source: Dissertation Abstracts International, Volume: 52-03, Section: B, page: 1732.
Contained By:	Dissertation Abstracts International52-03B.
Subject:	Psychology, Clinical. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9112377

Effects of group feedback versus group goal setting on job performance and job satisfaction.
Nissen, Susan Zalewski.

Effects of group feedback versus group goal setting on job performance and job satisfaction. - 164 p.

Source: Dissertation Abstracts International, Volume: 52-03, Section: B, page: 1732.

Thesis (Ph.D.)--Hofstra University, 1990.

The present study was designed to assess which procedure, feedback, goal setting or the combination of both interventions, was more effective in producing changes in job performance and satisfaction under controlled conditions. Consequently, the following hypotheses were tested: (1) assignment of a hard specific group goal without feedback would not result in an increase in job performance; (2) group feedback alone would lead to an increase in job performance; (3) the combination of group feedback and group goals would lead to the greatest increase in job performance; (4) only those conditions which lead to an increase in job performance would additionally lead to an increase in satisfaction thus; (a) group goal setting alone would not lead to an increase in satisfaction, (b) group feedback alone would lead to an increase in satisfaction and (c) the combination of group goals and feedback would lead to an increase in satisfaction.Subjects--Topical Terms:

524864
Psychology, Clinical.

Effects of group feedback versus group goal setting on job performance and job satisfaction.
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008 130614s1990 eng d
035 $a (UnM)AAI9112377
035 $a AAI9112377
040 $a UnM $c UnM
100 1 $a Nissen, Susan Zalewski. $3 1933709
245 1 0 $a Effects of group feedback versus group goal setting on job performance and job satisfaction.
300 $a 164 p.
500 $a Source: Dissertation Abstracts International, Volume: 52-03, Section: B, page: 1732.
500 $a Sponsor: Richard M. O'Brien.
502 $a Thesis (Ph.D.)--Hofstra University, 1990.
520 $a The present study was designed to assess which procedure, feedback, goal setting or the combination of both interventions, was more effective in producing changes in job performance and satisfaction under controlled conditions. Consequently, the following hypotheses were tested: (1) assignment of a hard specific group goal without feedback would not result in an increase in job performance; (2) group feedback alone would lead to an increase in job performance; (3) the combination of group feedback and group goals would lead to the greatest increase in job performance; (4) only those conditions which lead to an increase in job performance would additionally lead to an increase in satisfaction thus; (a) group goal setting alone would not lead to an increase in satisfaction, (b) group feedback alone would lead to an increase in satisfaction and (c) the combination of group goals and feedback would lead to an increase in satisfaction.
520 $a Subjects included 23 employees working in a privately owned suburban restaurant. Group 1 (N = 14) consisted of waiters/waitresses responsible for selling food and wine in the main dining area. Group 2 (N = 9) consisted of waitresses responsible for serving food in the lounge and cocktails and soda in both areas. A multiple baseline crossover design which contained a within group reversal and involved six phases was used. The two independent variables included group visual feedback (publicly posted bar graphs) and a difficult specific group goal (verbally stated and publicly posted). Performance measured by frequency counts and sales of specific items between and within the two groups were compared. Job satisfaction levels were determined by scores on the Job Descriptive Index (Smith, Kendall & Hulin, 1969) and compared after the interventions.
520 $a As predicted, the comparison between group feedback and group goal setting revealed that only feedback was effective in producing an increase in performance thereby confirming two of the original hypotheses. The combination of goal setting plus feedback resulted in an increase in performance in only one out of the four comparisons. Analysis of job satisfaction levels did not reveal any significant changes between the four comparisons. Finally, limitations of the findings and suggestions for future areas of inquiry are discussed.
590 $a School code: 0086.
650 4 $a Psychology, Clinical. $3 524864
650 4 $a Psychology, Industrial. $3 520063
650 4 $a Psychology, General. $3 1018034
690 $a 0622
690 $a 0624
690 $a 0621
710 2 0 $a Hofstra University. $3 682125
773 0 $t Dissertation Abstracts International $g 52-03B.
790 1 0 $a O'Brien, Richard M., $e advisor
790 $a 0086
791 $a Ph.D.
792 $a 1990
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9112377