Goal orientation and ability: Interactive effects on self-efficacy, performance, and knowledge.

This study examined the direct relationship of goal orientation--and the interaction of goal orientation and cognitive ability--with self-efficacy, performance, and knowledge in a learning context. The authors argue that whether a particular type of goal orientation is adaptive or not adaptive depends on individuals' cognitive ability. Consistent with previous research, learning orientation was positively related to self-efficacy, performance, and knowledge, whereas performance orientation was negatively related to performance only. The interactions between goal orientation and ability also supported several hypotheses. As expected, learning orientation was generally adaptive for high-ability individuals but had no effect for low-ability individuals. In contrast, the effects of performance orientation were contingent on both individuals' level of cognitive ability and the outcome examined. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effects of individual cognitive ability and idea stimulation on idea-generation performance.

A computer-based group idea-generation simulator was used to measure the performance of individuals with high and low cognitive ability who received high- or low-quality stimulation; high- and low-quality stimulation was operationalized by presenting controlled idea submissions from simulated group members throughout the idea-generation session. Cognitive ability and stimuli quality interacted such that the high cognitive ability/high-quality stimuli treatment achieved the highest performance. The results suggest that the performance of individuals with high cognitive ability can be enhanced when given high-quality stimuli or be inhibited when exposed to low-quality stimuli. The performance of individuals with low cognitive ability, in contrast, is consistently meager regardless of stimuli quality. The findings suggest that group composition cannot only significantly influence the overall ideational performance of a group, but also that of individual group members. The implications of these findings for future research, as well as the implications for the design of group idea-generation procedures, are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of goal orientation following performance feedback.

This study examined the relationship of goal orientation and performance over a series of 2 challenging performance events. After providing performance feedback on the 1st event, the authors found that the relationship between a learning goal orientation and performance remained positive for the 2nd event, the relationship between a proving goal orientation and performance diminished from a positive to a nonsignificant level, and the relationship between an avoiding goal orientation and performance remained negative. Data analysis also indicated that the relationships between the 3 goal orientation dimensions and the performance event were differentially mediated by goal setting, self-efficacy, and effort. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Cognitive aspects of psychomotor performance: The effects of performance goals on level of performance.

Reports an experiment stemming from Mace's work on the effects of performance standards on level of performance. It was found that Ss given specific (but difficult) standards performed at a higher level on a complex psychomotor task than Ss told to "do their best," thus replicating Mace's finding with a computation task. In contrast to Mace's study where performance goals worked by prolonging effort during the latter part of the work periods, the standards intensified effort at all stages of the work periods in the present case. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

When goal orientations collide: Effects of learning and performance orientation on team adaptability in response to workload imbalance.

The authors draw on resource allocation theory (Kanfer & Ackerman, 1989) to develop hypotheses regarding the conditions under which collective learning and performance orientation have interactive effects and the nature of those effects on teams' ability to adapt to a sudden and dramatic change in workload. Consistent with the theory, results of a laboratory study in which teams worked on a computerized, decision-making task over 3 performance trials revealed that learning and performance orientation had independent effects on team adaptability when teams had slack resources available for managing their changed task. Time helped explain the independent effects of performance orientation. Results also revealed that learning and performance orientation had interactive effects when teams did not have slack resources. Finally, the results of this study indicate that teams lacking slack resources were better able to balance high levels of learning and performance orientation over time with practice on the changed task. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personality and the goal-striving process: The influence of achievement goal patterns, goal level, and mental focus on performance and enjoyment.

The purpose of this study is to examine the mechanisms by which personality traits influence performance and satisfaction. Specifically, the authors examined how 3 personality characteristics derived from self-determination theory (autonomy, control, and amotivated orientations) influence performance and enjoyment through achievement goal patterns, goal level, and mental focus. Data were collected from 284 students at 5 points in time. In particular, mental focus emerged as an important aspect of the self-regulation process. The results suggest that global personality traits can help researchers to understand and predict the motivational strategies that people use while working toward goals in achievement settings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The temporal dynamics of strategy execution in cognitive skill learning.

The transition from algorithmic to memory-based performance is a core component of cognitive skill learning. There has been debate about the temporal dynamics of strategy execution, with some models assuming a race (i.e., independent, capacity unconstrained parallel processing) between algorithm and retrieval, and others assuming a choice mechanism. The authors investigated this issue using a new approach that allows the latency of each algorithm step to be measured, in turn providing new insight into (a) whether there is slowing of 1 or more algorithm steps on trials immediately preceding the 1st retrieval trial for an item, as might be expected if there is a competitive strategy execution process of some type other than a race, and (b) whether there is partial algorithm completion on retrieval trials, as would be expected if the 2 strategies are executed in parallel. Results are uniquely consistent with a strategy choice mechanism involving a competition between the retrieval strategy and the 1st step of the algorithm. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

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. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

A model of statistics performance based on achievement goal theory.

Structural equation modeling techniques were used to test a model of statistics performance based on achievement goal theory. Data were collected after the midterm and final examinations in an introductory statistics course, and models were fit at each time point. Learning goals were positively related to the use of deep-processing strategies and to self-efficacy and were negatively related to test anxiety. Performance goals were positively related to disorganization in study strategies and to test anxiety. Both learning and performance goals affected achievement indirectly through study strategies, self-efficacy, and test anxiety. Use of deep-processing strategies was positively related to effort but displayed an unexpected negative relationship to achievement. Disorganization was a positive predictor of test anxiety. Implications of these findings for teaching and learning statistics are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Prefrontal cognitive ability, intelligence, Big Five personality, and the prediction of advanced academic and workplace performance.

Studies 1 and 2 assessed performance on a battery of dorsolateral prefrontal cognitive ability (D-PFCA) tests, personality, psychometric intelligence, and academic performance (AP) in 2 undergraduate samples. In Studies 1 and 2, AP was correlated with D-PFCA (r=.37, pg) and personality. Studies 3 and 4 assessed D-PFCA, personality, and workplace performance among (a) managerial-administrative workers and (b) factory floor workers at a manufacturing company. Prefrontal cognitive ability correlated with supervisor ratings of manager performance at values of r ranging from .42 to .57 (ps     

Frame-of-reference training effectiveness: Effects of goal orientation and self-efficacy on affective, cognitive, skill-based, and transfer outcomes.

Empirical evidence supporting frame-of-reference (FOR) training as an effective intervention for calibrating raters is convincing. Yet very little is known about who does better or worse in FOR training. We conducted a field study of how motivational factors influence affective, cognitive, and behavioral learning outcomes, as well as near transfer indexed by achieving professional certification. Relying on goal orientation theory, we hypothesized effects for 3 goal orientations: learning, prove performance, and avoid performance. Results were generally supportive across learning outcomes and transfer. Findings further supported a hypothesized interaction between learning self-efficacy and avoid performance goal orientation, such that higher levels of learning self-efficacy mitigated the negative effects of higher performance avoid tendencies. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Voice and cooperative behavior as contrasting forms of contextual performance: Evidence of differential relationships with Big Five personality characteristics and cognitive ability.

The results of a laboratory study of 276 individuals replicate past findings for cooperative behavior as a form of contextual performance and extend past research by providing evidence that voice (constructive change-oriented communication) may be another form of contextual performance. Conscientiousness, extraversion, and agreeableness related more strongly to voice behavior and cooperative behavior than to task performance. Cognitive ability related more strongly to task performance than to voice behavior or cooperative behavior. Results also demonstrate contrasting relationships for agreeableness (positive with cooperative behavior and negative with voice behavior). This supports recent research suggesting the possibility of bidirectional relationships with personality characteristics across different dimensions of job performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Educational attainment as a proxy for cognitive ability in selection: Effects on levels of cognitive ability and adverse impact.

The authors examined the differences in mean level of cognitive ability and adverse impact that can be expected when selecting employees solely on educational attainment as a proxy for cognitive ability versus selecting employees directly on cognitive ability. Selection using cognitive ability worked as a more efficient cognitive screen. Imposing an educational attainment standard of at least 1 year of college, though, did result in noticeably higher levels of cognitive ability in potential applicant pools than did random selection, meaning that educational attainment does work as a cognitive screen. These results held not only in a nationally representative sample but also within and across 6 different occupational groups. Finally, adverse impact is examined for selection using educational attainment, compared with selection on the basis of cognitive ability. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Controversy and consensus regarding the use of cognitive ability testing in organizations.

Seven hundred three members of the Society for Industrial and Organizational Psychology indicated agreement or disagreement with 49 propositions regarding cognitive ability tests in organizations. There was consensus that cognitive ability tests are valid and fair, that they provide good but incomplete measures, that different abilities are necessary for different jobs, and that diversity is valuable. Items dealing with the unique status of cognitive ability were most likely to generate polarized opinions. A 2-factor model, classifying items as those reflecting societal concerns over the consequences of ability testing and those reflecting an emphasis on the unique status of "g," fit the data well, and these factors proved especially important for predicting responses to the more controversial items. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Behavior problem trajectories and first-grade cognitive ability and achievement skills: A latent growth curve analysis.

Using data from the National Institute of Child Health and Human Development Study of Early Child Care and Youth Development, the authors investigated whether there was evidence of intraindividual stability in behavior problems over time as well as whether children with higher levels of behavior problems at 24 months and more rapid increases in behavior problems prior to school entry performed more poorly on 1st-grade tests of cognitive ability and achievement than their peers. Three findings were noteworthy. First, there was evidence of both intraindividual and interindividual variability in behavior problems between 24 months and 1st grade. Second, children with higher initial levels of internalizing and externalizing behaviors at 24 months had lower cognitive ability and achievement scores in 1st grade. Finally, children with more rapid increases in internalizing behaviors over time had lower cognitive ability scores in 1st grade; this association did not exist for externalizing behaviors. Implications for future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effects of goal difficulty on physiological arousal, cognition, and task performance.

Conducted 2 laboratory experiments with 117 undergraduates to examine (1) the effect of assigned goal difficulty on arousal (self-report and heart rate), cognition (perceived norm, self-efficacy strength, and personal goal), and behavioral (task performance) measures and (2) the role of heart rate as a mediator of the goal-difficulty–performance relation. All Ss performed a task requiring cognitive and physical responses. Results of both experiments demonstrate that assigned goal difficulty affected heart rate, cognition, and task performance and that heart rate change was positively related to the cognitive and behavioral measures. Regression analyses suggested that a cognitive–affective mechanism may mediate the goal-difficulty–performance relation. Discussion is focused on the theoretical and practical implications of integrating an arousal concept within goal-setting theory. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Additive effects of task difficulty and goal setting on subsequent task performance.

Notes that the setting of difficult goals has been consistently found to improve performance in both laboratory and field settings; however, the setting of difficult goals has sometimes been confounded with the difficulty of the task especially in field studies where the difficulty of goals and more complex tasks often co-vary. The present study investigated the relative contribution of goal setting and task difficulty to performance on chess problems. Employing a 3 * 3 factorial design, 82 chess-playing undergraduates attempted to solve either easy, moderately difficult, or difficult chess problems, after accepting either an easy, moderately difficult, or difficult goal. Results show that both goals and task difficulty contributed additively to task performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Group performance in a cognitive task.

On a cross-word puzzle task performed by 60 pairs of male Ss, correlations between group performance and performance of the individuals (independently determined) were calculated. 82% of the true group performance variance on the task could be predicted from the individual performance scores. "It is suggested that the nature of the task is important in studies of group performance, and that the existence of 'group' phenomena should be empirically demonstrated rather than assumed." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effects of task importance and publicness on the relation between goal difficulty and performance.

In a laboratory study using undergraduate students (N?=?200), perceived task importance was found to moderate the relationship between goal level and performance. Moreover, participants performed better when both the goal and performance were public rather than anonymous. These findings suggest that by manipulating task importance and publicness of performance, it is possible to influence the impact that the difficulty of specific goals have on performance. The results are consistent with our hypotheses that the motivation to preserve one's self-image and the motivation to preserve one's public-image are two factors that determine effort and persistence devoted to assigned goals. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Retesting in selection: A meta-analysis of coaching and practice effects for tests of cognitive ability.

Previous studies have indicated that as many as 25% to 50% of applicants in organizational and educational settings are retested with measures of cognitive ability. Researchers have shown that practice effects are found across measurement occasions such that scores improve when these applicants retest. In this study, the authors used meta-analysis to summarize the results of 50 studies of practice effects for tests of cognitive ability. Results from 107 samples and 134,436 participants revealed an adjusted overall effect size of .26. Moderator analyses indicated that effects were larger when practice was accompanied by test coaching and when identical forms were used. Additional research is needed to understand the impact of retesting on the validity inferences drawn from test scores. (PsycINFO Database Record (c) 2010 APA, all rights reserved)