Huschens, MartinErnst, Claus-PeterRothlauf, Franz2020-12-242020-12-242021-01-05978-0-9981331-4-0http://hdl.handle.net/10125/70776Evidence suggests that rank-based performance feedback (RBPF) can influence workplace performance. Still, knowledge about the differential effects of RBPF on two central antecedents of employees’ performance — perceived pressure and individual goal-setting — is still sparse. We address these gaps by using a survey-based study and found that the effects of RBPF on individual goal-setting are positive for high, intermediate, and low performing individuals. However, these positive effects come with a price: Low performers who find themselves at the bottom of the ranking perceive their situation as more pressuring compared to a situation without ranking. Although these results point to a potential benefit, they also cast doubt on the implementation of rankings within the workplace.10 pagesEnglishAttribution-NonCommercial-NoDerivatives 4.0 InternationalGamificationgamificationindividual goal-settingperceived pressurerank-based performance feedback10.24251/HICSS.2021.164