The effects of individual differences and goal origin on goal setting and performance

The purpose of this study is to clarify the roles played by individual differences and goal origin in the goal setting process. In order to accomplish this objective this study (a) briefly reviews the existing empirical evidence on individual differences in the goal setting literature, (b) develops a model of the goal-setting process that specifies different roles for individual differences depending upon goal origin, and (c) tests hypotheses generated by this model in a laboratory setting. The results indicate that under self-set conditions variables associated with self-perceptions of task-specific ability, but not generalized self-esteem, are related to the difficulty of the goals selected, with more difficult goals being set by individuals high in task-specific ability perceptions. Furthermore, when goals are self-set, regardless of individual differences, the expectancy and valence of goal attainment tends to be high and invariant relative to assigned conditions (i.e., the motivation to pursue the goal is high), and a strong goal difficulty-performance relationship is in evidence for all subjects. Under assigned goal conditions, individual differences determine the reaction to the assigned goal. Individuals high in task-specific self-esteem have stronger expectancies for attaining the goal relative to those low in this trait; and, individuals high in generalized self-esteem exhibit higher valence for goal attainment than those low in generalized self-esteem. In assigned conditions, there was a positive goal difficulty-performance relationship only for individuals high in generalized self-esteem. Some evidence actually suggested that for subjects low in generalized self-esteem, it is better to assign low goals. Low goals seem to increase the self-perceived task-specific ability of these subjects which relates positively with performance.     

The relationship between learning goal orientation,goal setting,and performance: a longitudinal study

In an educational setting, we examined the relationship of learning goal orientation with goal setting and performance over time. At the first time point, we assessed levels of trait learning goal orientation and asked participants to set performance goals. At each follow‐up time point, we reported to participants their current course grade and allowed them to revise their goals. Learning goal orientation was associated with both setting higher goals and maintaining higher performance over time. Additionally, the relationship of learning goal orientation and performance was found to be mediated by goal setting.     

The effects of goal setting on rugby performance

Goal-setting effects on selected performance behaviors of 5 collegiate rugby players were assessed over an entire competitive season using self-generated targets and goal-attainment scaling. Results suggest that goal setting was effective for enhancing task-specific on-field behavior in rugby union.     

The effect of goal setting on group performance: a meta-analysis

Updating and extending the work of O'Leary-Kelly, Martocchio, and Frink (1994), with this meta-analysis on goal setting and group performance we show that specific difficult goals yield considerably higher group performance compared with nonspecific goals (d = 0.80 ± 0.35, k = 23 effect sizes). Moderately difficult and easy goals were also associated with performance benefits relative to nonspecific goals, but these effects were smaller. The overall effect size for all group goals was d = 0.56 ± 0.19 (k = 49). Unexpectedly, task interdependence, task complexity, and participation did not moderate the effect of group goals. Our inventory of multilevel goals in interdependent groups indicated that the effect of individual goals in groups on group performance was contingent upon the focus of the goal: "Egocentric" individual goals, aimed at maximizing individual performance, yielded a particularly negative group-performance effect (d = -1.75 ± 0.60, k = 6), whereas "groupcentric" goals, aimed at maximizing the individual contribution to the group's performance, showed a positive effect (d = 1.20 ± 1.03, k = 4). These findings demonstrate that group goals have a robust effect on group performance. Individual goals can also promote group performance but should be used with caution in interdependent groups. Future research might explore the role of multilevel goals for group performance in more detail. The striking lack of recent field studies in organizational settings that emerged from our brief review of trends in group goal-setting research should be taken into account when designing future studies in this domain.     

Painful engagement in deliberate self-harm: The role of conditional goal setting

Conditional goal setting is the tendency for people to see attainment of their future personal goals as necessary for their well-being. It has been argued that this represents an unhealthy way of relating to one’s goals, as well as being particularly problematic when goals are perceived as unlikely. High conditional goal setting has been found to be related to depression and to hopelessness. The present study examined conditional goal setting in deliberate self-harm, where problematic thinking about the future is very prominent. A group of individuals attending hospital for a recent episode of deliberate self-harm (N = 25) were compared with controls attending hospital for minor injuries (N = 25) as well as a psychologically disordered but non-suicidal control group (N = 25). Participants generated goals and rated goal likelihood, the extent to which those goals were seen as necessary for their future well-being (conditional goal setting), and also the extent to which the goals were seen as sufficient for their future well-being (goal sufficiency). Deliberate self-harm patients showed a higher degree of both conditional goal setting and goal sufficiency than did both of the other groups, further confirming the idea of painful engagement with personal goals, rather than disengagement, as characterising deliberate self-harm.     

目标设置对非伦理行为的影响:边界条件与理论基础

作为一种有效的激励方式,目标设置被广泛地运用于各类组织中。然而,近年来一系列的研究发现,目标设置也会引发员工的非伦理行为。全面梳理了国外对于目标设置影响非伦理行为的相关研究,系统地介绍了两者的直接关系、边界条件及理论基础,在总结这些研究的基础上,提出未来研究应从拓展研究方法(基于真实组织情景下的调查)和研究内容(强化调节、中介及社会性视角下的研究)两方面展开。     

Using goal setting, task clarification, and feedback to increase the use of the hands-free technique by hospital operating room staff

We evaluated the effects of a behavioral treatment on the safe passing of sharp instruments using the hands-free technique among hospital operating room personnel during surgical procedures. Treatment consisted of participative goal setting, task clarification, and feedback. The average percentage of sharp instruments passed safely increased from 32% to 64% and 31% to 70% between baseline and treatment phases in the inpatient and outpatient surgery units, respectively. Five-month follow-up data suggested maintenance of treatment effects. These findings suggest the utility of organizational behavior management strategies in reducing risky behavior in hospital settings.     

Cathectic orientation, goal setting and mood

Investigated the reliability and validity of a new verbal cathexis test, based on objectively scored achievement data. Criteria were based on interviews about goal orientations and mood ratings, performed three times a day for a week. Goals were scored analogously with the cathexis test, viz. in the three dimensions hetero-homo, active-passive, and positive-negative. Average mood scores and mood variabilities were estimated. The Oedipal and combined cathexis adjustment indices correlated with goal ratings. Moods correlated with cathectic balance indices. Strong correlations were found to exist between average moods and goal ratings in both active-passive and positive-negative dimensions, as well as sex differences in mood variability and Oedipal orientation as measured by the cathexis test.     

Type A behavior pattern and goal setting under different conditions of choice

This study examined the effects of the Type A behavior pattern on performance, goal acceptance, goal commitment, and expectancy of success under goal-setting conditions. Participants were assigned to one of four groups, assigned goal/assigned strategy, assigned goal/self-set strategy, self-set goal/assigned strategy, or self-set goal/self-set strategy. Results suggested that Type A persons were more likely to accept a difficult goal and remain committed to that goal, and that they had a higher expectancy of success than their Type B counterparts regardless of goal/strategy condition. With respect to performance, participants in the assigned goal/assigned strategy condition outperformed all other groups. A three-way interaction indicated that Type A persons performed better in the self-set goal/self-set strategy than Type B individuals. Implications of the findings regarding Type A and goal setting are discussed.     

Disentangling achievement orientation and goal setting: effects on self-regulatory processes

H. Heckhausen and J. Kuhl's (1985) goal typology provided the conceptual foundation for this research, which examined the independent and integrated effects of achievement orientation and goal-setting approaches on trainees' self-regulatory activity. Using a complex computer-based simulation, the authors examined the effects of 3 training design factors--goal frame, goal content, and goal proximity--cutting across these 2 theoretical domains on the nature, focus, and quality of the self-regulatory activities of 524 trainees. Results revealed that all 3 factors had a significant influence on self-regulation, with goal content exhibiting the greatest influence. In line with expectations, congruent learning frame and content compared with congruent performance frame and content was beneficial for trainees' self-regulatory activity, incongruent combinations of goal frame and content were better than congruent performance frames and content, and effects for the incongruent combinations cutting across the domains were asymmetrical. Theoretical extensions for further disentangling these distinct domains and training design implications are discussed.     

Hierarchical representation of motives in goal setting

The authors developed a framework for thinking about motives in goal setting. The reasons for choosing a particular goal are represented in a hierarchical network of motives. To uncover context-specific motives and their interconnections, the authors propose a procedure based on the elicitation of justifications for one's goal. The authors applied the procedure to the motivation of volunteering to join the Italian Army by officers (N = 151) and 3 groups of enlisted soldiers (Garibaldi Brigade, N = 141; Folgore Brigade, N = 144; and volunteers in training, N = 150). The resulting idiographic motives and linkages between motives were validated by regressing attitudes, intentions to reenlist, and commitment toward the army on motives and linkages between motives. A heuristic nomothetic summary of goals, arranged in an interconnected hierarchy, was derived.     

Career exploration and goal setting among managerial employees

This study examined career exploration and goal setting among 257 managers in a large communications company. High work role salience and the perceived availability of mobility opportunities were associated with extensive participation in career exploration. Moreover, managers who aspired to different positions in the organization engaged in more career exploration than managers who intended to remain in their current positions. Highly anxious managers were less likely to select a career goal and were less certain about the appropriateness of their goal than managers low in anxiety. Few gender differences were observed in the managers' exploration and goal-setting tendencies.     

Education as a moderator of goal setting effectiveness

The majority of empirical support for Locke's (1968) goal setting theory is based on a series of well designed and rigorous laboratory experiments with educated college students performing rather simple arithmetic and memorization tasks. There is little known about what role educational attainment plays in responsiveness to goal setting in a field setting. A sample of 128 skilled technicians working under an assigned goal setting program were studied in order to learn about the moderating impact of education on the relationship between performance and six goal setting properties. Speculation is advanced as to why education is an important moderator variable for specific types of goal setting properties.     

Toward the clarification of classroom contexts: Pragmatic aspects of effective instruction

Recent research and theory devoted to developing the socio-historical context of educational innovation may be enhanced and invigorated by considering some overlooked theoretical precursors in the educational and child development literature. These sources converge on the centrality of communication in clarifying recent advances in both experimental and school-based research and development. Focusing on student sensitive communication, a basic developmental process called intellectualization is proposed to establish that there are social agent-intellectual system relations to be investigated just as with the social agent-personality relations intrinsic in the ubiquitous socialization process. Relevant background literature is identified, and exemplary recent research is noted.     

Importance of goal setting in virtual project teams

This research investigated goal setting on engineering teams with geographically dispersed members. A survey was designed to measure the Quality of Goal Setting, Goal Commitment, Perceived Task Outcomes, and Perceived Psychosocial Outcomes, all constructs and scales used in previous research on project teams. 82 respondents from 12 virtual teams participated. Analysis suggested the quality of goal setting affected Perceived Task Outcome (t = 2.40, p < .05) but not Perceived Psychosocial Outcomes. Further regression analysis indicated goal commitment predicted significant variance in both Perceived Task Outcomes (t = 2.35, p < .05) and Perceived Psychosocial Outcomes (t = 4.3, p < .01). These results suggest that setting high quality goals and building commitment to goals significantly affect perceptions of outcomes on virtual project teams.     

A clarification of selective exposure: The impact of choice

Selective exposure as a reaction to cognitive dissonance has long eluded researchers working in the realm of dissonance theory. It is proposed here that the difficulties in selective exposure paradigms have resulted from inadequate designs, and more particularly, it is likely that many of the previous findings are due to confoundings. The present experiment manipulates the variable of choice with the intent of controlling for a variety of possible confounds. The experiment shows a simple, theoretically predicted effect: Selective exposure, favoring supporting over nonsupporting information, increases to the degree that an onerous task is undertaken with volition.