Task Goal Attributes, n Achievement, and Supervisory Performance. Technical Report No. 30 [electronic resource] / Richard M. Steers.
A review of the research literature on goal-setting in organizational settings reveals that goal-setting on an individual job results in better task performance. However, the processes behind their effectiveness is unclear. For example, how are various job attributes of task goals related to perform...
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| Format: | Electronic eBook |
| Language: | English |
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[S.l.] :
Distributed by ERIC Clearinghouse,
1974.
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MARC
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| 100 | 1 | |a Steers, Richard M. | |
| 245 | 1 | 0 | |a Task Goal Attributes, n Achievement, and Supervisory Performance. Technical Report No. 30 |h [electronic resource] / |c Richard M. Steers. |
| 260 | |a [S.l.] : |b Distributed by ERIC Clearinghouse, |c 1974. | ||
| 300 | |a 25 p. | ||
| 500 | |a ERIC Document Number: ED106499. | ||
| 500 | |a Sponsoring Agency: Office of Naval Research, Arlington, VA. Personnel and Training Research Programs Office. |5 ericd. | ||
| 520 | |a A review of the research literature on goal-setting in organizational settings reveals that goal-setting on an individual job results in better task performance. However, the processes behind their effectiveness is unclear. For example, how are various job attributes of task goals related to performance, and how do various individual differences factors affect the goal-setting process? The study examines the impact of variations in individual differences on the task goal attribute and performance relationship. The investigation studies five task goal attributes: participation in goal-setting; feedback on goal effort; peer competition for goal attainment; goal difficulty; and goal specificity. One hundred thirty-three first-level supervisors in the accounting and customer service departments working under a goal-setting program were investigated through the use of a task goal attribute questionnaire, an adjective check list, a demographic information sheet, and performance measures. The results indicated that the need for achievement can represent a significant influence on the relationship between an employee's task goal attributes and performance. Participation in goal-setting was essential for low need achievers, while feedback and goal specificity were more important for high need achievers. A bibliography is provided. (JB) | ||
| 650 | 0 | 7 | |a Achievement. |2 ericd. |
| 650 | 0 | 7 | |a Achievement Gains. |2 ericd. |
| 650 | 1 | 7 | |a Achievement Need. |2 ericd. |
| 650 | 0 | 7 | |a Data Analysis. |2 ericd. |
| 650 | 0 | 7 | |a Employer Employee Relationship. |2 ericd. |
| 650 | 0 | 7 | |a Feedback. |2 ericd. |
| 650 | 0 | 7 | |a Goal Orientation. |2 ericd. |
| 650 | 1 | 7 | |a Individual Differences. |2 ericd. |
| 650 | 1 | 7 | |a Management by Objectives. |2 ericd. |
| 650 | 0 | 7 | |a Motivation. |2 ericd. |
| 650 | 0 | 7 | |a Motivation Techniques. |2 ericd. |
| 650 | 1 | 7 | |a Performance Factors. |2 ericd. |
| 650 | 0 | 7 | |a Sampling. |2 ericd. |
| 650 | 1 | 7 | |a Supervisory Methods. |2 ericd. |
| 650 | 0 | 7 | |a Task Performance. |2 ericd. |
| 710 | 2 | |a University of California, Irvine. |b Graduate School of Administration. | |
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