Open-minded Discussion between Departments: Goal Interdependence and Social Motives

Lu, Antonia Jiewei; Tjosvold, Dean; Wong, Alfred

doi:10.5465/ambpp.2015.10904abstract

Cited by 3 publications

(1 citation statement)

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“…Cooperative goal interdependence. Adapted the 6-item scale prepared by Lu et al (2015). Items include "Leader and I have same goals", "Leader and I contribute to each other's goals" and so on.…”

Section: Measurementmentioning

confidence: 99%

“Thriving at work” or not? Research on the effects of performance pressure based on achievement motivation theory and two-factor theory

He,

Fu,

et al. 2024

JMP

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PurposeBased on achievement motivation theory and two-factor theory, this research aimed to synergize cooperative goal interdependence (refer to possessing incentive factors) and illegitimate tasks (refer to the absence of security factors) and build a triple interaction model in the process of performance pressure affecting employees’ thriving at work.Design/methodology/approachThis research collected 291 valid data through a two-point time-lagged method to test the direct effect of performance pressure on employees’ thriving at work and its moderating mechanism.FindingsPerformance pressure has a significant positive effect on employees’ thriving at work. Cooperative goal interdependence imposes an enhanced moderating effect between performance pressure and employees’ thriving at work. Illegitimate task imposes an interfering moderating effect between performance pressure and employees’ thriving at work and further interferes the enhanced moderating effect of cooperative goal interdependence.Practical implicationsUnder the premise of advocating for employees to internalize performance pressure originating from the organizational performance management system into their own achievement motivation, leaders should establish incentive systems and security systems for employees to realize self-achievement through the process of goal management and task management.Originality/valueThis research confirmed the joint determination of incentive effect and insecurity effect on employees’ achievement motivation by cooperative goal interdependence and illegitimate task and revealed the boundary conditions of employees’ choice of thriving at work.

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Section: Measurementmentioning

confidence: 99%

“Thriving at work” or not? Research on the effects of performance pressure based on achievement motivation theory and two-factor theory

He,

Fu,

et al. 2024

JMP

View full text Add to dashboard Cite

show abstract

Understanding the Effects of Trust and Conflict Event Criticality on Conflict Resolution Behavior in Construction Projects: Mediating Role of Social Motives

Gao

Zhang

et al. 2021

J. Manage. Eng.

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A Team-Based Perspective for School Improvement: The Mediating Role of School Management Teams

Benoliel

2021

Journal of Research on Educational Effectiveness

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Open-minded Discussion between Departments: Goal Interdependence and Social Motives

Cited by 3 publications

References 0 publications

“Thriving at work” or not? Research on the effects of performance pressure based on achievement motivation theory and two-factor theory

“Thriving at work” or not? Research on the effects of performance pressure based on achievement motivation theory and two-factor theory

Understanding the Effects of Trust and Conflict Event Criticality on Conflict Resolution Behavior in Construction Projects: Mediating Role of Social Motives

A Team-Based Perspective for School Improvement: The Mediating Role of School Management Teams

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