Disentangling Achievement Orientation and Goal Setting: Effects on Self-Regulatory Processes

By Supaporn Vithayathawornwong, S. Danko, Pamela S. Tolbert. 2003

116 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/7c22e49f06e44ffe6cd638a106b8545302293412

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Citations in the corpus

The Strength of the Relation Between Performance-Approach and Performance-Avoidance Goal Orientations: Theoretical, Methodological, and Instructional Implications (2012, unknown): “…2003; Elliot & Church, 1997; Elliot & McGregor, 1999, 2001; Elliot et al., 1999; Heimbeck, Frese, Sonnentag, & Keith, 2003; Kaplan et al., 2002; Kozlowski & Bell, 2006; Kumar & Jagacinski, 2006; McGregor & Elliot, 2002; Pajares et al., 2000; Pajares & Cheong, 2003; Pastor et al., 2007;…”
Performance Adaptation (2014, background): “Results suggest that mastery orientation is associated with higher self-efficacy, more coherent knowledge structures, and higher adaptive performance (Brown, 2005; Kozlowski & Bell, 2006; Kozlowski, gully, et al., 2001).”
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).”
Training Engagement Theory: A Multilevel Perspective on the Effectiveness of Work-Related Training (2018, unknown): “…individual differences, and training interventions on training outcomes (e.g., Baldwin & Ford, 1988; Bell & Kozlowski, 2002, 2008; Colquitt, LePine, & Noe, 2000; Hurtz & Williams, 2009; Keith & Frese, 2005, 2008; Kozlowski & Bell, 2006; Quiñones, 1995; Sitzmann, Bell, Kraiger, & Kanar, 2009).”
Active learning: effects of core training design elements on self-regulatory processes, learning, and adaptability. (2008, unknown): “However, the focus on multifaceted training interventions also makes it difficult to map specific pathways between the training design elements that comprise these interventions and their hypothesized process targets (Kozlowski & Bell, 2006).”
The development and validation of the Workplace Ostracism Scale. (2008, background): “…& Oldham, 1980) and the importance of self-regulation to organizational outcomes such as performance and workplace deviance (Campion & Lord, 1982; Kozlowski & Bell, 2006; Porath & Bateman, 2006; Vancouver, 2005), the impact of ostracism on needs and selfregulation may have profound consequences…”