Location
Online
Event Website
https://hicss.hawaii.edu/
Start Date
4-1-2021 12:00 AM
End Date
9-1-2021 12:00 AM
Description
Evidence suggests that rank-based performance feedback (RBPF) can influence workplace performance. Still, knowledge about the differential effects of RBPF on two central antecedents of employees’ performance — perceived pressure and individual goal-setting — is still sparse. We address these gaps by using a survey-based study and found that the effects of RBPF on individual goal-setting are positive for high, intermediate, and low performing individuals. However, these positive effects come with a price: Low performers who find themselves at the bottom of the ranking perceive their situation as more pressuring compared to a situation without ranking. Although these results point to a potential benefit, they also cast doubt on the implementation of rankings within the workplace.
Individual Rank and Response: Survey-Based Evidence on the Effects of Rank-Based Performance Feedback
Online
Evidence suggests that rank-based performance feedback (RBPF) can influence workplace performance. Still, knowledge about the differential effects of RBPF on two central antecedents of employees’ performance — perceived pressure and individual goal-setting — is still sparse. We address these gaps by using a survey-based study and found that the effects of RBPF on individual goal-setting are positive for high, intermediate, and low performing individuals. However, these positive effects come with a price: Low performers who find themselves at the bottom of the ranking perceive their situation as more pressuring compared to a situation without ranking. Although these results point to a potential benefit, they also cast doubt on the implementation of rankings within the workplace.
https://aisel.aisnet.org/hicss-54/da/gamification/7