The role of performance antecedents and consequences in work motivation.

Assessed the effects of both antecedents and consequences while keeping supervisory involvement and stimulus changes constant. The safety performance of 200 employees in 4 departments of a processing plant was monitored 3 times/wk over 46 wks. A multiple baseline design was used in which the phases were introduced in steps. Following baseline, the antecedent condition was presented, in which safety rules were explained and safety meetings held, along with frequent supervisor interaction and stimulus changes. Then the performance consequence, feedback, in which a feedback graph was maintained and feedback meetings held, was added. The antecedent condition, even when bolstered by fairly extensive supervisor involvement, resulted in improvements in only 2 out of 4 departments. Only during the consequent condition did performance significantly improve in all departments over baseline and antecedent conditions. Furthermore, employees reported that they preferred obtaining information following their performance. The results confirm that performance consequences such as feedback play a critical role in work motivation and that antecedents alone may not be effective in all cases, even with fairly extensive supervisor involvement. (8 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)