... Login to save citations to My List. Citation. Database: PsycINFO. [Journal Article]. TOWARD A... more ... Login to save citations to My List. Citation. Database: PsycINFO. [Journal Article]. TOWARD A THEORY OF TASK MOTIVATION AND INCENTIVES. LOCKE, EDWIN A. Organizational Behavior & Human Performance. Vol 3(2), 1968, 157-189. Abstract. ...
This article summarizes 35 years of research on the effects of conscious performance goals, in co... more This article summarizes 35 years of research on the effects of conscious performance goals, in conjunction with self-efficacy, on the performance of tasks in work and organizational settings. We discuss the core findings, the mechanisms by which goals operate, moderators of goal effects, the relation of goals and affect, the role of goals as mediators of personality, goal conflict, goals and risk, the relationship of conscious and subconscious motivation, and the generality of goal setting theory. The importance of conscious, goal-directed action in human life is stressed.
Consistent with the arguments of regulatory focus theory, an experiment revealed that a promotion... more Consistent with the arguments of regulatory focus theory, an experiment revealed that a promotion coaching orientation relative to a prevention coaching orientation had a more positive effect on the performance of recipients following coaching. Moreover, in support of regulatory fit theory, a prevention coaching orientation had a more positive effect on the performance of recipients with implicit fixed beliefs about ability than for those with implicit incremental beliefs. The robustness of these results was supported through replication in a lagged, correlation field study of employees in the production facility of a global company. In addition, in the field study, there was a significant additive component in the effects for promotion-oriented coaching, due to better regulatory fit for employees with incremental beliefs.
This article summarizes 35 years of research on the effects of conscious performance goals, in co... more This article summarizes 35 years of research on the effects of conscious performance goals, in conjunction with self-efficacy, on the performance of tasks in work and organizational settings. We discuss the core findings, the mechanisms by which goals operate, moderators of goal effects, the relation of goals and affect, the role of goals as mediators of personality, goal conflict, goals and risk, the relationship of conscious and subconscious motivation, and the generality of goal setting theory. The importance of conscious, goal-directed action in human life is stressed.
We present six recommendations for building theories of work motivation that are more valid, more... more We present six recommendations for building theories of work motivation that are more valid, more complete, broader in scope, and more useful to practitioners than existing theories. (1) Integrate extant theories by using existing meta-analyses to build a megatheory of work motivation. (2) Create a boundaryless science of work motivation. (3) Study the various types of relationships that could hold between general (trait) and situationally specific motivation. (4) Study subconscious as well as conscious motivation. (5) Use introspection explicitly in theory building. (6) Acknowledge the role of volition in human action when formulating theories.
Http Dx Doi Org 10 1207 S15327043hup1303_3, Nov 13, 2009
ABSTRACT The effect of self- and group efficacy on the performance of three-person (N=26) and sev... more ABSTRACT The effect of self- and group efficacy on the performance of three-person (N=26) and seven-person (N=28) groups on a mixed-motive investment task was investigated. The correlations between group efficacy for making money and the actual amount of money made by the groups were positive and significant. The relation between group efficacy and the group's performance was reciprocal. The results also indicated that members of three-person groups had significantly higher perceptions of group efficacy than members of seven-person groups even though they faced the identical mixed-motive investment task. The correlations between group efficacy and the group's performance were significantly higher than the correlations between aggregated values of self-efficacy for individual performance and the group's performance. Finally, multiple regression analyses showed that self-efficacy for individual performance had a negative effect on the group's performance.
Abstract 1. Pay incentives reflecting 3 schedules of reinforcement were compared in terms of thei... more Abstract 1. Pay incentives reflecting 3 schedules of reinforcement were compared in terms of their effects on the productivity of 38 marginal workers. In a quasi-experimental design, the following treatments were randomly assigned to work crews:(a) continuous reinforcement-...
... Abstract. A 25-item scoring instrument, the Questionnaire of Political Considerations inPerfo... more ... Abstract. A 25-item scoring instrument, the Questionnaire of Political Considerations inPerformance Appraisal (QPCPA), was developed to measure perceptions of the extent to which performance appraisals are affected by organizational politics. ...
... Login to save citations to My List. Citation. Database: PsycINFO. [Journal Article]. TOWARD A... more ... Login to save citations to My List. Citation. Database: PsycINFO. [Journal Article]. TOWARD A THEORY OF TASK MOTIVATION AND INCENTIVES. LOCKE, EDWIN A. Organizational Behavior & Human Performance. Vol 3(2), 1968, 157-189. Abstract. ...
This article summarizes 35 years of research on the effects of conscious performance goals, in co... more This article summarizes 35 years of research on the effects of conscious performance goals, in conjunction with self-efficacy, on the performance of tasks in work and organizational settings. We discuss the core findings, the mechanisms by which goals operate, moderators of goal effects, the relation of goals and affect, the role of goals as mediators of personality, goal conflict, goals and risk, the relationship of conscious and subconscious motivation, and the generality of goal setting theory. The importance of conscious, goal-directed action in human life is stressed.
Consistent with the arguments of regulatory focus theory, an experiment revealed that a promotion... more Consistent with the arguments of regulatory focus theory, an experiment revealed that a promotion coaching orientation relative to a prevention coaching orientation had a more positive effect on the performance of recipients following coaching. Moreover, in support of regulatory fit theory, a prevention coaching orientation had a more positive effect on the performance of recipients with implicit fixed beliefs about ability than for those with implicit incremental beliefs. The robustness of these results was supported through replication in a lagged, correlation field study of employees in the production facility of a global company. In addition, in the field study, there was a significant additive component in the effects for promotion-oriented coaching, due to better regulatory fit for employees with incremental beliefs.
This article summarizes 35 years of research on the effects of conscious performance goals, in co... more This article summarizes 35 years of research on the effects of conscious performance goals, in conjunction with self-efficacy, on the performance of tasks in work and organizational settings. We discuss the core findings, the mechanisms by which goals operate, moderators of goal effects, the relation of goals and affect, the role of goals as mediators of personality, goal conflict, goals and risk, the relationship of conscious and subconscious motivation, and the generality of goal setting theory. The importance of conscious, goal-directed action in human life is stressed.
We present six recommendations for building theories of work motivation that are more valid, more... more We present six recommendations for building theories of work motivation that are more valid, more complete, broader in scope, and more useful to practitioners than existing theories. (1) Integrate extant theories by using existing meta-analyses to build a megatheory of work motivation. (2) Create a boundaryless science of work motivation. (3) Study the various types of relationships that could hold between general (trait) and situationally specific motivation. (4) Study subconscious as well as conscious motivation. (5) Use introspection explicitly in theory building. (6) Acknowledge the role of volition in human action when formulating theories.
Http Dx Doi Org 10 1207 S15327043hup1303_3, Nov 13, 2009
ABSTRACT The effect of self- and group efficacy on the performance of three-person (N=26) and sev... more ABSTRACT The effect of self- and group efficacy on the performance of three-person (N=26) and seven-person (N=28) groups on a mixed-motive investment task was investigated. The correlations between group efficacy for making money and the actual amount of money made by the groups were positive and significant. The relation between group efficacy and the group's performance was reciprocal. The results also indicated that members of three-person groups had significantly higher perceptions of group efficacy than members of seven-person groups even though they faced the identical mixed-motive investment task. The correlations between group efficacy and the group's performance were significantly higher than the correlations between aggregated values of self-efficacy for individual performance and the group's performance. Finally, multiple regression analyses showed that self-efficacy for individual performance had a negative effect on the group's performance.
Abstract 1. Pay incentives reflecting 3 schedules of reinforcement were compared in terms of thei... more Abstract 1. Pay incentives reflecting 3 schedules of reinforcement were compared in terms of their effects on the productivity of 38 marginal workers. In a quasi-experimental design, the following treatments were randomly assigned to work crews:(a) continuous reinforcement-...
... Abstract. A 25-item scoring instrument, the Questionnaire of Political Considerations inPerfo... more ... Abstract. A 25-item scoring instrument, the Questionnaire of Political Considerations inPerformance Appraisal (QPCPA), was developed to measure perceptions of the extent to which performance appraisals are affected by organizational politics. ...
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Papers by Gary Latham