...
  • 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>Journal of Applied Psychology >The effect of goal setting on group performance: A meta-analysis
【24h】

The effect of goal setting on group performance: A meta-analysis

机译：目标设定对小组绩效的影响：荟萃分析

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

Updating and extending the work of O'Leary-Kelly, Martocchio, and Frink (1994), with this meta-analysis on goal setting and group performance we show that specific difficult goals yield considerably higher group performance compared with nonspecific goals (d = 0.80 ± 0.35, k = 23 effect sizes). Moderately difficult and easy goals were also associated with performance benefits relative to nonspecific goals, but these effects were smaller. The overall effect size for all group goals was d = 0.56 ± 0.19 (k = 49). Unexpectedly, task interdependence, task complexity, and participation did not moderate the effect of group goals. Our inventory of multilevel goals in interdependent groups indicated that the effect of individual goals in groups on group performance was contingent upon the focus of the goal: " Egocentric" individual goals, aimed at maximizing individual performance, yielded a particularly negative group-performance effect (d = -1.75 ± 0.60, k = 6), whereas " groupcentric" goals, aimed at maximizing the individual contribution to the group's performance, showed a positive effect (d = 1.20 ± 1.03, k = 4). These findings demonstrate that group goals have a robust effect on group performance. Individual goals can also promote group performance but should be used with caution in interdependent groups. Future research might explore the role of multilevel goals for group performance in more detail. The striking lack of recent field studies in organizational settings that emerged from our brief review of trends in group goal-setting research should be taken into account when designing future studies in this domain.
机译：通过对目标设定和小组绩效的荟萃分析，更新和扩展了O'Leary-Kelly，Martocchio和Frink（1994）的工作，我们发现，与非特定目标相比，特定的困难目标产生了更高的小组绩效（d = 0.80 ±0.35，k = 23效果大小）。相对于非特定目标，中度困难和容易实现的目标也与绩效收益相关联，但这些影响较小。所有小组目标的总体效果大小为d = 0.56±0.19（k = 49）。出乎意料的是，任务的相互依赖性，任务的复杂性和参与性并没有减轻小组目标的影响。我们在相互依存的群体中的多层次目标清单中显示，群体中各个目标对群体绩效的影响取决于目标的重点：“以自我为中心”的个体目标旨在最大化个体绩效，产生了特别负面的群体绩效效应（ d = -1.75±0.60，k = 6），而旨在最大程度地提高个人对小组绩效的贡献的“以小组为中心”的目标则显示出积极的影响（d = 1.20±1.03，k = 4）。这些发现表明，团队目标对团队绩效具有强大的影响。个人目标也可以提高小组的绩效，但在相互依存的小组中应谨慎使用。未来的研究可能会更详细地探讨多级目标对小组绩效的作用。在设计此领域的未来研究时，应考虑到我们对团体目标设定研究趋势的简要回顾中出现的组织环境中最近实地研究的显着不足。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号