Effect of goal difficulty and feedback seeking on goal attainment and learning1

Abstract: This field study investigated the effect of goal difficulty and feedback seeking on goal attainment and learning in Management by Objectives (MBO) programs. Participants (n = 105) described the degree of their goal difficulty. After 6 months, they answered a questionnaire that inquired about the frequency of the feedback‐seeking and the degree of learning during the 6‐month period. Data about the extent of goal attainment were obtained from the participants’ immediate supervisors. The results indicated that goal difficulty and the frequency of feedback seeking were positively related to the degree of goal attainment and learning.     

The effects of situational goal orientation and cultural learning values on team performance and adaptation to change

In this paper, we examine the unique effects of situational goal orientation and cultural learning values on team adaptation to change and the moderating role of cultural learning values in the relationship between goal orientation and team performance and adaptation. To do this, we conducted an experiment using a 2 × 2 × 2 repeated-measures factorial design, consisting of high and low levels of learning values, situational goal orientation (i.e., learning goals and performance goals). The experimental task involved two phases: we looked at team performance in Phase 1 and team adaptation to change in Phase 2. Forty 3-person teams were randomly assigned to four experimental conditions and all teams engaged in a complex bridge-planning task. Performance was measured in terms of the quality of the planned bridge. Results showed independent effects of situational goal orientation and cultural learning values on team performance and adaptation to change. Cultural learning values also moderated the relationship between goal orientation and performance and adaptation to change. Finally, the combination of learning goals and high learning values resulted in the highest levels of initial team performance (Phase 1) and adaptation to change and improved performance (Phase 2), as compared to all other examined conditions.     

Effectiveness in top management group meetings: The role of goal clarity,focused communication,and learning behavior

Bang, H., Fuglesang, S. L., Ovesen, M. R. & Eilertsen, D. E. (2010). Effectiveness in top management group meetings: The role of goal clarity, focused communication, and learning behavior. Scandinavian Journal of Psychology, 51, 253–261. To explore the relationship between goal clarity, focused communication, learning behavior, and team effectiveness (i.e., task performance, relationship quality, and member satisfaction), self‐report and observer data from eight top management groups that processed 56 agenda items during meetings were analyzed. We found that goal clarity and focused communication was positively related to team effectiveness. The effect of goal clarity on team effectiveness was partially mediated by focused communication. Speaking up when a goal was unclear increased focused communication, task performance and relationship quality. Speaking up when the discussion was off track was not related to task performance and member satisfaction, and was negatively related to relationship quality. These findings have implications for how to conduct an effective management meeting.     

Non-conscious goal conflicts

The question raised in this paper is whether goal conflicts can occur outside of conscious awareness. Given the numerous and potentially conflicting goals people pursue, and the severe scarcity of mental resources, we offer a positive answer. Six experiments that employed a dissociation paradigm tested this hypothesis. Using three implicit behavioral markers of goal conflict (increased decision times, increased decision variance and heightened sensitivity to environmental information), and one physiological marker (increased arousal as measured by skin conductance level), these experiments document goal conflicts that do not reach conscious awareness.     

Asymmetric goal contagion: Social power attenuates goal contagion among strangers

Goal contagion is an important interpersonal process. As people spontaneously infer and adopt others' goals, goals can be said to “flow” among individuals. We find that possessing power attenuates goal contagion, especially for high perspective takers. In a pilot study (N = 157), we first affirmed the interpersonal nature of goal contagion by establishing that high (vs. low) perspective takers were more likely to engage in goal contagion. We then tested the moderating role of power in two studies. In both neutral (Study 1, N = 179) and low power (Study 2, N = 304) conditions, we replicated the pattern in the pilot study. In the high power conditions, however, neither low nor high perspective takers engaged in goal contagion. Our findings suggest that goals flow asymmetrically from the powerful to the powerless, which may constitute an important means through which power hierarchy and group cohesion are maintained.     

Aiming for career success: The role of learning goal orientation in mentoring relationships

Learning goal orientation of mentors and protégés was investigated as it relates to protégés’ mentoring functions received and outcomes (i.e., managerial career aspirations and career satisfaction). Data from 217 mentor-protégé dyads comprised of working professionals from a variety of industries were analyzed using multivariate analysis of covariance. Results indicated that protégés who possessed high levels of learning goal orientation similar to their mentor were associated with the highest levels of psychosocial support. These protégés also reported higher levels of career development, idealized influence, enacted managerial aspirations, desired managerial aspirations, and career satisfaction when compared to mentor-protégé dyads who possessed low levels of learning goal orientation or dyads with dissimilar levels of learning goal orientation. Implications for practice and future research are discussed.     

Enclosure shape influences cue competition effects and goal location learning

In virtual-environment spatial-learning procedures, Experiment 1 investigated blocking of learning about distal landmarks beyond the walls of an enclosure following preliminary training to find a goal using local landmarks within the enclosure. Separate sets of blocking and control groups searched within enclosures that, in plan view, formed either a square or a circle. Blocking was apparent when training and testing occurred in the circular but not the square enclosure. In Experiment 2, preliminary training to find a goal using local landmarks blocked spatial learning based on a circular enclosure divided into four differently coloured sections. The results are discussed in relation to theories of incidental versus error-correcting learning linked to different types of spatial cue.     

Cross-lagged relationships between career aspirations and goal orientation in early adolescents

We surveyed 217 students (145 girls; average age = 14.6 years) on two occasions, twelve months apart, on measures of career aspirations (job aspirations, job expectations, educational aspirations) and goal orientation (learning, performance-prove, performance-avoid), and tested the causal relationship between goal orientation and aspirations. We assessed five plausible cross-lagged models (a baseline model testing stability and synchronous effects only, a standard causal model with added cross-lagged paths from goal orientation at T1 to the outcome variables at T2, a reverse-causation model, a reciprocal-causation model, and a model of best fit). We found significant, synchronous associations at T1 and T2 between goal orientation and career aspiration, significant stability coefficients for all variables, and support for a standard causal model, with changes in performance-prove and performance-avoid orientations, but not learning orientation, associated with changes in career aspirations over time. We discuss the outcomes in relation to theory and the implications for practitioners.     

Category learning with a goal: how goals constrain conceptual acquisition

A novel task was used to examine the roles that goals play in concept acquisition. In Experiment 1, we varied the type of interaction, and thus the task goal, of participants working in a novel domain. Following those interactions, participant responses showed that they had organized their knowledge in terms of goal-relevant features. Using a variation of the same methodology, Experiment 2 provided evidence that the goal relevance also played a role in how the participants structured their knowledge of the items, specifically what information about the items was associated with differentiating the categories encountered. The results suggest that the goals not only highlighted particular features, they determined the centrality of those features in the conceptual knowledge. We discuss the results in terms of the goal-framework hypothesis; the idea that goals structure information and provide coherence to the acquired concepts. We discuss how this approach informs category learning research.     

Vicarious goal satiation

A signature feature of self-regulation is that once a goal is satiated, it becomes deactivated, thereby allowing people to engage in new pursuits. The present experiments provide evidence for vicarious goal satiation, a novel phenomenon in which individuals experience “post-completion goal satiation” as a result of unwittingly taking on another person's goal pursuit and witnessing its completion. In Experiments 1 and 2, the observation of a goal being completed (vs. not completed) led to less striving by the observer on the same task. Given that an actor's strength of commitment affects goal contagion, we hypothesized that such commitment would be an important boundary condition for vicarious goal satiation. The results of Experiment 2 showed that observing stronger (vs. weaker) goal commitment lowered accessibility of goal-related words, but only when the goal being observed was completed. Implications of vicarious goal satiation for goal pursuit in everyday environments are discussed.     

When goals loom darker: Goal ambivalence moderates the effect of goal proximity on goal-related motivation

This research extends previous work on the self-regulation of goal striving as well as effects of temporal and psychological distance on motivation. Borrowing from classic work on goal gradients and approach-avoidance conflicts, we predicted that the experience of ambivalence toward a personal goal moderates the extent to which feeling or being close to goal attainment affects motivation, such that greater proximity to the goal has a negative effect on motivation at higher levels of experienced goal ambivalence. We find evidence for the hypothesized effect across three studies examining different goals (pursuing a degree, running a half-marathon) with varying operationalizations of goal proximity (self-reported, manipulated, temporal) and motivation (goal commitment, intention strength). These results validate that classic concepts of motivation science such as goal gradients and approach-avoidance conflict are both relevant and applicable to the everyday pursuit of self-set personal goals.     

社会公平感对不同阶层目标达成的影响及其过程

基于目标追求理论和社会阶层心理学的相关理论, 本文通过3个研究, 逐步深入地考察了社会公平感对不同阶层个体目标达成的影响作用及其过程。研究1为相关研究, 考察了高低阶层成人被试的教育领域社会公平感与为孩子进行教育投入的目标承诺及目标达成之间的关系; 研究2为准实验研究, 通过操纵公平或不公平教育情境启动公平感, 考察其对高低阶层中学生的学习目标承诺与目标达成的影响; 研究3为实验研究, 通过实验操纵社会公平感和社会阶层, 考察社会公平感对高低阶层大学生的实验任务目标承诺和目标达成的影响。研究发现, 社会公平感通过正向影响低阶层者的目标承诺, 进而正向影响其目标达成; 而对于高阶层者来说, 变量之间这些关系则不显著。这表明：相对于高阶层来说, 低阶层者的目标追求易受社会公平感的影响; 低阶层者的社会公平感水平越高, 其追求目标的动机水平就越高, 进而越有利于目标达成。     

Nonconscious goal pursuit: Acting in an explanatory vacuum

Nonconsciously activated goals and consciously set goals produce the same outcomes by engaging similar psychological processes (Bargh, 1990; Gollwitzer & Bargh, 2005). However, nonconscious and conscious goal pursuit may have different effects on subsequent affect if goal pursuit affords an explanation, as nonconscious goal pursuit occurs in an explanatory vacuum (i.e. cannot be readily attributed to the respective goal intention). We compared self-reported affect after nonconscious versus conscious goal pursuit that either violated or conformed to a prevailing social norm. When goal-directed behavior did not require an explanation (was norm-conforming), affective experiences did not differ after nonconscious and conscious goal pursuit. However, when goal-directed behavior required an explanation (was norm-violating), nonconscious goal pursuit induced more negative affect than conscious goal pursuit.     

权力何以授予：目标理论视角下领导授权行为的形成机制

随着组织所处环境的深刻变化, 如何促进管理者更加积极地表现出授权行为, 成为领导实践和研究的重要议题。现有围绕领导授权行为形成的研究存在理论基础薄弱、“以领导者为中心”倾向突出等不足, 导致其未能很好地解答现实议题。因此, 以目标理论为视角, 并整合性地考察领导者和下属的作用, 以工作团队为研究情境, 对领导授权行为的形成机制进行深入探讨。首先, 通过多案例研究, 探索出促进领导授权行为形成的目标融合类型及其作用过程, 构建出领导授权行为形成机制的理论模型; 其次, 将收集纵向的团队主管下属对子数据, 明确这些目标融合关系对领导授权行为的影响效应; 最后, 将通过进一步数据收集, 对提出的领导授权行为形成机制模型进行整体验证。这将拓宽并加深对领导授权行为形成机制的认识, 从而更好地把握领导授权行为形成的规律, 并有助于企业更好地开展与此相关的管理实践。