The Development of Goal Setting Theory: A Half Century Retrospective
The Development of Goal Setting Theory: A Half Century Retrospective
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DOI：
10.1037/mot0000127
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发表时间：
2019-06-01
影响因子：
3.3
通讯作者：
Latham, Gary P.
中科院分区：
文献类型：
--
作者：
Locke, Edwin A.;Latham, Gary P.
本章总结了作者共同发展的目标设定理论。基本概念基于 50 多年的研究，形式理论已经持续了 28 年（Locke & Latham，1990）。该理论不是通过少数研究的过度概括或演绎而发展起来的，而是通过归纳来发展的。归纳涉及整合涉及数千名参与者的数百项研究。该理论最初只关注有意识地设定目标。迄今为止，目标设定理论已显示出参与者、任务、国籍、目标来源、设置、实验设计、结果变量、分析级别（个人、小组、部门和组织）和时间跨度的普遍性。该理论确定了目标效应的中介因素和调节因素。自 1990 年以来的大量后续研究都支持了该理论的主要原理。新的发现扩大了我们对相关调解者和调节者的了解，并展示了新的应用（Locke & Latham，2013）。这些发现包括何时设定学习目标而不是绩效目标、潜意识中启动的目标对工作绩效的影响，以及通过让人们详细地写下目标来增强目标效果。
This chapter summarizes the authors' joint development of the goal setting theory. The basic concept was based on more than 50 years of research and the formal theory has endured for 28 years (Locke & Latham, 1990). The theory was not developed through overgeneralization from only a few studies or by deduction but rather by induction. The inductions involved the integration of hundreds of studies involving thousands of participants. The theory initially focused solely on consciously set goals. To date, the goal setting theory has shown generality across participants, tasks, nationality, goal source, settings, experimental designs, outcome variables, levels of analysis (individual, group, division, and organizational), and time spans. The theory identifies both mediators and moderators of goal effects. Numerous subsequent studies since 1990 have supported the main tenets of the theory. New findings have enlarged our knowledge of the relevant mediators and moderators as well as showing new applications (Locke & Latham, 2013). Among these discoveries are when to set learning rather than performance goals, the effect of goals primed in the subconscious on job performance, and that goal effects are enhanced by having people write at length about them.