Goal orientation effects on behavior and performance: evidence from international sales agents in the Middle East

Chakrabarti, Ronika; Barnes, Bradley R.; Berthon, Pierre; Pitt, Leyland; Monkhouse, Lien Le

doi:10.1080/09585192.2013.826915

Cited by 7 publications

(4 citation statements)

References 94 publications

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“… 46 Specifically, individuals with performance-prove goal orientation are eager to be recognized by others, while individuals with performance-avoid goal orientation are afraid of being negatively evaluated by others. 47 Therefore, we believe that job crafting in telework will show differentiation according to different performance goal orientations.…”

Section: Literature Reviewmentioning

confidence: 99%

How and When Telework Improves Job Performance During COVID-19? Job Crafting as Mediator and Performance Goal Orientation as Moderator

Liu¹,

Wan²,

Fan³

2021

PRBM

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Purpose: Literature shows that it is a paradox whether employees can achieve performance in telework, especially during COVID-19. Our aim is to clarify the relationship between telework and employees' job performance through a moderated mediation model. Methods: This study employed two-wave surveys with the aim of reducing the potential risk of common method bias. The 1309 participants of the survey were mainly employees who used telework during COVID-19, and they were mostly in positions such as product design and scheme planning. SEM was used to test the hypotheses. Results: Results from two-wave surveys of 1309 Chinese employees indicated that telework positively influenced job performance via job crafting. That is, job crafting played a mediating role between telework and job performance. And performance-prove goal orientation positively moderated the relationship between telework and job crafting but performance-avoid goal orientation negatively moderated the relationship between them. Conclusion:This study shows that telework can improve job performance through job crafting in COVID-19, in response to the paradox implied in the literature. In addition, we use COR theory to explain the role of performance goal orientation and job crafting in telework. We add these variables to the theoretical framework of COR theory, thereby enriching the theoretical research from the COR theory perspective.

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Section: Literature Reviewmentioning

confidence: 99%

How and When Telework Improves Job Performance During COVID-19? Job Crafting as Mediator and Performance Goal Orientation as Moderator

Liu¹,

Wan²,

Fan³

2021

PRBM

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“…Unlike the learning goal orientation, learners with a proving goal orientation focus more on demonstrating their capabilities in front of others. Their learning motivation is related to external rewards or recognition, and they feel more significant pressure in highly competitive environments [12,[39][40][41]. Such learners in e-learning environments might lean towards surface learning strategies, such as repetition and memorization, as they seek short-term grades and others' acknowledgment [40][41][42].…”

Section: Literature Review 21 Goal Orientation In E-learning Environm...mentioning

confidence: 99%

Enterprise Implementation of Educational Technology: Exploring Employee Learning Behavior in E-Learning Environments

Tsai,

2024

Sustainability

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In the rapidly evolving landscape of information technology and with the ubiquitousness of the internet, corporations are increasingly focused on harnessing educational technology to boost their competitive prowess. A pivotal question emerges: Can they implement this technology effectively and sustainably to enhance the learning capabilities of their workforce and facilitate their accumulation of knowledge and skills? This concern remains a central focus in the corporate sphere. From educational psychology, goal orientation theory offers an explanatory framework for understanding learner (employee) behavior variations following learning interventions. This research is grounded in the e-learning environment fostered by educational technology within corporations. It explores and hypothesizes the impact of employee achievement motivations—including learning, proving, and avoiding goal orientations—on self-regulated learning (encompassing cognitive, motivational, and behavioral adjustments). Additionally, this study examines how employees’ self-regulated learning and learning satisfaction with the learning process influence learning effectiveness (learning outcomes) assessments. Our empirical survey targeted 380 employees from 26 companies participating in corporate educational technology learning (e-learning), with our research hypotheses tested through PLS structural equation modeling. The analysis indicates that employees’ learning and proving goal orientations indirectly positively affect their learning outcomes by mediating self-regulated learning and learning satisfaction. Conversely, employees’ avoidance goal orientation indirectly negatively impacts their learning outcomes by mediating their self-regulated learning and learning satisfaction. Finally, the researchers offer recommendations for management and future research directions.

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“…Learning goal refers to a goal to increase one's competence, whereas performance goal refers to a goal involving garnering positive judgments from others (Dweck, 1986). It is important to note that learning goal orientation has been found to promote individuals’ self‐regulation such as learning strategies, self‐efficacy, intrinsic motivation, training motivation and proactive behaviors (Chakrabartia et al, 2014; Grant & Dweck, 2003; Joo et al, 2013; Maden, 2015; Potosky, 2010; Setti et al, 2015). Raemdonck et al (2014) reported that self‐directed learning orientation promoted workplace learning behaviors.…”

Section: Theoretical Background and Hypothesismentioning

confidence: 99%

Promoting employee’s self‐change skills: The role of job characteristics, goal clarity and learning goals

Matsuo

2021

Int J Training Development

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Personal growth initiative (PGI), i.e., self‐change skills, is necessary for employees to adapt to changing environments, but research examining the antecedents of PGI in an organizational context is limited. The present research investigated the antecedents of PGI in the workplace. Using a two‐wave questionnaire survey, data were collected from 204 employees, including nurses, medical technicians and administrative staff, at six healthcare organizations in Japan. The results of hierarchical regression analyses showed that goal clarity and learning goal orientation were positively related to PGI, whereas autonomy, skill variety and job complexity were not significantly related to PGI. The results also showed that goal clarity positively moderated the effect of skill variety on PGI, yet, negatively moderated the effect of job complexity on PGI. This study contributes to the existing literature by demonstrating how personal and situational factors influence employees’ self‐change skills in the workplace.

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Goal orientation effects on behavior and performance: evidence from international sales agents in the Middle East

Cited by 7 publications

References 94 publications

How and When Telework Improves Job Performance During COVID-19? Job Crafting as Mediator and Performance Goal Orientation as Moderator

How and When Telework Improves Job Performance During COVID-19? Job Crafting as Mediator and Performance Goal Orientation as Moderator

Enterprise Implementation of Educational Technology: Exploring Employee Learning Behavior in E-Learning Environments

Promoting employee’s self‐change skills: The role of job characteristics, goal clarity and learning goals

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