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Article
Publication date: 1 June 1987

Edna M. White and Benito Flores

This paper addresses the importance of goal setting in the operations function. The importance of goal setting and its possible role in the implementation and operation of…

2339

Abstract

This paper addresses the importance of goal setting in the operations function. The importance of goal setting and its possible role in the implementation and operation of production systems is considered with particular emphasis on Material Requirements Planning (MRP). It has been argued that an operative goal setting process can improve employees' performance in any area of the organisation. Likewise, companies with a high‐level MRP system are expected to show high performance levels. This paper offers empirical support for these claims and further argues that the combination and interaction of the two processes results in synergistic effects. To support these arguments the paper draws on both theoretical studies and the results of a small regional survey.

Details

International Journal of Operations & Production Management, vol. 7 no. 6
Type: Research Article
ISSN: 0144-3577

Keywords

Open Access
Article
Publication date: 19 January 2024

Yuho Okita, Takao Kaneko, Hiroaki Imai, Monique Nair and Kounosuke Tomori

Goal setting is a crucial aspect of client-centered practice in occupational therapy (OT) for mental health conditions. However, it remains to be seen how goal-setting has been…

Abstract

Purpose

Goal setting is a crucial aspect of client-centered practice in occupational therapy (OT) for mental health conditions. However, it remains to be seen how goal-setting has been delivered in mental health, particularly the OT process. The purpose of this scoping review was to explore the nature and extent of goal setting delivered in mental health and informed OT practice.

Design/methodology/approach

The authors followed the guidelines of Arksey and O’Malley (2005) and searched three databases using key search terms: “mental disorder,” “goal setting,” and “occupational therapy” and their synonyms.

Findings

After excluding duplicate records, the authors initially screened 883 records and resulted in 20 records in total after the screening process. Most of the identified articles used goal-setting delivered by both a health professional and a client (n = 14), and focused on people with schizophrenia or schizoaffective disorder (n = 13), but three interventions were delivered by occupational therapists. Further research needs on goal-setting in mental health OT, exploring the reliability and validity of different goal-setting strategies and investigating the effectiveness of goal-setting for promoting behavior change and client engagement across various mental health conditions and settings.

Research limitations/implications

The scoping review has some limitations, such as not investigating the validity and reliability of goal-setting strategies identified, and excluding conference papers and non-English articles.

Originality/value

This scoping review presents a mapping of how goal-setting has been delivered in mental health and informed OT practice. The findings suggest limited research in OT and highlight the need for more studies to address the evidence gap in individualized client-centered OT.

Details

Irish Journal of Occupational Therapy, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2398-8819

Keywords

Article
Publication date: 12 October 2023

Xiaolin Ge, Haibo Yu, Qing Zhang, Shanghao Song and Siyuan Liu

As an increasingly important variable in the career field, career sustainability has received particular attention, yet few empirical studies have been conducted to examine its…

Abstract

Purpose

As an increasingly important variable in the career field, career sustainability has received particular attention, yet few empirical studies have been conducted to examine its antecedents. The authors propose a moderated mediation model based on the goal-setting theory and the wise proactivity perspective for exploring when and how self-goal setting can influence career sustainability.

Design/methodology/approach

The authors use a time-lagged design and collect three waves of data from 1,260 teachers in basic education schools in China. The authors test the proposed hypotheses with SPSS 26.0 and Mplus 8.3.

Findings

The results show that self-goal setting positively relates to career sustainability and that career crafting plays a mediating role in this relationship. This relationship is strengthened when perceived organizational goal clarity is high.

Originality/value

The authors extend the application scenarios of the goal-setting theory to the field of career research and find out that self-goal setting is also a self-initiated and wise antecedent of career sustainability. From a wise proactivity perspective, the authors examine the mediating mechanism of career crafting to make positive career outcomes. Furthermore, the authors consider the impact of perceived organizational goal clarity as a boundary condition and broaden the understanding of “when to wise proactivity” from the goal-setting theory.

Details

Career Development International, vol. 28 no. 6/7
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 31 August 2022

Yan Jiang, Weihan Lin, Xiaoshan Huang, Lian Duan, Yihua Wu, Panpan Jiang and Xingheng Wang

The purpose of this study is to propose and examine an integrated learning model for improving training effectiveness in workplace learning. Specifically, this study investigated…

1423

Abstract

Purpose

The purpose of this study is to propose and examine an integrated learning model for improving training effectiveness in workplace learning. Specifically, this study investigated the effect of achievement goal-setting intervention across three groups of new employees from a multinational medical company. During a three-day remote training program, the role of each achievement goal orientation (AGO) in goal setting intervention and their relations with trainees’ applied learning strategies were examined. This study proposed and validated an integrated training model for improving remote workplace learning effectiveness.

Design/methodology/approach

This study was based on two data sources, the pre- and posttests scores; time on task (deep learning: completing reflective practice) and time on content learning (surface learning: watching tutorials) retrieved from an adaptive learning platform. A total number of 133 participants were recruited in this study, and they were randomly assigned to three interventional groups. The intervention was grounded from the AGO theory and goal setting theory. A series of statistical analysis were conducted to examine the effect of each type of achievement goal setting as a prompt for new employees’ learning behavior and performance.

Findings

Results indicated that setting mastery goal at the beginning of the training program leads to productive learning outcomes. Compared with the groups being required to set performance goal (final rank) or not to set any goal for the training purpose, trainees’ who were assigned to set a mastery goal (final performance score) performed statistically significantly higher than the other groups. Additionally, learners who set mastery goal spent higher proportion of time on deep learning than learners from the other groups. The results proved mastery goal setting as an effective prompt for boosting workplace learning effectiveness.

Practical implications

Organizations and institutions can take setting mastery approach goals as a prompt at the beginning of the training to increase learning effectiveness. In this way, trainees are promoted to apply more deep learning strategies and achieve better learning outcomes while setting mastery goal for their training purpose.

Originality/value

To the best of the authors’ knowledge, this study was the first to combine the intervention of goal setting and types of AGOs into workplace learning. This study adds to previous research on goal setting theory and AGO theory for the practical application and proposes an effective model for learners’ adaptive remote learning. Findings of this study can be used to provide educational psychological insights for training and learning in both industrial and academic settings.

Details

Journal of Workplace Learning, vol. 35 no. 1
Type: Research Article
ISSN: 1366-5626

Keywords

Article
Publication date: 12 April 2011

Tanja Bipp and Ad Kleingeld

The purpose of this study was to investigate how individual perceptions by employees of a goal‐setting program and personality traits influence job satisfaction and goal…

21822

Abstract

Purpose

The purpose of this study was to investigate how individual perceptions by employees of a goal‐setting program and personality traits influence job satisfaction and goal commitment.

Design/methodology/approach

Using the German version of Locke and Latham's goal‐setting questionnaire, 97 production employees judged the quality of the goal‐setting program in their company with regard to content‐related problems of goals (e.g. goal clarity), process in dyad (e.g. supervisor support), and setting‐related aspects (e.g. rewards). Data were also collected on the participants' conscientiousness and neuroticism.

Findings

The results showed that job satisfaction is predicted by content and setting‐related aspects, whereas content‐related aspects affected goal commitment. Conscientiousness explained variance in goal commitment independent of individual perceptions of the goal‐setting program, whereas neuroticism affected job satisfaction indirectly via the perceptions of goal content.

Practical implications

Performance management programs that incorporate goals belong to the most widely used management techniques worldwide. The study provides evidence on critical success factors from the view of staff members, which helps to design or optimize current goal‐setting programs. Furthermore, the study implies practical consequences in terms of person‐job fit based on personality traits.

Originality/value

The study helps to build a more comprehensive picture of how content, process, and setting‐related perceptions of a goal‐setting program influence job satisfaction and goal commitment. In addition, it provides important insights into the processes through which individual differences affect work behavior.

Details

Personnel Review, vol. 40 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 11 May 2015

Marco António Arraya, René Pellissier and Isabel Preto

The purpose of this paper is to research factors like task-orientation and collectivism and to examine the relationship between them and goal-setting as research construct. This…

3623

Abstract

Purpose

The purpose of this paper is to research factors like task-orientation and collectivism and to examine the relationship between them and goal-setting as research construct. This research investigates the phenomena of team goal-setting in a selected sports organisation. Therefore 49 players from three Portuguese elite male handball team were selected for the study.

Design/methodology/approach

Three well-known questionnaires were employed to determine the relationships between the above factors in a case setting. Task- and ego-orientation in Sport Questionnaire, the Jackson Psychological Collectivism Measure and the Goal-setting in Sport Questionnaire.

Findings

The results reveal that the team and players are task-oriented, collectivist and possessing professional and personal goal habits. The correlations between questionnaire outcomes indicate that, when the team wants to set goals, it should consider the players’ orientation and the team’s collectivism. Thus team goal-setting is more than only goal-setting, because of the need for task-orientation and collectivism.

Research limitations/implications

The research was conducted using three teams in a specific sports and thus cannot be generalised to the general sports environment. Yet, certainly the strength of the findings indicate that the results and conclusions may be used in a wider sports or business setting.

Practical implications

This research paper should provide managers and coaches with insight into the complexity of team goal-setting. It also should provide insight into the chosen process related to human resources.

Originality/value

The paper adds and demonstrates to the literature on team goal-setting the importance of task-orientation and collectivism as goal-setting mediators.

Details

Sport, Business and Management: An International Journal, vol. 5 no. 2
Type: Research Article
ISSN: 2042-678X

Keywords

Article
Publication date: 1 April 2006

Timothy C. Stansfield and Clinton O. Longenecker

To describe the conduct and outcomes of a field experiment in a US manufacturing facility using goal setting and feedback as productivity improvement tools.

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Abstract

Purpose

To describe the conduct and outcomes of a field experiment in a US manufacturing facility using goal setting and feedback as productivity improvement tools.

Design/methodology/approach

Initial studies were conducted to determine a baseline of performance. A two‐month field experiment was utilized to test and measure productivity. The field experiment involved the implementation of changes to three manufacturing cells for a six‐week period and the training of supervisors and staff. Researchers performed the collection of data, implementation of changes and training of workers.

Findings

Findings suggest that goal setting and timely feedback will lead to improved work performance, greater efficiency, and the establishment of more challenging goals. In addition, findings suggest that information systems which facilitate goal setting and feedback are more effective than traditional supervision systems at improving performance.

Research limitations/implications

Several limitations of this study should be noted. First, the time frame for the intervention was limited to two months. A longer data collection period could ensure the longevity of the conclusions of this analysis. Second, all subjects received verbal feedback followed by the addition of graphic feedback. Therefore, sequence effects cannot be ruled out. On an overall basis, though, the findings of this study can clearly be applied to a wide range of manufacturing organizations

Practical implications

The study is useful for all managers seeking a competitive advantage through improved productivity. It provides significant insight into ways to improve productivity through the use of goal setting and performance feedback implemented by information systems.

Originality/value

This paper fulfills a need for insight into methods for improving productivity, as well as offering practical aid to managers in the manufacturing industry.

Details

International Journal of Productivity and Performance Management, vol. 55 no. 3/4
Type: Research Article
ISSN: 1741-0401

Keywords

Book part
Publication date: 15 July 2019

Samantha L. Jordan, Andreas Wihler, Wayne A. Hochwarter and Gerald R. Ferris

Introduced into the literature a decade ago, grit originally defined as perseverance and passion for long-term goals has stimulated considerable research on positive effects…

Abstract

Introduced into the literature a decade ago, grit originally defined as perseverance and passion for long-term goals has stimulated considerable research on positive effects primarily in the academic and military contexts, as well as attracted widespread media attention. Despite recent criticism regarding grit’s construct and criterion-related validity, research on grit has begun to spill over into the work context as well. In this chapter, the authors provide an overview of the initial theoretical foundations of grit as a motivational driver, and present newer conceptualizations on the mechanisms of grit’s positive effects rooted in goal-setting theory. Furthermore, the authors also draw attention to existing shortcomings of the current definition and measurement of grit, and their implications for its scientific and practical application. After establishing a theoretical understanding, the authors discuss the potential utility of grit for human resource management, related to staffing and recruitment, development and training, and performance management systems as well as performance evaluations. The authors conclude this chapter with a discussion of necessary and potential future research, and consider the practical implications of grit in its current state.

Article
Publication date: 4 January 2008

David C. Leonard

The purpose of this research is to empirically examine the efficacy of setting multiple goals targeting complex competencies with a variety of time horizons pursued across a…

4575

Abstract

Purpose

The purpose of this research is to empirically examine the efficacy of setting multiple goals targeting complex competencies with a variety of time horizons pursued across a number of years. Most research conducted in the areas of goal setting examines an individual's ability to achieve a single goal targeting a simple skill or behavioral change within a short time period.

Design/methodology/approach

In this longitudinal study competency development is assessed over time periods ranging from nine months to four and half years and examined using both self‐reported change and behavior change demonstrated through critical incident interviews.

Findings

Progress over the study reveals that establishing learning goals is particularly important to the development of competencies. Subjects developed significantly more on competencies for which they set goals than on other competencies. They also demonstrated greater competency development when goals were remembered.

Research limitations/implications

Subjects were studied during a specific life change event – completion of an MBA program. Their particular education environment was designed to support and encourage change. It undoubtedly contributed to their development during the study. Results therefore may not generalize to broader populations. However, the results reveal clear implications for management education in both academic and corporate education settings.

Practical implications

This study highlights important elements in the development process that when included enhance competency development and provide insight into the mechanisms underlying intentional change theory.

Originality/value

The research evaluates the complexity and difficulty involved in competency development. It provides empirical evidence to support goal setting and intentional change theories.

Details

Journal of Management Development, vol. 27 no. 1
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 1 February 1975

FRANCINE S. HALL

Four common goal setting practices in public schools are assessed from the perspective of modern organization theory. The major thesis of the paper is that organizational goals…

Abstract

Four common goal setting practices in public schools are assessed from the perspective of modern organization theory. The major thesis of the paper is that organizational goals are established through the process of committing policies and allocating resources. Thus, the paper questions the rational approach to goal setting in which goal statements are developed by ad hoc committees independent of the arena in which operative decision making occurs. The paper concludes that goal setting should be viewed as a major confrontation of values and that administrators and policy makers might better clarify school goals by examining their actions.

Details

Journal of Educational Administration, vol. 13 no. 2
Type: Research Article
ISSN: 0957-8234

1 – 10 of over 9000