Is more always better? An experimental examination of the effects of feedback frequency, narcissistic oversensitivity, and growth mindset on performance accuracy

• 成果类型: Article
• 署名作者: Johnson, Joseph A.; Kelly, Khim; Olczak, Wioleta
• 署名单位: University of South Carolina System; University of South Carolina Columbia; State University System of Florida; University of Central Florida; Marquette University
• 刊物名称: CONTEMPORARY ACCOUNTING RESEARCH
• ISSN/ISSBN: 0823-9150
• DOI: 10.1111/1911-3846.13005
• 发表日期: 2025
• 页码: 418-445
• 关键词: IMPLICIT THEORIES; median splits; grandiose; interventions; sensitivity; BEHAVIOR

摘要

The provision of more frequent feedback to employees is increasing, although prior research has found mixed results as to the effect of increased feedback frequency on employee performance. Narcissism research identifies narcissistic oversensitivity as a key narcissistic subdimension that may result in particularly strong responses to performance feedback. We predict and find in an experiment that increased performance feedback frequency has a more negative impact on the performance accuracy of individuals with higher levels of narcissistic oversensitivity and that this negative interactive effect of feedback frequency and narcissistic oversensitivity is mitigated by the priming of a growth mindset. These results should be of practical interest to firms as they design their management control systems to improve employee performance, considering the variation in narcissistic oversensitivity among their employees. These results also contribute to recent accounting research on the effects of feedback frequency and employee mindsets. Toujours plus, toujours mieux ? Une & eacute;tude exp & eacute;rimentale des effets de la fr & eacute;quence des r & eacute;troactions, de l'hypersensibilit & eacute; narcissique et de la mentalit & eacute; de croissance sur la pr & eacute;cision relative au rendementLa fr & eacute;quence des r & eacute;troactions fournies aux employ & eacute;s augmente de plus en plus, bien que les & eacute;tudes ant & eacute;rieures aient donn & eacute; des r & eacute;sultats mitig & eacute;s quant & agrave; son effet sur l'ex & eacute;cution de travail des employ & eacute;s. La recherche sur le narcissisme identifie l'hypersensibilit & eacute; narcissique comme une sous-dimension narcissique essentielle pouvant entrainer des r & eacute;actions particuli & egrave;rement fortes face aux r & eacute;troactions sur le rendement. Au cours d'une exp & eacute;rience, les auteurs formulent et confirment l'hypoth & egrave;se selon laquelle l'augmentation de la fr & eacute;quence des r & eacute;troactions sur le rendement a un impact n & eacute;gatif plus fort sur la pr & eacute;cision relative au rendement des employ & eacute;s poss & eacute;dant des niveaux & eacute;lev & eacute;s d'hypersensibilit & eacute; narcissique. Cet effet d'interaction n & eacute;gatif est toutefois att & eacute;nu & eacute; en d & eacute;veloppant une mentalit & eacute; de croissance. Ces r & eacute;sultats devraient susciter un int & eacute;r & ecirc;t pratique pour les entreprises qui con & ccedil;oivent leurs syst & egrave;mes de contr & ocirc;le de gestion pour am & eacute;liorer la qualit & eacute; d'ex & eacute;cution de travail des employ & eacute;s, en tenant compte de la variation li & eacute;e & agrave; leur hypersensibilit & eacute; narcissique. Ils apportent & eacute;galement une contribution significative aux r & eacute;centes recherches en comptabilit & eacute; sur les effets de la fr & eacute;quence des r & eacute;troactions et de la mentalit & eacute; des employ & eacute;s.