• Journal of the Korean Operations Research and Management Science Society
• /
• v.37 no.1
• /
• pp.73-88
• /
• 2012

This study examines the role of perceived feedback and motivations on the use for contribution in Knowledge Management Systems (KMS). An individual expects responses from others when he or she posts the knowledge or questions of soliciting knowledge in KMS. If an individual posts a message and there are many responses, motivation to use KMS will develop. Prior research has considered feedback a potential factor that would affect an individual's motivation, such as self-efficacy, but there is few prior works that have tested empirically on how feedback can influence an individual's motivations as well as the use for contribution in KMS. Perceived feedback can be categorized into feedback on posted knowledge and feedback on knowledge request postings. The results of the study show that motivations such as organizational reward, knowledge self-efficacy, and enjoyment of helping, except for social reward, are associated with the use for contribution. Our results also show that among perceived feedback, feedback on posted knowledge affects motivation and use for contribution while feedback on knowledge request postings directly influences the use for contribution.

• The Journal of the Korea Contents Association
• /
• v.14 no.12
• /
• pp.655-664
• /
• 2014

Recently, many organizations are utilizing the team system. However, researches on a technique for efficient and effective feedback to improve a team performance is few. This study compared the relative effects of individual and group feedback on the quantity and quality of work performance. The task was to type English documents on a PC computer and both the number of words typed (quantity) and the percentage of correctly typed words (quality) were measured. Mixed design was adopted and 48 participants were randomly assigned to either individual or group feedback condition. Each group consisted of three participants and completed four sessions together. Under the individual feedback condition, each participant was provided with information on his/her own work performance, while under the group feedback condition, three participants were provided with information on their total work performance. Results showed that both feedback were effective to increase the quantity of performance. However, the effect size of treatment was more high under the group feedback than individual feedback. In addition, the accuracy of typed words was significantly improved only under the group feedback condition. Therefore, the group feedback was more effective and efficient than individual feedback to increase team performance. However, more studies are needed to generalize these results, especially, it is necessary to consider the cultural differences and type of task in the future studies.

• Journal of the Korean School Mathematics Society
• /
• v.24 no.3
• /
• pp.309-324
• /
• 2021

From the past to the present, general mathematics classes have pursued changes in the educational environment. However, due to the actual college education conditions, general lecture classes are taking place. In this study, we wanted to find teaching and learning methods that would help students in general lecture classes. As a result, one group that took notes about class content and provided feedback on individual tasks was more effective in math achievement than the group that provided feedback on the same task. In addition, one group who took notes on class content and provided feedback on individual assignments was more effective in math achievement than the group who took notes on class content and provided feedback on the same task.

• The Journal of the Korea Contents Association
• /
• v.17 no.3
• /
• pp.359-369
• /
• 2017

The purpose of this study was to examine whether the effect of feedback would mask the performance differences that would result from different incentive pay distribution. Five critical service behaviors were identified and measured daily at a gas station located in Seoul. Participants were 5 employees working at the gas station. Independent variables were the types of incentive distribution and feedback. After baseline (A), equally-distributed group incentive condition (B) was introduced, and individual incentive condition (C) was introduced in the next phase. Then, after the withdrawal condition (A'), equally-distributed group incentive with feedback condition (B') was introduced and finally, the individual incentive with feedback condition (C') was introduced. The results suggested that all employees showed higher work performance under individual incentive than equally-distributed group incentive system when feedback were not delivered. However, there was no difference in work performance between two incentive conditions in the phases in which feedback were delivered. These findings suggest that feedback can reduce performance differences between equally-distributed group incentives and individual incentives.

• Journal of The Korean Association of Information Education
• /
• v.8 no.3
• /
• pp.307-317
• /
• 2004

In web-based education environment, it is necessary to provide individually adjusting feedback according to learner's characteristic. Despite this necessity, it is a current state that there are difficulties in deriving the variables of learners' characteristics and lack in developing the systematic strategies and practical tools for providing individually adjusting feedback. This study analyzed the learners' learning patterns, one of learner's characteristic variables regarded as important in web-based teaching and learning environment by employing Apriori algorithm, and also grouped the learners by learning pattern. Under this framework, the e-SRM feedback system was designed and developed to provide learning content, learning channel, and learning situation, etc. for individual learners. The proposed system in this study is expected to provide an optimal learning environment complying with learner's characteristic.

• Korean Journal of Cognitive Science
• /
• v.20 no.3
• /
• pp.357-381
• /
• 2009

Although it is known that there are personality characteristic variances in the sensitivity to environmental feedback, the trait individual difference has scarcely been explored in the context of recognition memory decision. The present study investigated this issue by examining the relationship between the feedback-based adaptive flexibility of recognition criterion positioning and personality differences in general sensitivity to non-laboratory outcomes. Experiment 1 demonstrated that veridical feedback itself had little effect on the recognition decision criterion whereas Experiment 2 demonstrated that biased feedback manipulations selectively restricted to high confidence errors, induced shifts even in the overall Old/New category criterion. Critically, individual differences in stable personality characteristic linked to reward seeking(Behavioral Activation System-BAS) and anxiety avoidance (Behavioral Inhibition System-BIS) has been shown to predict the sensitivity of subjects to this form of feedback-induced criterion learning. This data further support the idea that incremental reinforcement-based learning mechanism not often considered important during explicit recognition decisions may play a key role in criterion setting.

• Journal of the Korean Society of Safety
• /
• v.25 no.5
• /
• pp.62-68
• /
• 2010

The main purpose of this study was to examine relative effects on safety behaviors between global feedback and specific feedback at a construction site. Participants were 30 full-time workers at a construction site. Five safety related behaviors were identified as critical behaviors. An ABCB within-group design was adopted. After baseline (A), participants received global feedback on their average percentage of all five target safety behaviors (B). In the next phase, participants received specific feedback on the percentages of individual target behaviors (C). In the final phase, the global feedback condition was reintroduced (B). Results showed that both global feedback and specific feedback were effective in increasing the frequencies of safety behaviors and there were no differences in the effectiveness between the two types of feedbacks.

• Educational Technology International
• /
• v.20 no.1
• /
• pp.57-81
• /
• 2019

This study aimed to investigate effects of peer feedback types and feedback acceptance levels on academic achievement in project-based learning. The participants were 70 middle-school students taking an English course. They were divided into corrective and suggestive feedback groups. These participants were asked to create user-created content (UCC) as an individual task and provide peer feedback on a peer's UCC in the same type of feedback group. Results showed that there were significant differences in academic achievement according to peer feedback types (corrective vs. suggestive) and feedback acceptance levels (high vs. low). In particular, the suggestive peer feedback group had higher academic achievement than the corrective peer feedback group. Moreover, the group with a high level of feedback acceptance gained higher academic achievement than the group with a low level of feedback acceptance. Moreover, there was an interaction effect between peer feedback types and feedback acceptance on academic achievement. These results indicate that peer feedback types and feedback acceptance should be considered for effective peer feedback activity. These findings provide practical implications for the design and implementation of peer feedback activity in project-based learning.

• Journal of Internet Computing and Services
• /
• v.1 no.2
• /
• pp.89-96
• /
• 2000

Relevance feedback is a technique to learn the user's subjective perception of similarity between images, and has recently gained attention in Content Based Image Retrieval. Most relevance feedback methods assume that the individual features that are used in similarity judgments do not interact with each other. However, this assumption severely limits the types of similarity judgments that can be modeled In this paper, we explore a more sophisticated model for similarity judgments based on fuzzy measures and the Choquet Integral, and propose a suitable algorithm for relevance feedback, Experimental results show that the proposed method is preferable to traditional weighted- average techniques.

• English Language & Literature Teaching
• /
• v.16 no.1
• /
• pp.171-188
• /
• 2009

The purpose of this study was to investigate the role of ongoing feedback from the professor in students' processes of learning and developing writing skills. Specifically, the researcher was concerned with how ongoing feedback affected students' attitudes towards writing because in EFL contexts, motivating students to write is a first step to engage them in a challenging journey of academic writing. 20 freshmen taking a writing course, "Paragraph & Essay Writing", at A university participated in this study and they were asked to complete the questionnaire at the end of the spring semester 2009. The results revealed that receiving ongoing feedback from the professor had a positive influence on affective domain, was helpful to develop learning strategies, and was valuable in learning outcomes. However, they also expressed negative opinions: feeling a burden, focusing on forms, and feeling confused. To reflect their opinions, the following four suggestions were made to create a more effective learning environment: promoting learner autonomy, facilitating individual writing conferences, giving balanced feedback in between form and content, and using judicious feedback through careful streaming.