The Effects of Anonymity In Feedback Provision And Feedback Reception

Yubin Kim Author

04/02/2021 Added

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This study evaluated how feedback providers give favorable and unfavorable feedback to feedback recipients in anonymous and not anonymous conditions. Also, this study examined how seriously feedback recipients take and utilize feedback from anonymous and known feedback sources.

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[00:00:01.500]Hello, I'm Yubin Kim, a senior accounting student at UNL.
[00:00:05.670]I feel honored for this opportunity to share my research findings with you.
[00:00:10.770]With the help of professor Thornock,
[00:00:12.690]I examined the effects of anonymity in the feedback system.
[00:00:16.610]So let's get started. This is the table of contents.
[00:00:25.280]Overall, I examined the impact of anonymity in a feedback system in business,
[00:00:30.620]considering both feedback receiving side and providing side.
[00:00:35.120]I found that anonymity reduces feedback recipient's reliability on
[00:00:39.530]feedback source and makes feedback not to be considered seriously,
[00:00:44.870]but it makes feedback providers more honest and unbiased.
[00:00:48.920]This research is significant in that it brought both feedback recipients and feedback
[00:00:53.840]providers to a table.
[00:00:56.210]This research is also meaningful as management that hopes to use my research
[00:01:00.920]findings can simply use anonymity in feedback systems.
[00:01:08.300]First, let's look at it from the perspective of the feedback recipient's side.
[00:01:13.610]Previous research has shown the feedback recipients do not seriously
[00:01:18.050]consider feedback providers' feedback
[00:01:21.020]If they regard the providers as less capable.
[00:01:25.700]Another study has shown that feedback recipients sometimes do not accept
[00:01:30.830]negative feedback for hedonic goal attainment. It's basically saying
[00:01:35.780]that feedback recipients justify themselves and do not care a lot
[00:01:40.400]about the negative feedback they received
[00:01:44.390]Under these circumstances, I aimed at improving the feedback system,
[00:01:49.760]especially to effectively communicate negative feedback.
[00:01:54.170]Therefore, my hypotheses are as follows.
[00:02:02.270]Now, Let's look at the feedback provider's side.
[00:02:05.570]Previous research suggests that when feedback providers give negative feedback,
[00:02:10.910]they feel anxiety and fear.
[00:02:13.340]This anxiety and fear have an adverse effect on giving honest and
[00:02:18.290]unbiased feedback. In this situation,
[00:02:21.140]I focused on improving the feedback system,
[00:02:23.990]which is as before can effectively communicate negative feedback.
[00:02:29.210]This led to the following hypotheses.
[00:02:35.510]Let's move on to the experiment. I surveyed 82 college students,
[00:02:40.640]and the survey is divided into two pages. On the first page,
[00:02:46.070]survey respondents acted as feedback recipients. And on the second page,
[00:02:50.540]they took the roles of feedback providers.
[00:02:53.810]The first page consists of questions that ask about their responses to feedback received
[00:02:58.670]in four different situations.
[00:03:02.320]I'll explain about the four different situations
[00:03:05.080]In that recipients received feedback more specifically in the next slide.
[00:03:09.970]Their responses were measured through these two factors,
[00:03:13.960]which are how reliable the feedback source is and how seriously
[00:03:19.030]would feedback recipients take the feedback.
[00:03:23.290]In the second part,
[00:03:24.700]respondents answered questions from the perspective of the feedback provider.
[00:03:29.590]Similarly,
[00:03:30.550]there are four different situations and I'm going to cover them in the next
[00:03:34.030]slide.
[00:03:35.350]The second part is to test the anonymity's impact on how honest and unbiased
[00:03:40.440]feedback provided is under the anonymous and not anonymous condition.
[00:03:47.410]On the first page of experiment, respondents were given ratings and specific
[00:03:51.610]feedback, such as "You need to improve your presentation skills" from the
[00:03:55.870]feedback source.
[00:03:57.310]There are four different scenarios designed by two by two setting,
[00:04:01.180]whether the feedback is positive or negative,
[00:04:03.610]and whether the source is known or unknown.
[00:04:06.910]The first scenario is the situation feedback recipients receive the
[00:04:11.350]A plus rating and feedback from unknown source.
[00:04:15.610]the name of the feedback provider is given. In the second scenario,
[00:04:20.170]the identical feedback, and the A plus ratings are given,
[00:04:23.260]but the source is unknown. The third and fourth follow the same rules.
[00:04:30.880]Under these four different scenarios,
[00:04:32.770]Respondents answered two questions in each situation,
[00:04:37.120]They chose the rate of agreement to the two statements shown in this slide,
[00:04:43.390]they chose one of the five options given to answer the two questions.
[00:04:51.660]Now the respondents acted as feedback providers this time.
[00:04:56.280]They were given four different scenarios to provide feedback.
[00:05:00.030]In the first scenario, they needed to provide a feedback to an employee
[00:05:04.230]who deserves A plus in performance evaluation.
[00:05:07.470]they are told that the feedback source would be known.
[00:05:11.790]The second, third, fourth scenarios, follow the same rules.
[00:05:16.350]And you can see in this slide,
[00:05:19.170]respondents could choose one of the five options in the slide to answer the
[00:05:23.280]question, which is "How favorably would you rate an employee?"
[00:05:30.870]Now let's move on to the result. Here's a very interesting result.
[00:05:35.700]As you see from the chart, the statistical significance was found
[00:05:40.010]from the negative feedback receipt. The number you see over the chart is the mean
[00:05:44.880]of the answers. "Strongly disagree"
[00:05:48.150]Is counted as one point and "Strongly agree" is
[00:05:51.330]counted as five points. The mean of the responses
[00:05:54.990]when the feedback source was known was higher than that of the responses
[00:05:59.540]when the source was unknown.
[00:06:01.760]It revealed that respondents answered that when they received negative feedback,
[00:06:06.710]the reliability of feedback source and the degree they would take the feedback seriously
[00:06:10.340]both increased when the feedback source was known.
[00:06:15.260]So basically, anonymity
[00:06:16.700]didn't help improving the feedback recipients' responses from the feedback
[00:06:21.110]they received.
[00:06:22.760]This result is opposite to the initial expectation and it
[00:06:27.110]rejected both H1 and H2.
[00:06:32.360]In the second part, the statistical significance was found when feedback providers
[00:06:36.980]provided negative feedback. The mean of providing negative feedback
[00:06:41.090]when the source was known was 2.701, whereas
[00:06:45.530]the mean of providing negative feedback when the source was unknown
[00:06:49.370]was 2.013.
[00:06:52.610]This result shows that feedback providers provide more honest,
[00:06:56.660]and unbiased feedback, and it supports H3 and H4.
[00:07:05.290]The study found that anonymity has a meaningful effect on both providing and
[00:07:10.180]receiving feedback. From the feedback recipient's perspective,
[00:07:13.990]when the source is known, It makes the feedback source more reliable and feedback message more serious.
[00:07:20.110]On the feedback provider's perspective,
[00:07:22.880]anonymity removes anxiety and fear when giving feedback.
[00:07:26.050]So that feedback providers can be more honest, and unbiased.
[00:07:30.460]This study also laid the foundation for anonymity in feedback systems
[00:07:35.680]to study other parts that this study didn't cover. For example,
[00:07:39.850]further researchers may examine how anonymity can change the level of
[00:07:44.680]pressure in the feedback system.
[00:07:50.620]Thank you for your attention.

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The Effects of Anonymity In Feedback Provision And Feedback Reception

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