A Psychological Success Cycle and Goal Setting: Goals, Performance, and Attitudes.

Hall, Douglas T.; Foster, Lawrence W.

doi:10.2307/255401

Cited by 86 publications

(30 citation statements)

References 7 publications

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“…Ander studies het weer eenvoudig die afwesigheid van enige verband tussen werkprestasie en werkbetrokkenheid gerapporteer (Goodman, Rose & Furcon, 1970;Hall & Foster, 1977;Ivancevich & McMahon, 1977;Lodahl & Kejner, 1965;Saal, 1978;Schuler, 1975;Siegel & Ruh, 1973). Kanungo (1982) was van mening dat die rede daarvoor moontlik is omdat hulle nie daarin geslaag het om moderator-veranderlikes en gepaste prestasie-metings in hulle navorsingsontwerpe in te sluit nie.…”

Section: Werkprestasieunclassified

“…Uit Tabel 11 is dit duidelik dat geen werkprestasiekriteria met behulp van werkbetrokkenheidtellings vir die span-leiergroep voorspel kan word nie. Hierdie bevinding is in ooreenstemming met studies wat eenvoudig die afwesigheid van enige verband tussen werkprestasie en werkbetrokkenheid rapporteer (Goodman, Rose & Furcon, 1970;Hall & Foster, 1977;Ivancevich & McMahon, 1977;Lodahl & Kejner, 1965;Saal, 1978;Schuler, 1975;Siegel & Ruh, 1973). Vir die bestuurdergroep (Tabel 12) kon net een werkprestasiekriterium naamlik die SEI, deur werkbetrokkenheidtellings voorspel word,.…”

Section: Besprekingunclassified

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Die verband tussen werkbetrokkenheid en werkprestasie

Bleeker¹,

Roodt²

2002

SA j ind psychol

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The relationship between work involvement and work performance.The primary goal of the study was to determine whether a relationship exists between the work involvement scores and work performance ratings of employees. A secondary goal was to determine whether work involvement could predict future work performance. The '' Alienation-Involvement Scale'' together with the ''Comprehensive Structured Interviewing for Potential'' , were applied to a sample of convenience of 200 employees in job levels of workers, team leaders and managers in a large manufacturing organisation. The results are contradictory and they have yielded signi¢cant correlations between work involvement and work performance criteria for the worker group, only limited correlations for the management group, but none for the team leader group. OPSOMMINGDie prime" re doel van die studie was om vas te stel of daar 'n verband bestaan tussen die werkbetrokkenheidtellings en die werkprestasie-beoordelings van werkers.'n Sekonde" re oogmerk was om te bepaal of werkbetrokkenheid toekomstige werkprestasie kan voorspel. Die '' Alienation-Involvement Scale'' saam met die ''Comprehensive Structured Interviewing for Potential'' is op 'n gerie£ikheidsteekproef van 200 werknemers op die posvlakke van werkers, spanleiers en bestuurders in 'n goot vervaardigingsonderneming toegepas. Die resultate is teenstrydig en dui op beduidende korrelasies tussen werkbetrokkenheid en werkprestasie-kriteria vir die werkergroep, slegs beperkte korrelasies vir die bestuursgroep, maar geen vir die spanleiergroep nie. SYNOPSISThe general concept of work involvement as a type of work-related attitude has for a long time been the research focus of behavioural scientists. Unfortunately, the concept did not evolve in a logical and evolutionary fashion. Di¡erent theoretical foundations were used to de¢ne the construct with a myriad of measuring instruments as a consequence. This indicates a lack of consensus in what job involvement precisely means.An overview of the literature indicates that work involvement can be differentiated from work satisfaction and morale as well as intrinsic and extrinsic motivation. Based on the conceptualisation of Kanungo (1983) it seems that work involvement is largely based on salient needs (intrinsic and extrinsic) of workers and on the expectations workers have about the need satisfying potential of work.Work performance on the other hand is equally di⁄cult to de¢ne, despite the fact thatresearchers have had a concern about the criterion issue fora long time. Based on the research of mainly Bornman and Motowidlo (1993) work performance can be de¢ned according to mainly three criteria: 1) the di¡erence between prescribed and discretionary behaviour; 2) the e¡ectively orientated set of behaviours related to organisational citizenship and pro-social behaviour; and 3) the di¡erentiation between performance behaviour related to task competence and performance behaviour not related to task competence.The relationship between performance and work invol...

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Section: Werkprestasieunclassified

Section: Besprekingunclassified

Die verband tussen werkbetrokkenheid en werkprestasie

Bleeker¹,

Roodt²

2002

SA j ind psychol

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“…Hall (1971) proposed relationships among self-esteem, goal choice, and goal attainment, but did not explicitly address goal commitment. Although no studies have examined the relationship between self-esteem and commitment, indirect evidence for such a relationship was provided by Hall and Foster (1977) who found self-esteem to be positively related to the difficulty of personal goals individuals chose. Although no studies have examined the relationship between self-esteem and commitment, indirect evidence for such a relationship was provided by Hall and Foster (1977) who found self-esteem to be positively related to the difficulty of personal goals individuals chose.…”

Section: H4mentioning

confidence: 99%

Antecedents of Goal Commitment: An Empirical Examination of Personal and Situational Factors¹

Klein

Wright²

1994

J Applied Social Pyschol

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The purpose of this study was to provide a partial test of the Hollenbeck and Klein (1987) model of goal commitment. Four variables from that model (reward structure, social influence, type‐A behavior, and self‐esteem) were examined as to their relationships with the expectancy and attractiveness of goal attainment and goal commitment. The results, based on 88 college students performing an anagram task, were generally supportive. Significant person by situation interactions were also observed.

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“…We can find causal factors of satisfaction in three independent "environments": (1) the job itself (2) the social interaction with the rest of the organization, and (3) the organizational policies (HACKMAN, OLDHAM, 1975;HALL, 2002;HALL, FOSTER, 1977;HALL, MOSS, 1998;HALL, CHANDLER, 2005;HUNDLEY, 2002;KARAEVLI, HALL, 2006;.…”

Section: Introductionmentioning

confidence: 99%

“…As a result, the traditional career is giving way to new forms of employee-organization interaction (SCHEIN, VAN MAANEN, 2013) and consequently, a new type of career is emerging where the individual proactively seeks an occupation that provides, in addition to means of subsistence, a sense of self-realization and self-expression (HALL, 2002, HALL, 1977. Schein (1978Schein ( , 2003Schein ( , 2006 in his career development studies defines sources for career anchors (CA) as: (a) talents, skills, motives and needs, which result from work experience and (b) values and attitudes that result from the individual´s reaction to the social and employment contexts he interacts.…”

Section: Introductionmentioning

confidence: 99%

Job Satisfaction and Career Choices: A Study Using Schein´s Career Anchor Model

Codaro

Tomei

Serra

2017

R. eletr. estrat. neg.

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This study explores the relationship between job satisfaction and alignment between the individual´s current occupation and his/her talents, needs and values, namely as career anchors. A quantitative survey using Schein e Van Maanen´s Career Anchor model (2013) and Siqueira´s Job Satisfaction survey (2008) was performed for a non-probabilistic sample students at the Business School of a private University in Rio de Janeiro. The most frequent career anchor found for both genders was Lifestyle, showing a trend towards finding a career that allows some balance between professional and personal life. Finally, we identified that autonomous individuals are more satisfied than those who receive salary, male ones are more satisfied with the job than the female ones, and there is a positive association with years of experience and satisfaction in the job.Keywords: Career anchors; Job satisfaction; Schein´s career anchor model. RESUMONo presente estudo visa-se a analisar a relação entre satisfação no trabalho e o alinhamento do emprego do indivíduo com suas habilidades, necessidade e valores, denominadas âncoras de carreira. Realizou-se uma pesquisa quantitativa definida como survey, baseada no Modelo de Âncoras de Carreira de Schein e Van Maanen (2013) e na Escala de Satisfação do trabalho de Siqueira (2008), para amostra não probabilística de alunos de uma escola de Administração de uma universidade privada de Rio de Janeiro. A âncora que apresentou maior frequência, independente do gênero do entrevistado, foi Estilo de Vida, indicando a tendência em buscar uma carreira que permita equilibrar a vida profissional e a vida pessoal. Por fim, identificou-se que os indivíduos autônomos são mais satisfeitos que os assalariados, os de sexo masculino estão mais satisfeitos no trabalho do que os de sexo feminino, e que existe uma associação positiva entre anos de experiência e satisfação no trabalho.Palavras-chave: Âncora de carreira; Satisfação no trabalho; Modelo de âncoras de carreira de Schein. RESUMENEn este estudio se tiene el objetivo de analizar la relación entre satisfacción en el trabajo y el alineamiento del empleo del individuo con sus habilidades, necesidades y valores, llamadas anclas de carrera. Se realizó una investigación cuantitativa definida como survey, basada en el Modelo de Anclas de Carrera de Schein y Van Maanen (2013), y en la Escala de Satisfacción del trabajo de Siqueira (2008), para amuestra no probabilística de alumnos de una escuela de Administración de una universidad privada de Rio de Janeiro. El ancla que presentó mayor frecuencia, independiente del género do entrevistado fue Estilo de Vida, indicando la tendencia de buscar una carrera que permita equilibrar la vida profesional y la vida personal. Al fin se identificó que los individuos autónomos son más satisfechos que los asalariados, los del sexo masculino están más satisfechos en el trabajo que los del sexo femenino, y que existe una asociación positiva entre años de experiencia y satisfacción en el trabajo.Palabras clave: Ancla de ...

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A Psychological Success Cycle and Goal Setting: Goals, Performance, and Attitudes.

Cited by 86 publications

References 7 publications

Die verband tussen werkbetrokkenheid en werkprestasie

Die verband tussen werkbetrokkenheid en werkprestasie

Antecedents of Goal Commitment: An Empirical Examination of Personal and Situational Factors¹

Job Satisfaction and Career Choices: A Study Using Schein´s Career Anchor Model

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A Psychological Success Cycle and Goal Setting: Goals, Performance, and Attitudes.

Cited by 86 publications

References 7 publications

Die verband tussen werkbetrokkenheid en werkprestasie

Die verband tussen werkbetrokkenheid en werkprestasie

Antecedents of Goal Commitment: An Empirical Examination of Personal and Situational Factors1

Job Satisfaction and Career Choices: A Study Using Schein´s Career Anchor Model

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Antecedents of Goal Commitment: An Empirical Examination of Personal and Situational Factors¹