The effect of distal learning, outcome, and proximal goals on a moderately complex task

By G. Seijts, Gary P. Latham. 2001

209 citations recorded by the source corpus.

Subfields: Applied Psychology, Experimental and Cognitive Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/7a4f37608c77c9f8945576d5714c6f557073d630

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In Applied Psychology

In Experimental and Cognitive Psychology

In Social Psychology

Citations in the corpus

Keys to motivating tomorrow's workforce (2006, background): “On a relatively stable task, where people had yet to acquire the necessary knowledge to perform effectively, Seijts and Latham (2001) once again replicated Kanfer and Ackerman's findings on the deleterious effect of setting a high performance goal.”
An Integrated Model of Goal‐Focused Coaching (2012, background): “In many cases learning goals may better facilitate task performance (Seijts & Latham, 2001).”
The Relevance and Viability of Subconscious Goals in the Workplace (2010, methodology): “This is unfortunate because Bandura’s (1986, 1997) research as well as Latham’s (Latham, Seijts, & Crim, 2008; Seijts & Latham, 2001; Winters & Latham, 1996) have shown that conscious thought is indispensable for the acquisition of competencies.”
Learning Agility: In Search of Conceptual Clarity and Theoretical Grounding (2012, background): “Related work on learning versus performance goals (Seijts & Latham, 2001, 2005) suggests that the assignment of a performance goal actually detracts from learning by making some people so anxious about performing at a high level that they unsystematically scramble to discover appropriate…”
The nascent entrepreneurship hub: goals, entrepreneurial self-efficacy and start-up outcomes (2012, background): “As a result, nascents may shift their efforts to identify another opportunity to exploit (Locke and Latham 1990; Seijts and Latham 2001 ).”
Goal Setting and Goal Orientation: An Integration of Two Different Yet Related Literatures (2004, background): “It is consistent with the findings of Kanfer and Ackerman (1989), Winters and Latham (1996), and Seijts and Latham (2001) that we found that, in a situation primarily requiring the acquisition of ability rather than an increase in motivation, setting a specific high performance goal was not pruden”
New Directions in Goal-Setting Theory (2006, background): “Sometimes specific, difficult goals do not lead to better performance than simply urging people to do their best (Seijts & Latham, 2001).”
Effectiveness of Distal and Proximal Goals as Transfer-of-Training Interventions: A Field Experiment. (2005, methodology): “The use of a frequency measure was chosen because (1) it is consistent with other goal-setting studies (Latham and Seijts, 1999; Seijts and Latham, 2001) involving proximal goals; and (2) the participants set goals concerning the frequency with which they could use the training content back at…”
Pygmalion and Employee Learning: The Role of Leader Behaviors (2009, background): “The goal setting effect also applies to activities that involve learning (Kozlowski & Bell, 2006; Seijts & Latham, 2001; Seijts, Latham, Tasa, & Latham, 2004; Winters & Latham, 1996).”
An Integrative Goal-Focused Approach to Executive Coaching. (2006, background): “In such cases learning goals may better facilitate task performance ( Seijts & Latham, 2001 ).”
New developments in and directions for goal-setting research. (2007, background): “Seijts and Latham (2001) examined the effect of setting proximal goals in conjunction with a distal learning or a distal outcome goal on a complex task that was stable rather than dynamic.”