An exploratory field experiment of the effect of subconscious and conscious goals on employee performance

By Amanda Shantz, Gary P. Latham. 2009

139 citations recorded by the source corpus.

Subfields: Applied Psychology, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/99a9cb436e94ae71bd60460ecc2e060afe8c70b4

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

1. Edwin A. Locke
2. Gary P. Latham
3. Alexander D. Stajkovic
4. Amanda Shantz
5. Joel Koopman
6. Russell E. Johnson
7. Michael Howe
8. Jochen I. Menges

In Social Psychology

1. Gary P. Latham
2. Edwin A. Locke
3. Amanda Shantz
4. Alexander D. Stajkovic
5. Russell E. Johnson
6. Michael Howe
7. Jochen I. Menges
8. S. Desai

In Sociology and Political Science

1. Edwin A. Locke
2. Gary P. Latham
3. Alexander D. Stajkovic
4. Amanda Shantz
5. Joel Koopman
6. Michael Howe
7. Russell E. Johnson
8. Jochen I. Menges

Citations in the corpus

• Getting Explicit About the Implicit (2012, background): “As examples, implicitly activated achievement goals elicit higher levels of job performance (Shantz & Latham, 2009), and implicitly activating imagery related to business (e.g., briefcases) leads to diminished cooperation in economic games (Kay, Wheeler, Bargh, & Ross, 2004).”
• The development of goal setting theory: A half century retrospective. (2019, background): “Additive effects on performance of these two types of goals have been obtained in both laboratory (Ganegoda, Latham, & Folger, 2011; Stajkovic, Locke, & Blair, 2006) and field experiments (Shantz & Latham, 2009).”
• The effect of primed goals on employee performance: Implications for human resource management (2011, methodology): “In the experimental condition, the achievement goal was primed following the procedure used by Shantz and Latham (2009).”
• The Relevance and Viability of Subconscious Goals in the Workplace (2010, methodology): “Furthermore, not reported in the Shantz and Latham (2009) field experiment is that data were collected for a second work shift, the day immediately following the debriefing of the employees.”
• Moral Symbols: A Necklace of Garlic against Unethical Requests (2017, background): “…message, participants were asked to respond to a few questions designed to examine if participants were aware of the purpose of the exercise, i.e., whether the manipulation was having a non-conscious effect on behavior (Shantz & Latham, 2009): (i) What do you think is the purpose of the experiment?”