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

1. Introduction and Overview. 2. Detecting Influential Observations and Outliers. 3. Detecting and Assessing Collinearity. 4. Applications and Remedies. 5. Research Issues and Directions for Extensions. Bibliography. Author Index. Subject Index.

Regression Diagnostics: Identifying Influential Data and Sources of Collinearity

The resource-based view of the firm attributes superior financial performance to organizational resources and capabilities. This paper develops the concept of IT as an organizational capability and empirically examines the association between IT capability and firm performance. Firm specific IT resources are classified as IT infrastructure, human IT resources, and IT-enabled intangibles. A matched-sample comparison group methodology and publicly available ratings are used to assess IT capability and firm performance. Results indicate that firms with high IT capability tend to outperform a control sample of firms on a variety of profit and cost-based performance measures.

A resource-based perspective on information technology capability and firm performance: an empirical investigation

A qualitative and quantitative review of the relationship between job satisfaction and job performance is provided. The qualitative review is organized around 7 models that characterize past research on the relationship between job satisfaction and job performance. Although some models have received more support than have others, research has not provided conclusive confirmation or disconfirmation of any model, partly because of a lack of assimilation and integration in the literature. Research devoted to testing these models waned following 2 meta-analyses of the job satisfaction-job performance relationship. Because of limitations in these prior analyses and the misinterpretation of their findings, a new meta-analysis was conducted on 312 samples with a combined N of 54,417. The mean true correlation between overall job satisfaction and job performance was estimated to be .30. In light of these results and the qualitative review, an agenda for future research on the satisfaction-performance relationship is provided.

http://m.timothy-judge.com/JS-JP%20published.pdf

The job satisfaction-job performance relationship: a qualitative and quantitative review.

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.

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.

The role of goal orientation following performance feedback.

The authors investigated the influence of goal orientation on sales performance in a longitudinal field study with salespeople. As hypothesized, a learning goal orientation had a positive relationship with sales performance. This relationship was fully mediated by 3 self-regulation tactics: goal setting, effort, and planning. In contrast, a performance goal orientation was unrelated to sales performance. These results suggest that a focus on skill development, even for a veteran workforce, is likely to be associated with higher performance. Management should seek evidence of a learning goal orientation when selecting new employees, while avoiding an excessive focus on performance goal orientation without a comparable skill-development focus.

/pdf/the-influence-of-goal-orientation-and-self-regulation-349ru62qkh.pdf

The Influence of Goal Orientation and Self-Regulation Tactics on Sales Performance: A Longitudinal Field Test

This paper presents a conditional mixture, maximum likelihood methodology for performing clusterwise linear regression. This new methodology simultaneously estimates separate regression functions and membership inK clusters or groups. A review of related procedures is discussed with an associated critique. The conditional mixture, maximum likelihood methodology is introduced together with the E-M algorithm utilized for parameter estimation. A Monte Carlo analysis is performed via a fractional factorial design to examine the performance of the procedure. Next, a marketing application is presented concerning the evaluations of trade show performance by senior marketing executives. Finally, other potential applications and directions for future research are identified.

/pdf/a-maximum-likelihood-methodology-for-clusterwise-linear-3n1j7sa1ot.pdf

A Maximum Likelihood Methodology for Clusterwise Linear Regression

The authors assess the effects of trait competitiveness and competitive psychological climate on self-set goal levels and sales performance. The results indicate an interaction between trait compet...

William L. Cron

Papers

The role of goal orientation following performance feedback.

The Influence of Goal Orientation and Self-Regulation Tactics on Sales Performance: A Longitudinal Field Test

A Maximum Likelihood Methodology for Clusterwise Linear Regression

Effects of Trait Competitiveness and Perceived Intraorganizational Competition on Salesperson Goal Setting and Performance

The relationship between computerization and performance: A strategy for maximizing the economic benefits of computerization