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Gary P Latham - One of the best experts on this subject based on the ideXlab platform.

  • Building a Theory by induction: The example of Goal Setting Theory:
    Organizational Psychology Review, 2020
    Co-Authors: Edwin A. Locke, Gary P Latham
    Abstract:

    This article discusses the development of Goal Setting Theory through induction. The processes such as formulating concepts and definitions, measurement issues, data gathering, data integration and...

  • Unanswered Questions and New Directions for Future Research on Priming Goals in the Subconscious
    Academy of Management Discoveries, 2019
    Co-Authors: Gary P Latham
    Abstract:

    Empirical research suggests that the causal relationships, moderators, and mediators specified by Goal-Setting Theory are as applicable to Goals that are primed in the subconscious as they are to g...

  • Toward an Integration of Goal Setting Theory and the Automaticity Model
    Applied Psychology, 2016
    Co-Authors: Gary P Latham, Jelena Brcic, Alana Steinhauer
    Abstract:

    Two laboratory experiments were conducted to assess the extent to which Goal Setting Theory explains the effects of Goals that are primed in the subconscious on task performance. The first experiment examined the effect on performance of three primes that connote the difficulty levels of a Goal in the subconscious. Participants (n = 91) were randomly assigned to one of three conditions where they were primed with either a photograph of a person lifting 20 pounds (easy Goal), 200 pounds (moderately difficult Goal), or 400 pounds (difficult Goal). Following a filler task, participants were asked to “press as hard as you can” on a digital weight scale. Participants who were primed with the difficult Goal exerted more effort than those who were primed with the moderate or easy Goal. The second experiment examined whether choice of Goal difficulty level can be primed. Participants (n = 133) were randomly assigned to one of two conditions. Those primed with a difficult Goal consciously chose to set a more difficult Goal on a brainstorming task than those who were primed with an easier Goal. Similarly, their performance was significantly higher. Conscientiousness moderated the subconscious Goal–performance relationship while the self-set conscious Goal partially mediated the subconscious Goal–performance relationship.

  • Goal-Setting Theory: Causal Relationships, Mediators, and Moderators
    Oxford Research Encyclopedia of Psychology, 2016
    Co-Authors: Gary P Latham
    Abstract:

    Consciously Setting a specific, difficult, challenging Goal leads to high performance for four reasons. Specificity results in (1) the choice to focus on Goal-relevant activities and to ignore those that are irrelevant. Challenge leads to an increase in (2) effort and (3) persistence to attain the Goal. The combination of specificity and difficulty cue (4) the search for strategies to attain the Goal. However, for this to occur, an individual or team must have the ability and the situational resources to attain the Goal. In addition, the Goal must be important; there must be commitment to Goal attainment. Finally, feedback must be provided on Goal progress so that adjustments can be made, if necessary, regarding effort or strategy for attaining the Goal.

  • Distinguished Scholar Invited Essay Similarities and Differences Among Performance, Behavioral, and Learning Goals
    Journal of Leadership & Organizational Studies, 2016
    Co-Authors: Gary P Latham, Gerard H. Seijts
    Abstract:

    This article reviews Goal-Setting Theory in terms of the causal relationships it specifies, the boundary conditions within which the causal relationships occur, and the mediators that explain the causal relationships. Three types of Goals are described: performance, behavioral, and learning. Emphasis in the article is placed on findings regarding the beneficial effect of Setting a specific, difficult learning Goal.

Edwin A. Locke - One of the best experts on this subject based on the ideXlab platform.

  • Building a Theory by induction: The example of Goal Setting Theory:
    Organizational Psychology Review, 2020
    Co-Authors: Edwin A. Locke, Gary P Latham
    Abstract:

    This article discusses the development of Goal Setting Theory through induction. The processes such as formulating concepts and definitions, measurement issues, data gathering, data integration and...

  • What Makes Writing about Goals Work
    Academy of Management Discoveries, 2019
    Co-Authors: Edwin A. Locke
    Abstract:

    Goal Setting Theory (GST), developed by myself and Gary Latham (Locke & Latham, 1990) and focused on task performance, was the product of induction, based on some 400 studies, and thus totally at v...

  • Breaking the Rules: A Historical Overview of Goal-Setting Theory
    Advances in Motivation Science, 2015
    Co-Authors: Edwin A. Locke, Gary P Latham
    Abstract:

    Abstract This paper describes the development of Goal-Setting Theory starting from the 1960s when Locke saw but rejected behaviorism as the dominant paradigm in psychology. Locke began with laboratory experiments of Goals while Latham pioneered field studies of Goal Setting. Because Goals had reliable effects, many other researchers conducted Goal-Setting studies. This provided a large database from which the Theory was developed inductively over a 25-year period. The Theory was formulated in 1990, and research on the Theory continues apace to this day; recent developments on the Theory were published in 2013. We advocate (and seek to provide a model of) the inductive approach to Theory building, and end this article with suggested future directions for research on Goal-Setting Theory.

  • chapter four breaking the rules a historical overview of Goal Setting Theory
    Advances in Motivation Science, 2015
    Co-Authors: Edwin A. Locke, Gary P Latham
    Abstract:

    This paper describes the development of Goal-Setting Theory starting from the 1960s when Locke saw but rejected behaviorism as the dominant paradigm in psychology. Locke began with laboratory experiments of Goals while Latham pioneered field studies of Goal Setting. Because Goals had reliable effects, many other researchers conducted Goal-Setting studies. This provided a large database from which the Theory was developed inductively over a 25-year period. The Theory was formulated in 1990, and research on the Theory continues apace to this day; recent developments on the Theory were published in 2013. We advocate (and seek to provide a model of) the inductive approach to Theory building, and end this article with suggested future directions for research on Goal-Setting Theory.

  • New Directions in Goal-Setting Theory
    Current Directions in Psychological Science, 2006
    Co-Authors: Edwin A. Locke, Gary P Latham
    Abstract:

    Goal-Setting Theory is summarized regarding the effectiveness of specific, difficult Goals; the relationship of Goals to affect; the mediators of Goal effects; the relation of Goals to self-efficacy; the moderators of Goal effects; and the generality of Goal effects across people, tasks, countries, time spans, experimental designs, Goal sources (i.e., self-set, set jointly with others, or assigned), and dependent variables. Recent studies concerned with Goal choice and the factors that influence it, the function of learning Goals, the effect of Goal framing, Goals and affect (well-being), group Goal Setting, Goals and traits, macro-level Goal Setting, and conscious versus subconscious Goals are described. Suggestions are given for future research.

Steven E Ekeberg - One of the best experts on this subject based on the ideXlab platform.

  • the role of intentions in work motivation implications for Goal Setting Theory and research
    Academy of Management Review, 1991
    Co-Authors: Mark E Tubbs, Steven E Ekeberg
    Abstract:

    The concepts of Goal and intention have not been adequately differentiated in the work motivation and Goal-Setting literatures. As discussed in theories of intentional behavior (Ajzen, 1985; Fishbein & Ajzen, 1975; Kuhl, 1985; Ryan. 1970), intention is a cognitive representation of both means and end, and, thus, is a broader concept than Goal. It is argued here that an examination of the nature and role of intentions in the motivational process helps clarify several issues in the work motivation literature, including the process by which assigned Goals influence behavior.

Paul Evans - One of the best experts on this subject based on the ideXlab platform.

Mark E Tubbs - One of the best experts on this subject based on the ideXlab platform.

  • the role of intentions in work motivation implications for Goal Setting Theory and research
    Academy of Management Review, 1991
    Co-Authors: Mark E Tubbs, Steven E Ekeberg
    Abstract:

    The concepts of Goal and intention have not been adequately differentiated in the work motivation and Goal-Setting literatures. As discussed in theories of intentional behavior (Ajzen, 1985; Fishbein & Ajzen, 1975; Kuhl, 1985; Ryan. 1970), intention is a cognitive representation of both means and end, and, thus, is a broader concept than Goal. It is argued here that an examination of the nature and role of intentions in the motivational process helps clarify several issues in the work motivation literature, including the process by which assigned Goals influence behavior.