دانلود رایگان مقاله انگلیسی اثر اهداف حقیقی و ظاهری بر عملکرد کار: نظریه محتوای هدف - امرالد 2018

Abstract

Purpose – Based on the goal content theory (GCT), the purpose of this paper is to focus on the essence of goals and examine the associations between different work goal contents (intrinsic and extrinsic goals) and work performance. Design/methodology/approach – The data were collected from 279 employees and their immediate supervisors, and the theoretical hypotheses were tested by correlation and hierarchal regression analyses. Findings – The results of the analyses showed that intrinsic goal content positively predicted task performance, dedicative performance, interpersonal performance, and adaptive performance and that extrinsic goal content positively predicted the task performance and adaptive performance; intrinsic goals were also found to enhance the relationship between extrinsic goals and task performance. Originality/value – The contribution of the current study is that it explores whether both extrinsic goals and intrinsic goals can contribute to predicting work performance. Moreover, different from previous studies that focus on discussing the separate effects of intrinsic and extrinsic goals on outcomes, the authors aim to study the interaction effect between these goals, which enriches GCT.

Conclusions

In summary, initial research using GCT (Kasser and Ryan, 1993) distinguishes between the pursuit of intrinsic goals and extrinsic goals, which can provide a new perspective to explore the relationships between goals and employees’ behavior. Thus, there are several practical implications and suggestions for managers and organizations. First, when organizations recruit new employees, they can add the goal content orientation test to select more intrinsically oriented employees. Second, it seems likely that employees’ initial goals for work can be to earn money; however, employers should realize that they can provide more appropriate guidance – for example, relevant training activities – to help employees place more importance on intrinsic goals, which would increase both their work performance and their well-being (Vansteenkiste et al., 2007). Hence, to facilitate employees’ work performance, managers are advised to encourage an intrinsic mindset while simultaneously de-emphasizing extrinsic work goals.