scholarly journals Goal-setting participation and goal commitment: Examining the mediating roles of procedural fairness and interpersonal trust in a UK financial services organisation

2011 ◽  
Vol 43 (2) ◽  
pp. 135-146 ◽  
Author(s):  
Mahfud Sholihin ◽  
Richard Pike ◽  
Musa Mangena ◽  
Jing Li
Keyword(s):  
Goal Setting ◽  
Financial Services ◽  
Interpersonal Trust ◽  
Procedural Fairness ◽  
Goal Commitment

scholarly journals Pengaruh partisipasi penetapan tujuan terhadap goal commitment dengan procedural fairness dan interpersonal trust sebagai variabel pemediasi

2017 ◽  
Vol 21 (2) ◽  
Author(s):  
Yulia Isfani ◽  
Ria Nelly Sari ◽  
Al Azhar L
Keyword(s):  
Goal Setting ◽  
Direct Effect ◽  
Indirect Effect ◽  
Interpersonal Trust ◽  
Procedural Fairness ◽  
Goal Commitment ◽  
Partial Least Square ◽  
Least Square ◽  
Manufacturing Companies ◽  
Intervening Variables

This study aimed to examine (1) the direct effect of goal-setting participation on goal commitment, (2) indirect effect of goal-setting participation on goal commitment with procedural fairness and interpersonal trust as intervening variables. The data for this study was collected by sending a questionnaire via email using the Google Forms. 411 questionnaire are send to middle manager who work of manufacturing companies listed on Indonesia Stock Exchange, and 74 responses are returned and due to incomplete data nine questionnaire were dropped. The hypothesis were tested by using Partial Least Square (PLS)2.0 M3. Seven out of eight hypotheses were accepted. Result of this study proved that (1) goal-setting participation has no significant effect on goal commitment; (2) no direct effect of goal-setting participation on goal commitment; (3) goal-setting participation has indirect effect toward goal commitment through procedural fairness and interpersonal trust as intervening variables.

Undesirable Effects of Goal Setting on Perceived Fairness, Commitment, and Unethical Behavior

2018 ◽  
Vol 62 (2) ◽  
pp. 97-107 ◽  
Author(s):  
Nina Keith
Keyword(s):  
Goal Setting ◽  
Unethical Behavior ◽  
The United States ◽  
Goal Commitment ◽  
Management Technique ◽  
Long Term Effects ◽  
Perceived Fairness ◽  
Negative Effects ◽  
Positive Effects ◽  
And Performance

Abstract. The positive effects of goal setting on motivation and performance are among the most established findings of industrial–organizational psychology. Accordingly, goal setting is a common management technique. Lately, however, potential negative effects of goal-setting, for example, on unethical behavior, are increasingly being discussed. This research replicates and extends a laboratory experiment conducted in the United States. In one of three goal conditions (do-your-best goals, consistently high goals, increasingly high goals), 101 participants worked on a search task in five rounds. Half of them (transparency yes/no) were informed at the outset about goal development. We did not find the expected effects on unethical behavior but medium-to-large effects on subjective variables: Perceived fairness of goals and goal commitment were least favorable in the increasing-goal condition, particularly in later goal rounds. Results indicate that when designing goal-setting interventions, organizations may consider potential undesirable long-term effects.

Goal setting in Missouri's model evaluation system

2019 ◽  
Author(s):  
◽  
Kimberly Burger
Keyword(s):  
Public Schools ◽  
No Child Left Behind ◽  
Goal Setting ◽  
Model Evaluation ◽  
Professional Growth ◽  
Evaluation System ◽  
Goal Commitment ◽  
Elementary And Secondary Education ◽  
Effective Evaluation ◽  
Seven Principles

[ACCESS RESTRICTED TO THE UNIVERSITY OF MISSOURI AT REQUEST OF AUTHOR.] Goal setting in Missouri's Model Evaluation is the central focus of this research. Years of legislation increased the federal presence in public education and made accountability a household term for educators. The direct piece of policy that connects this research to is Missouri's ESEA Flexibility Waiver. The waiver established goals that would bypass the rigorous mandates of No Child Left Behind but would still ensure high-quality programs within Missouri schools. Effective leadership and instruction were a core goal of the waiver and established the seven principles of effective evaluation for Missouri public schools. The seven principles of effective evaluation were to serve as the guiding principles for educator evaluation in Missouri by the 2014-15 academic year. Missouri's Department of Elementary and Secondary Education created the Missouri Model Evaluation System, offering districts a premade evaluation system. The model system utilizes goal setting within growth guides to provide evaluation participants a focus for both evaluation and professional growth. The four moderators of Locke and Latham's Goal Setting Theory serve as the conceptual framing of this research. These moderators, or variables, are goal specificity, goal commitment, goal difficulty, and goal feedback. The likelihood of goal achievement increases when the moderators are considered during implementation.

The Effects of Reward Type on Employee Goal Setting, Goal Commitment and Performance

2011 ◽  
Author(s):  
Adam Presslee ◽  
Thomas W. Vance ◽  
Alan Webb ◽  
Scott Jeffrey
Keyword(s):  
Goal Setting ◽  
Goal Commitment ◽  
And Performance

A Survey Study into Participation in Goal Setting, Fairness, and Goal Commitment: Effects of Including Multiple Types of Fairness

2018 ◽  
Vol 30 (2) ◽  
pp. 207-240 ◽  
Author(s):  
Bianca A. C. Groen
Keyword(s):  
Goal Setting ◽  
Social Exchange ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Goal Commitment ◽  
Data Availability ◽  
Survey Study ◽  
Equation Modeling ◽  
Multiple Control ◽  
Research Survey

ABSTRACT Building on goal setting and social exchange theory, this study extends prior research about how employee participation in setting annual performance and development goals is related to goal commitment via increased perceptions of fairness, through including other (correlated) types of fairness than typically studied in management accounting research. Survey data are collected from 135 employees and analyzed using structural equation modeling. The results demonstrate participation is directly positively related to goal commitment as well as indirectly via distributive and informational fairness. In addition, the statistical relation between procedural fairness and goal commitment is suppressed: it ranges from significantly positive to significantly negative dependent on what other variables are included in the analyses. As a second contribution, the suppressor phenomenon and its implications are extensively discussed. Suppression mainly occurs when there is much overlap in the independent variables, for instance when multiple control practices are examined simultaneously as systems or packages. JEL Classifications: C18; C20; C30; L84; M12; M41; M52; M54. Data Availability: Data are available via the author until at least five years after publication.

scholarly journals ANALISIS PARTISIPASI ANGGARAN TERHADAP BUDGET SLACK: PERSEPSI KEWAJARAN PROSEDURAL DAN DISTRIBUTIVE, KEPERCAYAAN MANAJERIAL, DAN KOMITMEN TUJUAN ANGGARAN SEBAGAI FAKTOR INTERVENING

MAKSIMUM ◽  
2013 ◽  
Vol 1 (1) ◽  
pp. 1
Author(s):  
Hardiwinoto
Keyword(s):  
Direct Relationship ◽  
Procedural Fairness ◽  
Goal Commitment ◽  
Distributive Fairness ◽  
The Relationship ◽  
Managerial Trust

The aim this research to examine of the relationships between budget participation that influence manager’s propensity to create budget slack: procedural and distributive fairness, managerial trust, and budget goal commitment as intervening variable. The results show that budget participation impacts both procedural fairness and distributive fairness which, affect trust. Both, procedural and distributive fairness, are found to have a significant impact on budget goal commitment, and negatively influences managers’ propensity to create slack. Further analyses indicatethat the direct relationship between budget participation and manager’s propensity to create slack was insignificant, which suggests that fairness and goal commitment mediate the relationship between budget participation and manager’s propensity to create slack.Keywords: Budget, Distributive Fairness, Procedural Fairness, Trust, GoalCommitment, Budget Slack.

A STUDY OF ENTREPRENEURIAL CAREER CHOICES AMONG MBAS - THE EXTENDED BIRD MODEL

1999 ◽  
Vol 07 (01) ◽  
pp. 1-17 ◽  
Author(s):  
TRULS ERIKSON
Keyword(s):  
Goal Setting ◽  
Self Efficacy ◽  
Goal Commitment ◽  
Extended Model ◽  
Extended Version ◽  
Vicarious Experience ◽  
Exogenous Variables ◽  
Mastery Experience ◽  
Choice Intentions ◽  
The Uk

In this article an extended version of the Bird model is investigated in a prospective approach. The model is tested on a cohort of 62 final semester MBAs in the UK. Boyd and Vozikis' (1994) theoretical propositions represent the base model. Antecedents of the extended model are empirically tested using exogenous variables such as mastery experience, vicarious experience and social influences against entrepreneurial self-efficacy. The present study supports the proposition that social influence affects entrepreneurial self-efficacy and that self-efficacy goal setting and goal commitment affect entrepreneurial career choice intentions.

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