University of TorontoThe authors summarize 35 years of empirical research ongoal-setting theory. They describe the core ﬁndings of thetheory, the mechanisms by which goals operate, modera-tors of goal effects, the relation of goals and satisfaction,and the role of goals as mediators of incentives. Theexternal validity and practical signiﬁcance of goal-settingtheory are explained, and new directions in goal-settingresearch are discussed. The relationships of goal setting toother theories are described as are the theory’s limitations.

https://home.ubalt.edu/tmitch/642/articles syllabus/locke pract goal setting 2002 am psy.pdf

Building a Practically Useful Theory of Goal Setting and Task Motivation

The importance of intellectual talent to achievement in all professional domains is well established, but less is known about other individual differences that predict success. The authors tested the importance of 1 noncognitive trait: grit. Defined as perseverance and passion for long-term goals, grit accounted for an average of 4% of the variance in success outcomes, including educational attainment among 2 samples of adults (N=1,545 and N=690), grade point average among Ivy League undergraduates (N=138), retention in 2 classes of United States Military Academy, West Point, cadets (N=1,218 and N=1,308), and ranking in the National Spelling Bee (N=175). Grit did not relate positively to IQ but was highly correlated with Big Five Conscientiousness. Grit nonetheless demonstrated incremental predictive validity of success measures over and beyond IQ and conscientiousness. Collectively, these findings suggest that the achievement of difficult goals entails not only talent but also the sustained and focused application of talent over time.

https://psycnet.apa.org/journals/psp/92/6/1087.pdf

Grit: Perseverance and Passion for Long-Term Goals

The authors summarize 35 years of empirical research on goal-setting theory. They describe the core findings of the theory, the mechanisms by which goals operate, moderators of goal effects, the relation of goals and satisfaction, and the role of goals as mediators of incentives. The external validity and practical significance of goal-setting theory are explained, and new directions in goal-setting research are discussed. The relationships of goal setting to other theories are described as are the theory's limitations.

/pdf/building-a-practically-useful-theory-of-goal-setting-and-166hp7owum.pdf

Building a practically useful theory of goal setting and task motivation. A 35-year odyssey.

Earlier versions of this paper were presented at the International Communication Association/Speech Communication Association Conference on Interpretive Approaches to Organizational Communication, Alta, Utah, July 1981, and the Eastern Academy of Management meetings, Baltimore, Maryland, May 1982. I would like to express special appreciation to Mike Pacanowsky and Linda Putnam for organizing the Interpretive Conference, which provided the impetus as well as encouragement for the development of these ideas. Thanks also to Gareth Morgan, Linda Pike, Lou Pondy, and Karl Weick for their various forms of inspiration. This paper examines the significance of the concept of culture for organizational analysis. The intersection of culturetheory and organization theory is evident in five current research themes: comparative management, corporate culture, organizational cognition, organizational symbolism, and unconscious processes and organization. Researchers pursue these themes for different purposes and their work is based on different assumptions about the nature of culture and organization. The task of evaluating the power and limitations of the concept of culture must be conducted within this assumptive context. This review demonstrates that the concept of culture takes organization analysis in several different and promising directions.

/pdf/concepts-of-culture-and-organizational-analysis-3i9jlk2xcn.pdf

Concepts of Culture and Organizational Analysis

Meanwhile, the authors' antidote to the American sicknessa quest for democratic community that draws on our diverse civic and religious traditionshas contributed to a vigorous scholarly and popular debate. Attention has been focused on forms of social organization, be it civil society, democratic communitarianism, or associative democracy, that can humanize the market and the administrative state. In their new Introduction the authors relate the argument of their book both to the current realities of American society and to the growing debate about the country's future. With this new edition one of the most influential books of recent times takes on a new immediacy.\

Habits of the Heart: Individualism and Commitment in American Life

In the first Annual Review of Psychology chapter since 1977 devoted exclusively to work motivation, we examine progress made in theory and research on needs, traits, values, cognition, and affect as well as three bodies of literature dealing with the context of motivation: national culture, job design, and models of person-environment fit. We focus primarily on work reported between 1993 and 2003, concluding that goal-setting, social cognitive, and organizational justice theories are the three most important approaches to work motivation to appear in the last 30 years. We reach 10 generally positive conclusions regarding predicting, understanding, and influencing work motivation in the new millennium.

Work Motivation Theory and Research at the Dawn of the Twenty-First Century

Porter, Foreword. Part 1. How Theories of Work Motivation are Developed. Work Motivation, Productivity, and the Economy. Methods of Inquiry in Work Motivation Theory and Research. Part 2. Alternative Models of Human Functioning. Human Nature: Needs and Values as Motives at Work. Human Nature: Affect and Emotions as Motives to Work. Power, Love, and Sex as Motives at Work. Social Motivation and Self-Esteem at Work. Job Design as a Contextual Source of Work Motivation. Causes and Consequences of Frustration at Work. Part 3. Concepts of Work Motivation and Ultimate Determinants of Behavior. Beliefs, Attitudes, and Intentions. Human Reactions to Work, Jobs, and Organizations. Equity, Fairness, and Justice Motives Related to Work. Expectancy-Valence Theories of Work Motivation. Goal-Directed Theories. Part 4. Views of "Work Motivation" and Work Behavior. Learning, Behavior Control, Social-Cognitive Theory, and Self-Management. Part 5. Summary and Evaluation of Progress. Profit, Slaves, and Hopes for Strawberry Fields of the Future.

Work Motivation in Organizational Behavior

Although employee silence is pervasive in organizations, its study has been neglected for a variety of reasons, including the assumption that it is a unitary concept meaning little more than inactive endorsement. We review disparate literatures to reveal additional meanings and conceptual complexities related to silence to stimulate its study in work organizations. We develop the concept of employee silence and introduce two attendant forms (i.e. quiescence and acquiescence) along with their behavioral, affective, and cognitive components. We also offer a model that explains why some mistreated employees become silent, how some break their silence, and what organizational contexts produce and reinforce employee silence. Implications of the model for human resource management as well as for future research are discussed.

Craig C. Pinder

Papers

Work Motivation Theory and Research at the Dawn of the Twenty-First Century

Work Motivation in Organizational Behavior

Employee silence: Quiescence and acquiescence as responses to perceived injustice

Callings and Organizational Behavior.

Work motivation : theory, issues, and applications