Individual performance and self-evaluation in a simulated team

摘要: Abstract Team feedback was simulated by telling each subject that he had a partner and posttrial indicated their team score relative to average tracking performance. Feedback actually the subject's own criterion, stringency of which systematically manipulated generate varying levels feedback. Teammate replacement instructions and, in some conditions, an actual change criterion stringency. The subjects accepted credit for good scores incurred lenient but attributed blame poor wrought stringent contrived partners. Individual performance retarded scores, only after teammate been simulated. This inhibitory effect most pronounced when were given both before instructions. data interpreted terms motivating self-evaluations discouragement rendered unfulfilled hopes improved output. self-evaluation social comparison theory.