Frequently, problems can be solved in more than one way. In modern computerized environments, more ways than ever exist. Naturally, human problem solvers do not always decide for the best-performing strategy available. One underlying reason might be the inability to continuously and correctly monitor each strategy\'s performance. Here, we supported some of our participants\' monitoring ability by providing written feedback regarding their speed and accuracy. Specifically, participants engaged in an object comparison task, which they were asked to solve with one of two strategies: an internal strategy (mental rotation) or an extended strategy (manual rotation). After receiving no feedback (30 participants), trialwise feedback (30 participants), or blockwise feedback (30 participants) in these no choice trials, all participants were asked to estimate their performance with both strategies and were then allowed to freely choose between strategies in choice trials. Results indicated that written feedback improves explicit performance estimates. However, results also indicated that such increased awareness does not guarantee improved strategy choice and that attending to written feedback might tamper with more adaptive ways inform the choice. Thus, we advise against prematurely implementing written feedback. While it might support adaptive strategy choice in certain environments, it did not in the present setup. We encourage further research that improves the understanding of how we monitor the performance of different cognitive strategies. Such understanding will help create interventions that support human problem solvers in making better choices in the future.

UNASSIGNED: Emergency Medical Services (EMS) clinicians desire performance feedback (PF) and patient outcome follow-up (POF). Within our agency, both a peer-review and feedback/outcome (PF/POF) process exist. Our objective was to determine whether receiving feedback and outcome data improved future clinical care amongst EMS, based upon peer-review scores.
UNASSIGNED: This retrospective cohort study took place between 1/1/2020 and 6/7/2023 within an EMS agency site with 22,000 average annual 9-1-1 calls. Requests for PF/POF were submitted on an individual basis beginning June 2020 and completed by a dedicated EMS nurse, EMS physician, or emergency medicine (EM) resident. Peer-review of select high-acuity cases were scored by two Quality Assurance (QA) specialists within the categories of assessment, treatment, disposition/outcome and process/administrative guidelines. Association between overall peer-review score and number of PF/POF requests at time of assessment was evaluated by linear regression.
UNASSIGNED: A total of 378 PF/POF requests were received, with the most common patient complaints being cardiac (n = 105; 27.8%, including 49 (13.0%) out of hospital cardiac arrests), altered mental status/neurologic (n = 103; 27.2%), trauma (n = 61; 16.1%, including 2 (0.5%) traumatic arrests); and respiratory distress (n = 47; 12.4%). A total of 378 runs meeting QA criteria were peer-reviewed post-PF/POF process implementation, including 337 (89.2%) cardiac/respiratory arrests, 27 (7.1%) with difficult airway management, and 14 (3.7%) major trauma/traumatic arrests. The number of prior PF/POF requests made by the team leader was associated with higher overall peer-review scores. Team leaders with >5 prior PF/POF requests had a peer-review score 0.39 points greater (95% CI: 0.16 - 0.62, p = 0.001) than those with <5 prior requests. The number of prior PF/POF requests amongst the entire crew was also associated with higher peer-review scores. Crews that collectively had >5 prior PF/POF requests had an increase in peer-review score 0.32 points greater (95% CI: 0.14 - 0.50, p < 0.001) than those with <5 prior requests.
UNASSIGNED: Providing performance feedback and patient outcome follow-up to EMS is associated with improved peer-review scores of clinical performance. Future studies should assess if those that are submitting cases for feedback/outcome are higher performers at baseline or if the process of receiving feedback/outcome improves their performance.

Receiving self-relevant feedback that is discrepant from one\'s self-concept can lead to self-concept change. However, it is currently unclear whether positive or negative feedback has a larger effect on self-concept change. Across four studies (total N = 1,438), we demonstrate that intentions for self-concept change (Study 1) as well as actual self-concept change (Studies 2, 3, and 4) are larger (a) for larger discrepancies between self-concept and feedback and (b) for negative compared to positive discrepancies. Exploring these effects further in Study 4, we find no evidence that the opportunity for improvement influences whether self-concept change is positively or negatively biased. In sum, the present research provides consistent evidence for a negativity bias in self-concept change, investigates a theoretical explanation, and discusses alternative explanatory approaches.

This study investigated the effects of self-monitoring and public posting on the cycling performance of competitive youth cyclists. We measured three primary dependent variables: performance volume, intensity precision, and performance-duration deviation. In addition, we evaluated self-monitoring accuracy and social validity. The participants were three males aged 14-16 years. We used an ABAB design to evaluate an intervention package that consisted primarily of self-monitoring and public posting. Athletes self-monitored their performance after training using an online summative Google Form. The coach publicly posted performance-based rankings on the social media application WhatsApp. Results indicate that the intervention package positively improved all performance measures across all athletes. Social-validity measures were also favorable.

Within the context of professional football, we examined the impact of the interim game state on risk-taking and performance during a dynamic tournament. This study used 9,256 segments from the top five European football leagues as samples. These segments were derived from 1,826 games played during the 2017-2018 season. Poisson regression was employed to analyze the distinct effects of game state and heterogeneity on performance under pressure. The results indicated that stronger teams tended to increase their attack intensity when facing weaker opponents. However, as their lead expanded, they tended to reduce their attack intensity, particularly in matches with heterogeneous characteristics. Moreover, teams trailing in scores tended to intensify their attacks but achieved little. However, leading teams consistently underperformed in terms of blocked shots and corner kicks. Additionally, tied teams systematically exhibited lower performance in shots on target and free kicks compared to leading teams, despite having a higher motivation to excel. These findings extend our understanding of how risk-taking and performance depend on disclosing information regarding relative performance.

BACKGROUND: Social anxiety disorder (SAD) is characterized by abnormal processing of performance-related social stimuli. Previous studies have shown altered emotional experiences and activations of different sub-regions of the striatum during processing of social stimuli in patients with SAD. However, whether and to what extent social comparisons affect behavioural and neural responses to feedback stimuli in patients with SAD is unknown.
METHODS: To address this issue, emotional ratings and functional magnetic resonance imaging (fMRI) responses were assessed while patients suffering from SAD and healthy controls (HC) were required to perform a choice task and received performance feedback (correct, incorrect, non-informative) that varied in relation to the performance of fictitious other participants (a few, half, or most of others had the same outcome).
RESULTS: Across all performance feedback conditions, fMRI analyses revealed reduced activations in bilateral putamen when feedback was assumed to be received by only a few compared to half of the other participants in patients with SAD. Nevertheless, analysis of rating data showed a similar modulation of valence and arousal ratings in patients with SAD and HC depending on social comparison-related feedback.
CONCLUSIONS: This suggests altered neural processing of performance feedback depending on social comparisons in patients with SAD.

This article investigates the use of performance-related feedback as a strategy for overcoming spontaneous occupational stereotyping when certain social role nouns and professional terms are read. Across two studies participants were presented with two terms: a role noun (e.g., surgeon) and a kinship term (e.g., mother) and asked to quickly decide whether both terms could refer to the same person. The feedback training involved telling participants whether their responses were correct or incorrect and providing them with their cumulative percentage correct score. In the absence of feedback, responding to stereotype-incongruent pairings was typically slower and less accurate than in stereotype-congruent and neutral conditions. However, the results demonstrated that performance significantly improved to stimuli on which participants received the feedback training (Experiment 1), and to a novel set of stimuli (Experiment 2). In addition, the effects were still evident 1 week later (Experiment 2). It is concluded that performance-related feedback is a valuable strategy for overcoming spontaneous activation of occupational stereotypes and can result in lower levels of stereotype use.

Parental and family involvement in schools has been a concern for educators and administrators. The authors set out to assess the path directions and significance of the interrelationships between Performance Feedback (PF), Academic Performance (AP) on Parent-Family Involvement (PFI), and Parent Satisfaction (PS) in schools. This study utilizes data from the PFI in Education Survey 2019 under the National Household Education Surveys program done by the US Department of Education. The sample for this research is 954 parents. Structural equation modeling was employed using AMOS. Results establish the three research propositions: influence of PFI on PS with the mediation of AP and PF, influence of AP on PS is moderated by PF, influence of AP on PFI is moderated by PF. The findings are important for school administrators and all stakeholders for ensuring greater PFI, improved PF and AP of students, and higher PS. This study is unique in assessing the interactional effects of the variables considered. The study also establishes mediating and moderating influences and offers new insights in understanding the influences on PFI and PS and some bidirectional effects.

In this study, we analyze the role of individual decision-makers in organizational decision-making that is described by the Carnegie perspective. In particular, building on the Behavioral Theory of the Firm, we analyze the influence of decision-makers on organizational responses to performance feedback. Managers in organizations can influence the performance feedback process through their individual experiences. Moreover, they are motivated and controlled by incentives, which is another mechanism by which organizational decision-making can be influenced by individuals. While the Carnegie perspective acknowledges that decision-makers interpret performance feedback and initiate organizational responses, individuals are not as closely integrated to the organizational performance feedback process as some other-mostly organizational-conditions. Recently, several intriguing empirical studies have addressed the role of experience and incentives in the performance feedback process. However, their cumulative effect remained impossible to assess. We meta-analytically review 205 BTOF studies to test our hypotheses on the influence of decision-makers\' experience and incentives on organizational responses to performance feedback. We show that decision-makers\' job experience and domain expertise influence organizational responses to performance below aspirations, while incentives and compensation become relevant when performance is above aspirations. These results highlight the importance of individual decision-makers in explaining variations in organizational performance feedback decisions, offering exciting venues for psychology scholars to contribute to the Carnegie perspective.

BACKGROUND: Nonmuscle invasive bladder cancer (NMIBC) accounts for 75% of bladder cancers. It is common and costly. Cost and detriment to patient outcomes and quality of life are driven by high recurrence rates and the need for regular invasive surveillance and repeat treatments. There is evidence that the quality of the initial surgical procedure (transurethral resection of bladder tumor [TURBT]) and administration of postoperative bladder chemotherapy significantly reduce cancer recurrence rates and improve outcomes (cancer progression and mortality). There is surgeon-reported evidence that TURBT practice varies significantly across surgeons and sites. There is limited evidence from clinical trials of intravesical chemotherapy that NMIBC recurrence rate varies significantly between sites and that this cannot be accounted for by differences in patient, tumor, or adjuvant treatment factors, suggesting that how the surgery is performed may be a reason for the variation.
OBJECTIVE: This study primarily aims to determine if feedback on and education about surgical quality indicators can improve performance and secondarily if this can reduce cancer recurrence rates. Planned secondary analyses aim to determine what surgeon, operative, perioperative, institutional, and patient factors are associated with better achievement of TURBT quality indicators and NMIBC recurrence rates.
METHODS: This is an observational, international, multicenter study with an embedded cluster randomized trial of audit, feedback, and education. Sites will be included if they perform TURBT for NMIBC. The study has four phases: (1) site registration and usual practice survey; (2) retrospective audit; (3) randomization to audit, feedback, and education intervention or to no intervention; and (4) prospective audit. Local and national ethical and institutional approvals or exemptions will be obtained at each participating site.
RESULTS: The study has 4 coprimary outcomes, which are 4 evidence-based TURBT quality indicators: a surgical performance factor (detrusor muscle resection); an adjuvant treatment factor (intravesical chemotherapy administration); and 2 documentation factors (resection completeness and tumor features). A key secondary outcome is the early cancer recurrence rate. The intervention is a web-based surgical performance feedback dashboard with educational and practical resources for TURBT quality improvement. It will include anonymous site and surgeon-level peer comparison, a performance summary, and targets. The coprimary outcomes will be analyzed at the site level while recurrence rate will be analyzed at the patient level. The study was funded in October 2020 and began data collection in April 2021. As of January 2023, there were 220 hospitals participating and over 15,000 patient records. Projected data collection end date is June 30, 2023.
CONCLUSIONS: This study aims to use a distributed collaborative model to deliver a site-level web-based performance feedback intervention to improve the quality of endoscopic bladder cancer surgery. The study is funded and projects to complete data collection in June 2023.
BACKGROUND: ClinicalTrials.org NCT05154084; https://clinicaltrials.gov/ct2/show/NCT05154084.
UNASSIGNED: DERR1-10.2196/42254.