Self-Other Agreement Between Employees on their Need for Achievement, Power, and Affiliation: A Social Relations Study

Jager, Sandra Doeze; Born, Marise Ph.; Molen, Henk van der

doi:10.16993/sjwop.29

Cited by 10 publications

(7 citation statements)

References 46 publications

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“…Need for achievement is the need to set challenging goals and perform with a standard of excellence (McClelland, 1965). People with a higher need for achievement seek challenging jobs, are concerned about personal achievement (Jager et al, 2017), and perform better than those with a lower need for achievement (Bipp & van Dam, 2014). A considerable volume of research has demonstrated the beneficial effects of need for achievement.…”

Section: Introductionmentioning

confidence: 99%

Leader‐Follower Congruence in Need for Achievement and Work Outcomes: The Mediating Role of Leader‐Member Exchange

Cai

Sun

et al. 2020

Applied Psychology

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While several studies have investigated the effect of employees’ need for achievement on their work‐related outcomes, how leader‐follower congruence in need for achievement is related to critical workplace outcomes remains underexplored. Integrating person‐environment theory and similarity‐attraction theory, this study investigated the influences of leader‐follower congruence in need for achievement on followers’ job performance and job well‐being through the mediating effect of leader‐member exchange (LMX). Using cross‐level polynomial regression and response surface analysis to analyze the data from 391 leaders and 1,124 followers, we found that leader‐follower congruence in need for achievement had a positive effect on followers’ job performance and job well‐being though the mediating role of LMX. The theoretical and managerial implications are further discussed.

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Section: Introductionmentioning

confidence: 99%

Leader‐Follower Congruence in Need for Achievement and Work Outcomes: The Mediating Role of Leader‐Member Exchange

Cai

Sun

et al. 2020

Applied Psychology

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show abstract

“…With sufficient exposure (e.g., meeting for 20 min once per week for 7 weeks; Paulhus & Bruce, 1992), moderate self-other agreement in personality trait perception is typically observed (e.g., Biesanz et al, 2007; Blackman & Funder, 1998; Colvin & Funder, 1991; Funder & Colvin, 1988; Letzring et al, 2006). Moreover, self-other agreement has been documented for dispositional motivations including motives, needs, and values (e.g., Doeze Jager et al, 2017; Huelsnitz et al, 2020; LaBuda et al, 2020; McDonald & Letzring, 2016). Accordingly, we anticipate self-other agreement for achievement goals as well (after meeting for 75 min at least twice per week for 10 weeks); differences in self-other agreement across achievement goals are explored in the present study, but predictions are not offered a priori given the wide range of plausible patterns and lack of existing research on which to base expectations.…”

Section: Achievement Goalsmentioning

confidence: 99%

Achievement goal perception: An interpersonal approach to achievement goals.

Weissman¹,

Elliot²

2023

Journal of Personality and Social Psychology

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Research on achievement goals is voluminous but focused primarily on intrapersonal regulation. In the present article, we emphasize the integral role that achievement goals also play in the broader process of interpersonal judgment. We establish a new interpersonal approach to achievement goals that integrates the extensive achievement goal literature with the well-established social relations model (SRM). We introduce and formally define the interpersonal concept of achievement goal perception, present a formal methodological approach to studying this novel concept using a Bayesian implementation of the multivariate SRM (MSRM), and put the proposed integrative approach to the test with an in-depth empirical study that directly addresses fundamental questions of achievement goal perception. In this empirical study, we measured four types of achievement goal perceptions-mastery-approach (MAP), mastery-avoidance (MAV), performance-approach (PAP), performance-avoidance (PAV)-across 1,809 student-classmate dyads from 42 small discussion-based undergraduate classes. Results indicated a predominantly perceiverdriven process consisting of self-other agreement for MAP, MAV, and PAV goals but not PAP goals, assumed similarity for each achievement goal, and greater assumed similarity among closer classmates. Achievement goal perception provided incremental predictive utility for two gold-standard educational outcomes-academic performance and intrinsic motivation-among both perceivers and targets, and four additional educationally relevant constructs-perceived class value, perceived effort investment, perceived competence, and peer help-seeking-among perceivers. Having laid the theoretical, methodological, and empirical foundations, we discuss this new interpersonal approach to achievement goals alongside contemporary research on achievement motivation and interpersonal judgment.

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“…Such correlations estimate whether seeing oneself in a particular way is related to how a person is actually seen by others. Studying employees from a nonprofit organization, Doeze Jager et al (2017) found evidence for self-other agreement on need for achievement and need for power, but not on need for affiliation. That is, these employees' views of their own motivations generally matched how their colleagues viewed them, except on the affiliation dimension.…”

Section: Developing An Srm Study: Types Of Research Questionsmentioning

confidence: 99%

Using the social relations model to understand interpersonal perception and behavior.

Christensen¹,

Kashy²,

Leahy³

2023

APA Handbook of Research Methods in Psychology: Data Analysis and Research Publication (Vol. 3) (2nd Ed.).

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Self-Other Agreement Between Employees on their Need for Achievement, Power, and Affiliation: A Social Relations Study

Cited by 10 publications

References 46 publications

Leader‐Follower Congruence in Need for Achievement and Work Outcomes: The Mediating Role of Leader‐Member Exchange

Leader‐Follower Congruence in Need for Achievement and Work Outcomes: The Mediating Role of Leader‐Member Exchange

Achievement goal perception: An interpersonal approach to achievement goals.

Using the social relations model to understand interpersonal perception and behavior.

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