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題名 目標設定方式與目標預期差異對認知與工作表現之影響
作者 汪孝慈
貢獻者 陳彰儀
汪孝慈
日期 1989
1988
上傳時間 3-五月-2016 14:17:19 (UTC+8)
摘要 論文提要
     本研究的目的，是企圖藉著認知的改變與工作表現的優劣作為動機的指標，來了解目標設定方式與目標預期差異對個體工作動機的影響。本研究的受試為120名國立政治大學學生，6人為一組，隨機指派到參與目標設定或指派目標之中的一個實驗處理。研究採用2X2(目標設定方式：參與式或指派式X目標預期差異：一致或不一致)的二因子實驗設計，計量受試在文書校對工作上的工作表現，並以問卷測量受試在三認知成份(VIE值)上的改變情形及對目標接受的程度。研究結果發現，指派目標組在團體目標和個人的預期一致時的工作表現高於預期不一致時；參與目標設定組在預期不一致時的VIE值增加量大於預期一致時；在預期不一致時，參與目標設定組的VIE增加量大於指派目標組；參與目標設定組對團體目標的接受度高於指派目標組；而預期一致時對團體目標的接受度高於預期不一致時。最後，研究者討論造成此結果的一些可能原因，並檢討在實驗進行中可能產生的一些偏差及對未來研究的一些建議。
參考文獻 參考書目
     林清山(民72):教育與心理統計學，東華書局。
     Allport, G. W. (1945). The psychology of participation. Psychological Review, 117-13l.
     Arvey, R. D. (1972). Task performance as a function of perceived effort-performance and performance-reward contingencies. Organizational Behavior and Human Performance, 8, 423-433 .
     Campbell, D. J., & Iigen, D. R. (1976). Additive effects of task difficulty and goal setting on subsequent task performance. Journal of Applied Psychology, 61, 319-324.
     Campbell, J. C., Dunnette, M. D., Lawler, E. E., III, & Weick, K. E. (1970). Managerial behavior, performance, and effectiveness. New York: McGraw-Hill.
     Campbell, J. P., & Pritchard, R. D. (1976). Motivation theory in industrial and organizational psychology. In M. D. Dunnette (Ed.), The handbook of industrial and organizational psychology. Chicago: Rand McNally.
     Campion, M. A., & Lord, R. G. (1982). A control systems conceptualization of the goal-setting and changing process. Organizational Behavior and Human Performance, 30, 265-287.
     Coch. L., & French, J. R. P. (1948). Overcoming resistance to change. Human Relations, 1, 512-532.
     Connolly, T. (1976). Some conceptual and methodological issues in expectancy models of work motivation. Academy of Management Review, 1, 37-47.
     Dachler, H. P., & Mobley, W. H. (1973). Construct validation of an instrumentality-expectancy-task-goal model of work motivation: Some theoretical boundary conditions. Journal of Applied Psychology, 58,397-418.
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     Dossett, D. L., Latham, G. P. , & Mitchell, T. R. (1979) . Effects of assigned versus participatively set goals, knowledge of results, and individual differences on employee behavior when goal difficulty is held constant. Journal of Applied Psychology, 64, 291-298.
     Earley, P. C. (1985). Influence of information, choice and 56 task complexity upon goal acceptance, performance, and Personal goals. Journal of Applied Psychology, 70,481-491.
     Earley, P. C., & Kanfer, R. (1985). The influence of component participation and role models on goal acceptance, goal satisfaction and performance. Organizational Behavior and Human Decision Processes, 36,378-390.
     Erez, M. (1986). The congruence of goal setting strategies with social-cultural values, and its effect on performance. Journal of Management, 12, 83-90.
     Erez, M., & Arad, R. (1986). Participative goal setting: Social, motivational and cognitive factors. Journal of Applied Psychology, 71,591-597.
     Erez, M., & Kanfer, F. H. (1983). The role of goal acceptance in goal setting and task performance. Academy of Management Review, 8,454-463.
     Erez, M., & Zidon, I. (1984). Effect of goal acceptance on the relationship of goal difficulty to performance. Journal of Applied Psychology, 69, 69-78.
     Erez, M., Earley, P. C., & Hulin, C. L. (1985). The impact of participation on goal acceptance and performance: A two-step model. Academy of Management Journal, 28, 50-66.
     French, J. R. P., Kay, E., & Meyer, H. H. (1966). Participation and the appraisal system. Human Relations, 19, 3-20.
     Galbraith, J., & Cummings, L. L. (1967). An empirical investigation of the motivational determinants of task performance: Interactive effects between instrumentality-valence and motivation-ability. Organizational Behavior and Human Performance, 2, 237-257.
     Garland, H. (1985). A cognitive mediation theory of task goals and human performance. Motivation and Emotion, 9,345-367.
     Graen, G. (1969). Instrumentality theory of work motivation: Some experimental results and suggested modifications. Journal of Applied Psychology, 53, 1-25.
     Hackman, J. R., & Porter, L. W. (1968). Expectancy theory prediction of work effectiveness. Organizational Behavior and Human Performance, 3 , 417-426.
     Heneman, H. G., III, & Schwab, D. P. (1972). Evaluation of research on expectancy theory predictions of employee performance. Psychological Bulletin, 78, 1-9.
     Hollenbeck, J. R., & Klein, H. J. (1987). Goal commitment and the goal-setting process: Problems, prospects, and proposals for future •research. Journal of Applied Psychology, 72, 212-220.
     Iigen, D. R., Nebeker, D. M., & Pritchard, R. D. (1981). Expectancy theory measures: An empirical comparison in an experimental simulation. Organizational Behavior and Human Performance, 28, 189-223.
     Ivancevich, J. M. (1976). Effects of goal setting on performance and job satisfaction. Journal of Applied Psychology, 61,605-612.
     Ivancevich, J. M. (1977). Different goal setting treatments and their effects on performance and job satisfaction. Academy of Management Journal, 20, 406-419.
     Ivancevich, J. M., & McMahon, J. T. (1982). The effects of goal setting, external feedback, and self-generated feedback on outcome variables: A field experiment. Academy of Management Journal, 25, 359-372.
     Kahn, R. L. (1974). Organizational development: Some problems and proposals. Journal of Applied Behavioral Science, 10, 485-502.
     Kay, E., Meyer, H. H., & French, J. R. P., Jr. (1965).Effects of threat in a performance appraisal interview. Journal of Applied Psychology, 49, 311-317 .
     Lammers, C. J. (1967). Power and participation In decision making In formal organizations. American Journal of Sociology, 73, 201-216.
     Latham, G. P. , & Marshall, H. A. (1982). The effects of self-set, participatively set and assigned goals on the performance of government employees. Personnel psychology, 35,`399 - 404.
     Latham, G. P., & Saari, L. M. (1979). The effects of holding goal difficulty constant on assigned and participatively set goals. Academy of Management Journal , 22, 163-168.
     Latham, G. P., & Steele, T. P. (1983). The motivational effects of participation versus goal setting on performance. Academy of Management Journal, 26, 406-417.
     Latham, G. P., & Yuki, G. A. (1975a). A review of research on the application of goal setting In organizations. Academy of Management Journal, 18, 824-845.
     Latham, G. P. , & Yuki, G. A. (1975b) . Assigned versus participative goal setting with educated and uneducated woods workers. Journal of Applied Psychology, 60, 299-302.
     Latham, G. P. , & Yukl, G. A. (1976) . Effects of assigned and participative goal setting on performance and job satisfaction. Journal of Applied Psychology, 61, 166-171.
     Latham, G. P. , Erez, M., & Lo~ke, E. A. (1988). Resolving scientific disputes by the joint design of crucial experiments by the antagonists: Application to the Erez-Latham dispute regarding participation In goal setting. Journal of Applied Psychology, 73, 753-772.
     Latham, G. P., Mitchell, T. R., & Dossett, D. L. (1978). Importance of participative goal setting and anticipated rewards on goal difficulty and job performance. Journal of Applied Psychology, 63, 163-171.
     Latham, G. P., Steele, T. P. , & Saari, L. M. (1982). The effects of participation and goal difficulty on performance. Personnel Psychology, 35, 677-686.61
     Lawler, E. E. (1971) . Pay and organizational effectiveness: A psychological view. New York: McGraw-Hill.
     Lawler, E. E. (1973). Motivation in work organizations. Belmont, Calif.: Brooks/Cole.
     Lawler, E. E., & Hackman, l. R. (1969). Impact of employee participation in the development of pay incentive plans: A field experiment. Journal of Applied Psychology, 39,334-337 .
     Lewin, K. (1943). Force behind food habits and methods of change. Bulletin of the National Resource Council, 108,35-65.
     Lewin, K. (1951). Field theory In social science. New York: Harper & Row.
     Likert , R. (1967). New patterns of management. New York: McGraw-Hill.
     Locke, E. A. (1968). Toward a theory of task performance and incentives. Organizational Behavior and Human Performance, 3, 157-189 .
     Locke, E. A. (1977). The myths of behavior mod in organizations. Academy of Management Review, 2, 543-553.62
     Locke, E. A., & Schweiger, D. M. (1979). Participation In decision-making: One more look . In B. M. Staw(Ed.), Research in organizational behavior. (Vol.1, pp. 265-339), Greenwich, CT: JAI Press.
     Locke, E. A., Frederick, E. , Buckner, E., & Bobko, P. (1984). Effect of previously assigned goals on self-set goals and performance. Journal of Applied Psychology, 69, 694-699.
     Locke, E. A., Shaw, K . N . , Saari, L. M., & Latham, G. P. (Inn. Goal setting and task performance: 1969-1980. Psychological Bulletin, 90 ,125-15l.
     Lowin, A. (1968). Participative decision making: A model, literature critique, and prescriptions for research. Organizational Behavior and Human Performance, 3, 68-106.
     Maier, N. R. F. (1967). Assets and liabilities in group problem-solving: The need for an integrative function. Psychological Review, 74, 239-249.
     Matsui, T., Okada, A., & Mizuguchi, R. (1981). Expectancy theory prediction of the goal theory postulate, " The harder the goals, the higher the performance" Journal of Applied Psychology, 66,54-58.
     Mento, A. J . , Cart ledge , N. D., & Locke, E. A. (1980). Maryland vs. Minnesota: Another look at the relationship of expectancy and goal difficulty to task performance. Organizational Behavior and Human Performance, 25,419-440.
     Mento, A. J . , Steele , R. P., & Karren, R. J. (1987). A metaanalytic study of the effects of goal setting on task performance: 1966-1984 . Organizational Behavior and Human Decision Processes, 39, 52-83.
     Meyer, H. H., Kay, E. , & French, J. R. P. (1965).Split role sin performance appraisal. Harvard Business Review, 43,123 -129.
     Miles, R. E. (1965). Human relations or human resources? Harvard Business Review, 43, 148-163.
     Miller, K. I . , & Monge, P. R. (1986) . Participation, satisfaction and productivity: A metaanalytic review. Academy of Management Journal, 29,727-753.
     Miller, L. E. , & Grush, J . E. (1988). Improving predictions in expectancy theory research: Effects of personality , expectancies, and norms. Academy of Management Journal , 31, 107-122.
     Mitchell, T. R. (1973). Motivation and participation: An integration. Academy of Management Journal, 16, 670-679.
     Mitchell, T. R.(1974). Expectancy models of job satisfaction, occupational preference, and effort: A theoretical, methodological, and empirical appraisal. Psychological Bulletin, 81, 1053-1077 .
     Mitchell, T . R.(1979). Organizational behavior. Annual review of Psychology, 30, 243-282.
     Mitchell, T . R., & Pollard, IV. E. (1973). Instrumentality theory predictions of academic behavior. Journal of Social Psychology, 89, 34-45.
     Motowidlo, S. L., Loehr, V., & Dunnette, M. D. (1978).A laboratory study of the effects of goal specificity on the relationship between probability of success and performance . Journal of Applied Psychology, 63,172-179.
     Neider, L. L. (1980). An experimental field investigation utilizing an expectancy theory view of participation Organizational Behavior and Human Performance, 26,425-442.
     Patchen, M. (1964). Participation In decision-making and motivation: What is the relation? Personnel Administration, 27 24-31.
     Porter, L. W., & Lawler, E. E., III. (1968). Managerial attitudes and performance. Homewood, Ill: Irwin-Dorsey.
     Rosenfeld, J. M., & Smith, M. L (1967). Participative management: An overview. Personnel Journal, 46, 101-104.
     Sashkin, M. (1976). Changing toward participative management approaches :A model and methods. Academy of Management Review ,1,75-86 .
     Schwab, D. P. , Olian-Gottlieb, J. D., & Heneman, H. G.,III .(1979). Between subjects expectancy theory research: A statistical review of studies predicting effort and performance . Psychological Bulletin, 86,139-147.
     Siegel, L., & Lane, I. M. (1982). Personnel and organizational psychology. Homewood: Richard D. Irwin, Inc.
     Sorcher,R.N. (1971). Motivation, participation and myth. Personnel Administration , 34, 20-24.
     Steers, R. M., & Porter, L. W. (1974). The role of task-goal attributes in employee performance. Psychological Bulletin,81 , 434-452.
     Steers, R. M. , & Porter, L. W. (1979). Motivation and work behavior. McGraw-HiLL.
     Strang, H. R., Lawrence, E. C. , & Fowler, P. C.(1978). Effects of assigned goal level and knowledge of results on arithmetic computation: A laboratory study. Journal of Applied Psychology, 63, 446-450.
     Strauss, G., & Rosenstein, E. (1970). Workers` participation: A critical view. Industrial Relations, 9, 197-214.
     Taylor, F. W. (1911). The principles of scientific management. New York: Harper & Bros. Tubbs, M. E. (1986). Goal setting: A meta-analytic examination of the empirical evidence. Journal of Applied Psychology, 71, 474-483.
     Vroom, V. H. (1964). Work and motivation. New York: Wiley.
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     Wagner, J. A., & Gooding, R. Z. (1987). Shared influence and organizational behavior: A moderator meta-analysis of situational variables expected to moderate participation-outcome relationships. Academy of Management Journal, 30, 524-541.
     Yang, K. S. (1986). Chinese personality and its change. InM. H. Bond(Ed.), The Psychology of the Chinese People. Hong Kong: Oxford University Press.
     Yukl, G. A., & Latham, G. P. (1978) . Interrelationships among employee participation, individual differences, goal difficulty, goal acceptance, goal instrumentality, and performance. Personnel Psychology, 31, 305-323.
描述 碩士
國立政治大學
心理學系
資料來源 http://thesis.lib.nccu.edu.tw/record/#B2002005533
資料類型 thesis
dc.contributor.advisor 陳彰儀zh_TW
dc.contributor.author (作者) 汪孝慈zh_TW
dc.creator (作者) 汪孝慈zh_TW
dc.date (日期) 1989en_US
dc.date (日期) 1988en_US
dc.date.accessioned 3-五月-2016 14:17:19 (UTC+8)-
dc.date.available 3-五月-2016 14:17:19 (UTC+8)-
dc.date.issued (上傳時間) 3-五月-2016 14:17:19 (UTC+8)-
dc.identifier (其他 識別碼) B2002005533en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/90181-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 心理學系zh_TW
dc.description.abstract (摘要) 論文提要
     本研究的目的，是企圖藉著認知的改變與工作表現的優劣作為動機的指標，來了解目標設定方式與目標預期差異對個體工作動機的影響。本研究的受試為120名國立政治大學學生，6人為一組，隨機指派到參與目標設定或指派目標之中的一個實驗處理。研究採用2X2(目標設定方式：參與式或指派式X目標預期差異：一致或不一致)的二因子實驗設計，計量受試在文書校對工作上的工作表現，並以問卷測量受試在三認知成份(VIE值)上的改變情形及對目標接受的程度。研究結果發現，指派目標組在團體目標和個人的預期一致時的工作表現高於預期不一致時；參與目標設定組在預期不一致時的VIE值增加量大於預期一致時；在預期不一致時，參與目標設定組的VIE增加量大於指派目標組；參與目標設定組對團體目標的接受度高於指派目標組；而預期一致時對團體目標的接受度高於預期不一致時。最後，研究者討論造成此結果的一些可能原因，並檢討在實驗進行中可能產生的一些偏差及對未來研究的一些建議。		zh_TW
dc.description.tableofcontents 目錄
     第一章 導論………1
     第一節 研究動機與目的………1
     第二節 文獻探討………2
     第三節 研究假設………14
     第二章 研究方法………17
     第一節 研究對象………17
     第二節 實驗設計………17
     第三節 測量工具………19
     第四節 實驗程序………22
     第五節 統計處理………26
     第三章 研究結果………27
     第一節 實驗操弄的檢驗………27
     第二節 研究假設的驗證………30
     第四章 討論與建議………46
     第一節 討論………46
     第二節 研究限制與建議………50
     參考書目………55
     附錄………69
     附錄一 實驗時間預約表………70
     附錄二 文書校對前測題本………71
     附錄三 文書校對後測題本………73
     附錄四 參與目標設定組之實驗題本………77
     附錄五 指派目標組之實驗題本………86
     圖表目錄
     圖1-1 參與式決策潛在機制圖………8
     圖2-1 實驗室佈置圖………22
     圖3-1 目標設定方式和目標預期差異在工作表現上之交互作用圖……….38
     圖3-2 目標設定方式和目標預期差異在V1E值增加量上之交互作用圖………42
     表3-1 參與目標設定組與指派目標組在知覺其團體對團體目標的影響力上之t檢定考驗………28
     表3-2 參與目標設定組與指派目標組在知覺實驗研究者對團體目標的影響力上之t檢定考驗………28
     表3-3 預期一致組與預期不一致組在目標預期差異上之t檢定考驗………29
     表3-4 目標高於預期與目標低於預期在文書校對能力及工作表現上之t檢定考驗………30
     表3-5 男女在文書校對能力、工作表現及預估可達分數上之t檢定考驗………………31
     表3-6 不同目標設定方式和目標預期差異之受試在年齡上之二因子變異數分析摘要表………32
     表3-7 不同目標設定方式和目標預期差異之受試對文書校對工作熟悉度上之二因子變異數分析摘要表………32
     表3-8 不同目標設定方式和目標預期差異之受試對文書校對工作喜歡程度上之二因子變異數分析摘要表………33
     表3-9 不同目標設定方式和目標預期差異之受試在與團體成員熟悉度上之二因子變異數分析摘要表………33
     表3-10 不同目標設定方式和目標預期差異之受試在團體目標難度上之二因子變異數分析摘要表………34
     表3-11 不同目標設定方式和目標預期差異之受試在年齡、對文書校對工作的熟悉度、對文書校對工作的喜歡程度、與團體成員的熟悉度以及團體目標難度上之平均數和標準差………35
     表3-12 不同目標設定方式和目標預期差異之受試在工作表現之二因子共變數分析摘要表………37
     表3-13 不同目標設定方式和目標預期差異之受試在原先預估的目標的VIE值上之二因子變異數分析摘要表………39
     表3-14 不同目標設定方式和目標預期差異之受試對原先預期的目標的V1E值之平均數和標準差………40
     表3-15 不同目標設定方式和目標預期差異之受試在V1E值增加量上之二因子變異數分析摘要表………40
     表3-16 不同目標設定方式和目標預期差異之受試在V1E值增加量上之單純主要效果摘要表………41
     表3-17 不同目標設定方式和目標預期差異之受試在個人目標接受度上之二因子變異數分析摘要表………43
     表3-18 不同目標設定方式和目標預期差異之受試對個人目標的接受程度之平均數和標準差………43
     表3-19 不同目標設定方式和目標預期差異之受試在團體目標接受度上之二因子變異數分析摘要表………44
     表3-20 不同目標設定方式和目標預期差異之受試對團體目標的接受程度之平均數和標準差………45		zh_TW
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#B2002005533en_US
dc.title (題名) 目標設定方式與目標預期差異對認知與工作表現之影響zh_TW
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 參考書目
     林清山(民72):教育與心理統計學，東華書局。
     Allport, G. W. (1945). The psychology of participation. Psychological Review, 117-13l.
     Arvey, R. D. (1972). Task performance as a function of perceived effort-performance and performance-reward contingencies. Organizational Behavior and Human Performance, 8, 423-433 .
     Campbell, D. J., & Iigen, D. R. (1976). Additive effects of task difficulty and goal setting on subsequent task performance. Journal of Applied Psychology, 61, 319-324.
     Campbell, J. C., Dunnette, M. D., Lawler, E. E., III, & Weick, K. E. (1970). Managerial behavior, performance, and effectiveness. New York: McGraw-Hill.
     Campbell, J. P., & Pritchard, R. D. (1976). Motivation theory in industrial and organizational psychology. In M. D. Dunnette (Ed.), The handbook of industrial and organizational psychology. Chicago: Rand McNally.
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