The effects of goal-setting on feedback requests.

Abstract

Prior research suggests that performance feedback enhances the effect of a goal on performance. The current study examined the effect of goal level on feedback solicitation. Participants were exposed to five conditions: baseline, a low, attainable goal, a second baseline, a high, unattainable goal, and a fifth condition in which participants were required to choose between a high or low goal. Presentation of the high and low goal was counterbalanced to avoid order effects. Participants had the option to choose ‘time remaining’ or ‘score’ feedback throughout the testing by clicking a button on the task screen. Results were examined for frequency of feedback solicitation per condition. Feedback-soliciting responses occurred more frequently during the low goal condition than any other condition. The lowest frequency of feedback-soliciting responses occurred during the high goal condition.