A Conceptualization and Test of the Influences of Individual Differences in Goal-Setting Situations1

This research tests a hypothesized model of the relationships among several individual differences and variables associated with the setting of goals. Participants were randomly assigned to a self-set goal condition, or to moderately or very-difficult assigned-goal conditions. By aggregating scores of performance, personal goals, ratings of self-efficacy, and goal commitment over multiple goal-setting and task-performance occasions, the overall relationships among these variables and need for achievement, self-esteem, and locus of control were determined. Results provide strong support for Locke and Latham's (1990a, 1990b) model of the goal-performance relation, but fail to support the hypothesized role of individual differences. The implications of these findings and individual differences in goal-setting situations are discussed.     

Trying,Intentions, and the Processes by Which Goals Influence Performance: An Empirical Test of the Theory of Goal Pursuit1

A laboratory-based test of the theory of goal pursuit (Bagozzi & Warshaw, 1990) was conducted with results indicating substantial support for the theory. Goal attainment and task performance were predicted by a measure of trying, which was associated with the 4 mechanisms of effort, persistence, attention, and use of effective task strategies. Trying was predicted by an individual's intention to try. The intention to try was predicted by an attitude toward trying and a subjective norm toward trying. The individual's attitude toward the process and reactions to success and failure correlated with attitude toward trying. However, regression analyses indicated that the reactions toward failure did not contribute to the prediction of the attitude toward trying. Discussion focused on the utility of the theory of goal pursuit for understanding the processes by which goals influence performance.     

Social Comparison in the Setting of Goals for Own and Others' Performance

This research examines social factors implicated by social comparison theory to be involved in the setting of task performance goals. Participants conducted an error-checking task and selected performance goals for themselves, their roommates, and unknown others. In addition, participants made judgments regarding their relative ability on the task as well as stating their confidence in attaining the goals. Consistent with predictions, participants rated themselves as above average in ability, had more confidence in their own abilities, and set lower goals for others than for themselves. In addition, individuals had more confidence in the abilities of their roommates than unknown others, and consequently chose goals for their roommates that were more similar to their own goals. The results and implications of this study are discussed within the context of social comparison theory and the better-than-average effect.     

Regulatory fit theory at work: prevention focus' primacy in safe food production

The food‐processing industry emphasizes employee compliance to food‐safety standards to prevent distribution of contaminated foods. Regulatory fit theory was tested to examine the applicability of self‐regulation constructs as potential components of person‐job fit. In contexts emphasizing safety, workers higher in prevention should experience greater person‐job fit, thus prevention focus should relate to desirable outcomes. Poultry‐processing workers (n = 180) completed a work‐related regulatory focus scale as part of a survey including a set of outcome measures. Consistent with theory, prevention focus scores related to self‐reported positive work outcomes (job effectiveness, satisfaction, efficacy, enjoyment, involvement), and relationships were statistically mediated by perceived regulatory fit. Results have implications for selection practices and suggest ways work can be structured to enhance job performance.     

“Strength and Safety in Numbers”: A Theoretical Perspective on Group Influences on Approach and Avoidance Motivation

This paper presents a theoretical framework that advances current understanding of motivational and affective causes and consequences of small group processes and behaviors. Theories on the approach and avoidance systems of motivation state that these systems are active in the presence of potential positive or negative outcomes, respectively. In many instances, groups are associated with rewards and are perceived to facilitate positive outcomes (“strength in numbers”), and are a source of security and thought to reduce the occurrence of negative outcomes (“safety in numbers”). Accordingly, group membership and interaction should impact activation of group members’ approach and avoidance motivation systems. Thus, systematic group influences on mood, information processing, perceptions, attention, and behavior should be expected. The integration of approach and avoidance theories with small group research can potentially broaden our knowledge of the group experience, and lead to a theoretical framework for investigations of goal-directed behaviors in group settings.     

Social Influences on the Goal Choices of Group Members1

The influences of anticipation of evaluation, anticipation of group interaction, and taking other group members into consideration were each explored for their impact on the selection of task performance goals by group members. Self-evaluation, esteem maintenance, and comparison with others hypotheses were described as plausible explanations for earlier findings that groups select lower task performance goals than individuals. Results provided considerable support for the self-evaluation and comparison-with-others hypotheses, but indicated that esteem maintenance could not account for some aspects of the data. Discussion focused on understanding the results within the context of social comparison theory.     

Assimilation to Anchors for Damage Awards in a Mock Civil Trial1

Some judicial reforms propose that limits on damage awards in civil trials will lower the amounts awarded while still maintaining perceptions of justice. This article describes research that examines the impact of damage award limits on mock juror judgments. Existing theory suggests that limits will serve as anchors for the mock jurors' j]udgments. Predictions that damage awards would move toward the anchor introduced by a limit were supported. This research suggests that depending on the location of the anchor on the response scale, limits may not have the intended effects. Instead, limits may actually increase damage awards, and may also reduce jurors' p]erceptions of fairness of the damage award judgments.     

Group and Individual Decision Making for Task Performance Goals: Processes in the Establishment of Goals:in Groups1

The study examines the processes by which goals in groups are established. Performance goals and preferences for goals were stated by individuals acting alone, by groups deciding in unison, and by group members. All subjects performed a card-sorting task as individuals, and self-set goals were selected for expected levels of individual performance. Groups selected goals that were less difficult than individual goals on several occasions of goal setting. Analysis of the group goal decisions suggests that a success-based social comparison process occurs that implies groups select a goal slightly lower than the average of the member preferences so that the group members may appear successful. Analyses also indicated that the lower group goals arose quickly in the group interaction, and that group members readily adopted the lower goals as appropriate levels of performance. Discussion focuses on the observed differences among group, group member, and individual performance goals, and the ability of the success-based social comparison process to account for these differences.     

Collaborative Group Memory: Processes,Performance, and Techniques for Improvement

Groups are often asked to perform important tasks that require them to remember and report accurate information. A review of research on memory processes in groups suggests that collaboration enhances select performance outcomes. Collaboration allows group members to pool their memories and correct one another’s memory errors. Nonetheless, there are opportunities for improvement in the memory performance of collaborative groups. Collaborative groups typically do not recall as much information as the same number of individuals working alone and sometimes fail to correct the memory errors of their members. In this article, we integrate research findings to present an account of collaborative group memory processes and performance. We present a cognitive-social-motivational framework for viewing collaborative group memory processes, emphasize the value of collaboration on memory tasks, and suggest ways in which collaborative group memory performance may be improved.     

Accentuation of information processes and biases in group judgments integrating base-rate and case-specific information

This article investigates differences in the ways that groups and individuals apply information-processing strategies and fall prey to biases in their judgments. Judgments were made on probabilistic inference problems that involved base-rate and case-specific information. Consistent with hypotheses, when individuals neglect base-rate information in their probability judgments, groups accentuate this tendency. Moreover, when the source of case-specific information is inaccurate, individuals neglect the case-specific information, and groups accentuate this tendency with the base-rate information dominating their probability judgments. In addition, groups accentuate the strategies used by individuals to integrate the base-rate and case-specific information. These results provide strong support for a group accentuation tendency for the application of information-processing biases and the strategies used to integrate information. Discussion reflects upon the relationship of the results of this experiment with other research on base-rate neglect and group judgment. Underlying mechanisms and potential moderators of the group accentuation pattern are also discussed.