Feedback and self regulation: A gendered perspective
Presentation Type
Abstract
Faculty Advisor
Manuel Gonzalez
Access Type
Event
Start Date
25-4-2025 12:00 PM
End Date
25-4-2025 1:00 PM
Description
This study investigates whether gender influences the impact of performance feedback on psychological detachment, emotional exhaustion, and job self-efficacy. Psychological detachment refers to mentally disengaging from job-related thoughts, tasks, and responsibilities during non-work time. It involves intentionally "switching off" from work to focus on personal life, rest, and recovery. A sample of 177 adults from Prolific was randomly assigned to receive negative, positive, or no feedback (control) and asked to recall a relevant experience. Results revealed that psychological detachment was significantly lower for individuals receiving feedback—whether positive or negative—compared to those in the control group, suggesting that feedback itself may hinder employees’ ability to disengage from work-related thoughts. Gender differences emerged in the control group, where men reported significantly higher psychological detachment than women; however, these differences disappeared when feedback was introduced, as both men and women exhibited similarly lower detachment levels in response to feedback. Emotional exhaustion was significantly influenced by feedback type, with negative feedback increasing exhaustion and positive feedback reducing it. However, gender did not moderate these effects. Similarly, job self-efficacy was highest among those receiving positive feedback, significantly exceeding levels observed in both the negative feedback and control conditions. No gender differences were found in job self-efficacy responses. These findings highlight the complex interplay between feedback, psychological detachment, and well-being, underscoring the unintended consequences of performance feedback on employees’ ability to recover from work stress.
Feedback and self regulation: A gendered perspective
This study investigates whether gender influences the impact of performance feedback on psychological detachment, emotional exhaustion, and job self-efficacy. Psychological detachment refers to mentally disengaging from job-related thoughts, tasks, and responsibilities during non-work time. It involves intentionally "switching off" from work to focus on personal life, rest, and recovery. A sample of 177 adults from Prolific was randomly assigned to receive negative, positive, or no feedback (control) and asked to recall a relevant experience. Results revealed that psychological detachment was significantly lower for individuals receiving feedback—whether positive or negative—compared to those in the control group, suggesting that feedback itself may hinder employees’ ability to disengage from work-related thoughts. Gender differences emerged in the control group, where men reported significantly higher psychological detachment than women; however, these differences disappeared when feedback was introduced, as both men and women exhibited similarly lower detachment levels in response to feedback. Emotional exhaustion was significantly influenced by feedback type, with negative feedback increasing exhaustion and positive feedback reducing it. However, gender did not moderate these effects. Similarly, job self-efficacy was highest among those receiving positive feedback, significantly exceeding levels observed in both the negative feedback and control conditions. No gender differences were found in job self-efficacy responses. These findings highlight the complex interplay between feedback, psychological detachment, and well-being, underscoring the unintended consequences of performance feedback on employees’ ability to recover from work stress.
Comments
Poster presentation at the 2025 Student Research Symposium.