The Impact of Different Feedback Types on Decision-Making in Simulation Based Training Environments

Astwood, Randy S.; Buskirk, Wendi L. Van; Cornejo, Jessica M.; Dalton, J.C.

doi:10.1037/e578332012-006

Cited by 4 publications

(7 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…However, in this study we also wanted to compare the effects of different type of feedback. This study confirmed previous findings in other simulation training based environments (e.g., Astwood et al, 2008 ), the planned comparisons showed a general superior effect of process feedback over outcome feedback. From a multivariate perspective, the results where somewhat mixed in this comparison.…”

Section: Discussionsupporting

confidence: 91%

“…However, the literature shows consensus about a general stronger effect of process feedback on training of complex tasks (e.g., Astwood et al, 2008 ). In addition, a more recent meta-analysis of feedback in a computerized environment ( Van der Kleij et al, 2015 ) showed that elaborate feedback (process feedback) produced larger effect sizes compared to other types of feedback based on the correctness of the response (outcome feedback).…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

A Combination of Outcome and Process Feedback Enhances Performance in Simulations of Child Sexual Abuse Interviews Using Avatars

et al. 2017

View full text Add to dashboard Cite

Simulated interviews in alleged child sexual abuse (CSA) cases with computer-generated avatars paired with feedback improve interview quality. In the current study, we aimed to understand better the effect of different types of feedback in this context. Feedback was divided into feedback regarding conclusions about what happened to the avatar (outcome feedback) and feedback regarding the appropriateness of question-types used by the interviewer (process feedback). Forty-eight participants each interviewed four different avatars. Participants were divided into four groups (no feedback, outcome feedback, process feedback, and a combination of both feedback types). Compared to the control group, interview quality was generally improved in all the feedback groups on all outcome variables included. Combined feedback produced the strongest effect on increasing recommended questions and correct conclusions. For relevant and neutral details elicited by the interviewers, no statistically significant differences were found between feedback types. For wrong details, the combination of feedback produced the strongest effect, but this did not differ from the other two feedback groups. Nevertheless, process feedback produced a better result compared to outcome feedback. The present study replicated previous findings regarding the effect of feedback in improving interview quality, and provided new knowledge on feedback characteristics that maximize training effects. A combination of process and outcome feedback showed the strongest effect in enhancing training in simulated CSA interviews. Further research is, however, needed.

show abstract

Section: Discussionsupporting

confidence: 91%

Section: Introductionmentioning

confidence: 99%

A Combination of Outcome and Process Feedback Enhances Performance in Simulations of Child Sexual Abuse Interviews Using Avatars

et al. 2017

View full text Add to dashboard Cite

show abstract

“…Similar to results found in Astwood et al (2008), we found that males outperformed females on posttest targeting. Additionally, we found that gender significantly interacted with feedback condition on transfer prioritization performance.…”

Section: Discussionsupporting

confidence: 93%

“…For example, Buff and Campbell (2002) found that the presentation of process feedback led to a significant posttest performance improvement over outcome and no feedback in a complex decision-making task. Additionally, Astwood, Van Buskirk, Cornejo, and Dalton (2008) compared the relative effectiveness of process, normative, outcome, and no feedback. They found that participants who received process feedback outperformed participants who received other types of feedback on a simulated military call for fire task.…”

mentioning

confidence: 99%

Does Feedback Type Matter? Investigating the Effectiveness of Feedback Content on Performance Outcomes

Landsberg

Buskirk

Astwood

2010

Proceedings of the Human Factors and Ergonomics Society Annual

Self Cite

View full text Add to dashboard Cite

Research suggests that feedback plays an important role in improving performance during skill and knowledge acquisition. However, little extant research has compared the relative effectiveness of different types of feedback. Ninety participants from a large southeastern university took part in an experiment in order to test the hypothesis that trainees who received process feedback would outperform those who received velocity feedback or no feedback. Results revealed an interaction between feedback condition and gender. Females performed better when provided with process feedback, while males did better when given velocity feedback. We conclude with implications and suggestions for future research in this area.

show abstract

“…Conversely, delayed feedback can either refer to feedback given promptly after each task completion (e.g., feedback after a single simulated scenario), or it can refer to feedback given after an entire training session has been completed (e.g., feedback after a complete series of simulated scenarios, similar to an After Action Review). Delayed feedback is an effective instructional intervention, especially if the task is complex or if it occurs in real-time (Astwood, Van Buskirk, Cornejo, & Dalton, 2008;Corbett & Anderson, 2001;Hattie & Timperley, 2007). There has been much debate about which feedback timing is most effective.…”

Section: Feedback Timing: Immediate Vs Delayed Feedbackmentioning

confidence: 98%

Efficacy of Adaptive Feedback Strategies in Simulation-Based Training

Billings

2012

Military Psychology

View full text Add to dashboard Cite

Emulating adaptive aspects of human tutors in simulation-based training (SBT) should be an effective training approach, as one-to-one tutoring generally leads to better outcomes. This research represents part of a larger effort investigating the effectiveness of automating feedback in search-and-rescue SBT using four strategies: (1) adaptive bottom-up, (2) adaptive top-down, (3) nonadaptive detailed, and (4) nonadaptive general. Results indicated: (1) performance for adaptive strategies did not differ at the end of training, but bottom-up feedback achieved higher performance levels faster; (2) performance for the bottom-up and nonadaptive detailed groups did not differ significantly. Findings have implications for feedback implementation in SBT.

show abstract

The Impact of Different Feedback Types on Decision-Making in Simulation Based Training Environments

Cited by 4 publications

References 0 publications

A Combination of Outcome and Process Feedback Enhances Performance in Simulations of Child Sexual Abuse Interviews Using Avatars

A Combination of Outcome and Process Feedback Enhances Performance in Simulations of Child Sexual Abuse Interviews Using Avatars

Does Feedback Type Matter? Investigating the Effectiveness of Feedback Content on Performance Outcomes

Efficacy of Adaptive Feedback Strategies in Simulation-Based Training

Contact Info

Product

Resources

About