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)     

Influence of information, choice and task complexity upon goal acceptance, performance, and personal goals.

Tested the hypothesis that information about a goal and/or task, choice in setting a strategy to achieve a goal, and task complexity interact to influence goal acceptance, personal goals, and performance. A laboratory experiment with 96 college students working on a class-scheduling task was used to test the hypothesis. The task consisted of producing mock class schedules consisting of 5 nonredundant classes. The Ss were assigned to either high-information, choice manipulation, or task-complexity conditions. Ss were administered a questionnaire assessing goal acceptance, personal goals, and performance prior to and on completion of the task. Results of 3-way ANOVA conducted on measures of goal acceptance, personal goals, and performance supported the hypotheses that choice in goal-setting and the provision of information interact as do information and task complexity. A 2nd study conducted to generalize these findings also supported the hypotheses. In the 2nd study, 40 animal caregivers (average age 28 yrs) were participants in a replication of the laboratory experiment with task complexity as a repeated-measures factor. Findings are discussed as a means of expanding the position of participation within the goal-setting model. (15 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Task complexity as a moderator of goal effects: A meta-analysis.

Much evidence exists that supports the use of goal setting as a motivational technique for enhancing task performance; however, little attention has been given to the role of task characteristics as potential moderating conditions of goal effects. Meta-analysis procedures were used to assess the moderator effects of task complexity for goal-setting studies conducted from 1966 to 1985 (n?=?125). The reliability of the task complexity ratings was .92. Three sets of analyses were conducted: for goal-difficulty results (hard vs. easy), for goal specificity–difficulty (specific difficult goals vs. do-best or no goal), and for all studies collapsed across goal difficulty and goal specificity–difficulty. It was generally found that goal-setting effects were strongest for easy tasks (reaction time, brainstorming), d?=?.76, and weakest for more complex tasks (business game simulations, scientific and engineering work, faculty research productivity), d?=?.42. Implications for future research on goal setting and the validity of generalizing results are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of task difficulty, goal setting, and strategy on performance of a heuristic task.

Investigated the relative contribution of goal setting and task difficulty to performance on a heuristic computer task with 128 undergraduates who attempted to solve either easy or difficult maze puzzles. Each S was assigned either an easy, moderate, or difficult goal or told to do his/her best. One month prior to the experiment, Ss responded to the Neuroticism scale of the Eysenck Personality Inventory to collect data on arousal. Data were also collected on acceptance, commitment, task complexity, and performance. Results show that both goals and task difficulty affected task performance, arousal, and perceptions of task complexity. A linear, rather than curvilinear, relationship was found between task arousal and performance. Contrary to prior research by G. A. Bassett (see record 1980-33518-001), results also show that, when the task was difficult, the setting of a difficult goal led to significantly lower performance. The decrease in performance in the difficult goal condition was attributed to the variation in performance strategy employed by these Ss as opposed to other Ss. It is argued that the setting of difficult goals may not be an effective motivational strategy when a heuristic, rather than algorithmic, solution is needed. (40 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of assigned versus participatively set goals, knowledge of results, and individual differences on employee behavior when goal difficulty is held constant.

In Exp I, 60 female clerical workers were randomly assigned to participative, assigned, and "do best" goal conditions on a clerical test. Specific goals led to higher performance than did the "do best" goals. With goal difficulty held constant, there was no significant difference between the assigned and participative conditions on performance or goal acceptance. Goal attainment, however, was higher in the assigned condition than it was in the participative condition. No main or interaction effects were found for knowledge of results (KR) or for individual difference measures with performance or goal acceptance. However, high self-esteem Ss who received KR attained their goals more often than did Ss with low self-esteem when the goals were participatively set. Exp II was conducted with 28 employees from the same sample in a performance-appraisal setting over an 8-mo period. Assigned goals resulted in higher performance and greater goal acceptance than participatively set goals. There was a positive linear relationship between goal difficulty and performance in the participative condition only. (10 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A test of the influence of goal orientation on the feedback-seeking process.

A longitudinal field study (N?=?44) and a scenario study (N?=?239) were conducted to investigate the influence of the individual difference of goal orientation (an orientation toward developing or demonstrating one's ability) on feedback-seeking behavior by the inquiry method. The results of the 2 studies were consistent with the hypotheses of a positive relationship between a learning-goal orientation and feedback seeking and of a negative relationship between a performance-goal orientation and feedback seeking. Also as hypothesized, the perceived cost and perceived value of feedback seeking mediated these relationships. The theoretical and practical implications of the research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of two types of feedback on goal acceptance and personal goals.

Effects of two types of performance feedback, goal discrepancy (GDF) and past-performance discrepancy (PDF), on acceptance of assigned goals and personal goal levels were examined. Subjects were 110 introductory psychology students, 90 in an experimental and 20 in a control condition, who performed an anagram task for seven trials. Assigned goals for experimental subjects became increasingly difficult. As predicted, assigned goals were rejected when GDF became sufficiently negative. GDF and PDF differed both in sign and magnitude of effects on acceptance and personal goals, indicating that subjects used these feedback discrepancies differently in the goal evaluation process. Unexpectedly, personal goals and performance remained high even after assigned goals were rejected. The importance of understanding factors affecting goal acceptance was discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Perceived performance norm as a mediator in the effect of assigned goal on personal goal and task performance.

We conducted two experiments to test the hypothesis that assigned goals affect personal goals and task performance, in part, by providing normative information about the task. Normative information inferred from the goal was expected to influence performance expectancy and performance valence, which, in turn, would affect personal goal and, ultimately, performance. In Experiment 1, 60 undergraduate students were assigned performance goals of varying difficulty on a brainstorming task, and measures of perceived norm, performance expectancy, performance valence, personal goal, and task performance were obtained. Results of analyses of covariance and path analysis were generally consistent with the proposed cognitive mediation model. In Experiment 2, information about the performance norm was manipulated independently of goal difficulty for 135 undergraduates working on the same brainstorming task. Results of similar analyses revealed that (a) the effects of goal difficulty observed in Experiment 1 were attenuated by the presentation of normative information and (b) performance norm had significant effects on all of the dependent variables. The findings have implications for the integration of motivation theories and for the use of goal setting as a motivational technique. (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)     

Comparative analysis of goal-setting strategies across cultures.

Only a few studies that have examined the effects of participation on an individual's goal acceptance and performance have been conducted within a cross-cultural context. In the present study, we tested for the contingency between the effectiveness of goal-setting strategies and cultural values. We examined three goal-setting strategies within three different cultural groups—assigned goals, goals participatively set by a group representative and the experimenter, and goals participatively set by a group. The three cultural groups studied were U.S. students (n?=?60), individualistic and having a high power distance; Israeli students from urban areas (n?=?60), collectivistic and having a low power distance; and Israeli students from kibbutzim (n?=?60), highly collectivistic and having a low power distance. Results indicated that participative strategies led to higher levels of goal acceptance and performance than the assigned strategy. Culture did not moderate the effect of goal-setting strategies on goal acceptance, but it appeared to moderate the strategy on performance for extremely difficult goals. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Feedback: A necessary condition for the goal setting-performance relationship.

Tested the prediction that feedback and goals would be interactively related to performance. This prediction complements the findings of Locke that knowledge alone is not a sufficient condition for effective performance. It was also hypothesized that feedback would facilitate the display of individual differences in goal setting and hence the goal setting–performance relationship. 38 undergraduates in a feedback group and 48 in a no-feedback group were evaluated on a number comparison task. Results support the hypotheses by indicating that (a) the individual differences in self-set goals were significantly higher in the feedback group than in the no-feedback group, and that (b) the relationship between goals and performance was significantly higher in the feedback condition than in the no-feedback condition. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Goal Regulation Across Time: The Effects of Feedback and Affect.

This research focused on the processes individuals use to regulate their goals across time. Two studies examined goal regulation following task performance with 6 samples of participants in a series of 8-trial task performance experiments. The experiments involved: (a) 3 task types, (b) 2 goal types, and (c) actual or manipulated performance feedback referring to the focal participant's own performance or to the participant's performance compared with others' performance. Applying multilevel methods, the authors examined (a) how performance feedback influences subsequent goals within individuals across both negative and positive performance feedback ranges, and (b) the mediating role of affect in explaining the relationship between feedback and subsequent goal setting. Results showed that participants adjusted their goals downwardly following negative feedback and created positive goal-performance discrepancies by raising their goals following positive feedback. In each sample, affect mediated substantial proportions of the feedback-goals relationship within individuals. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effects of learning goal difficulty level and cognitive ability on performance.

The relationship between the difficulty level of a learning goal and a person's (N = 146) performance on a task that required the acquisition of knowledge to perform effectively was examined. Multiple hierarchical regression analysis revealed that the higher the learning goal, the higher the person's performance. Cognitive ability and goal commitment also positively affected performance. The results showed that the person's cognitive ability moderated the learning goal-performance relationship. Contrary to previous research findings on performance goals for tasks that are straightforward for people, the performance of individuals lower in cognitive ability was more positively affected by the setting of a difficult learning goal than was the case for people higher in cognitive ability. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Task dimensions as moderators of the effects of instrumental leadership: A two-sample replicated test of path–goal leadership theory.

The path–goal theory of leadership has been criticized as being incapable of generating meaningful predictions and as having little empirical support; the present study addressed both criticisms. Three nonobvious predictions were generated from the theory concerning the moderating effects of 3 task dimensions on the relationship between instrumental leader behavior and subordinate satisfaction with supervision. It was hypothesized that task variety would be a positive moderator of the leadership/satisfaction relationship, whereas task feedback and opportunity to deal with others would be negative moderators. Data were collected by standard survey questionnaire measures in 2 field samples: 205 manufacturing employees (mean age 38.9 yrs) and 110 bank employees (mean age 32.7 yrs). Two of the hypotheses were supported in both samples (those concerned with variety and dealing with others), and one was supported in the manufacturer only (the feedback hypothesis). (31 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Moderating effects of goal acceptance on the relationship between group cohesiveness and productivity.

Despite the fact that several researchers have suggested that goal acceptance moderates the relationship between group cohesiveness and group productivity, only 1 study (C. N. Greene, 1989) has directly tested this proposition, and virtually no study has examined whether leaders who foster group goal acceptance actually do enhance the relationship between group cohesiveness and group productivity. Two studies were conducted to address these issues. In Study 1, goal acceptance was found to moderate the relationship between group cohesiveness and the quantity of performance of 40 machine crews in a paper mill located in the northeastern United States. In Study 2, the extent to which leaders fostered the acceptance of group goals was found to moderate the relationships between group cohesiveness and quantitative measures of group productivity in 71 insurance agency units located throughout the United States. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Influence of achievement need on goal setting, performance, and feedback effectiveness.

91 undergraduates set their own goal to be attained on a perceptual speed task lasting 15 min and received feedback after 7? min of work. Ss' achievement need, as assessed through the Manifest Needs Questionnaire, significantly correlated with the goals set and total number attempted. Partial correlation between achievement need and the total number attempted was nonsignificant when goal difficulty was held constant, suggesting that achievement need affected the total number attempted through its effect on goal difficulty. Only the Ss who were higher in achievement need performed better after than before feedback. The rationale for the moderating effect of achievement need on the feedback–performance relationship and its implication for previous goal-setting findings are discussed. (11 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Proximal versus distal goal setting and intrinsic motivation.

A. Bandura and D. H. Schunk (see record 1982-07527-001) demonstrated that proximal goal setting can develop self-efficacy and intrinsic motivation from previously low levels. The present study examined the effect of goal proximity on intrinsic motivation when initial task interest was high. 66 female undergraduates were assigned either proximal or distal performance goals, or were not provided with goals, prior to completing a series of enjoyable word puzzles. Distal goal setting enhanced subsequent intrinsic motivation relative to conditions involving proximal goals or no goals. Proximal goal setting, however, produced more positive goal attainment expectations over the course of task engagement and enhanced final perceptions of performance quality to a lesser degree. Findings are interpreted according to E. L. Deci's (1975) cognitive evaluation theory of intrinsic motivation. (45 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Interplay between personal goals and classroom goal structures in predicting student outcomes: A multilevel analysis of person-context interactions.

This study examined cross-level interactions between personal goals and classroom goal structures, as well as their additive contributions to predicting math achievement, engagement, interest, effort withdrawal, and avoidance coping, using a sample of 3,943 Grade 5 students from 130 classrooms. Results of hierarchical linear modeling showed that classroom performance goal structures exacerbated (a) the negative association between personal performance-avoidance goals and engagement and (b) the positive relations of personal performance-avoidance goals to effort withdrawal and avoidance coping. Moreover, both classroom performance goal structures and personal performance-avoidance goals had maladaptive patterns of relations to outcomes at their respective levels of analysis, whereas classroom mastery goal structures and personal mastery goals showed adaptive relations. Our findings underscore the importance of a multilevel interactionist perspective in understanding achievement motivation and making recommendations for educational practices. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The reciprocal effects of science on practice: Insights from the practice and science of goal setting.

The hypothesis of this paper is that the science and practice of psychology are interdependent. Science drives practice which drives science. The science and practice of 25 years of programmatic research on goal setting theory in industrial-organizational psychology (I/O) is used in support of this hypothesis. I/O research on goal setting includes findings that (1) high goals lead to higher performance; (2) there is a linear relationship between goal difficulty and performance; (3) variables such as feedback, participative decision making, and competition affect performance to the extent that they lead to the setting of and commitment to high goals; and (4) mediators of goal setting are motivational and cognitive, with other variables mediating the effects of goals on performance in I/O settings. Scientists, practitioners, and scientist–practitioners alike are encouraged to work in unison in order to advance psychology for all. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Expectancy theory prediction of the goal theory postulate, "The harder the goals, the higher the performance."

Goal theory postulates that harder goals lead to higher performance than do easier goals. The present study tested the prediction, based on expectancy valence theory, that this would be true only if the payoff for succeeding at the harder goal is sufficiently greater than the alternatives to compensate for its greater difficulty. 63 undergraduates were each given an easy and a hard task/goal, requiring the comparison of paired sets of 3-digit numbers. Expectancy theory measures for the 2 goals were obtained from Ss. Performance was higher for the hard goal than for the easy goal, supporting the goal theory postulate. Force was also higher for the hard goal than for the easy goal. In addition, force change across the 2 goals was associated with performance change, supporting the conclusion that expectancy valence theory can predict the goal theory postulate. The valence of goal attainment was higher for the hard goal than for the easy goal. Valence change across the 2 goals was associated with performance change to a greater degree than was expectancy change, suggesting that the attained performance difference can be attributed to the valence difference. (10 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)