Goal Orientation: Why Wanting to Look Successful Doesn't Always Lead to Success

By D. Vandewalle. 2001

187 citations recorded by the source corpus.

Subfields: Experimental and Cognitive Psychology, Safety Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/a3ed1e7bed8e5a78cfc232a7cf491725abac9975

How researchers see this paper

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

In Experimental and Cognitive Psychology

1. Nico W. Van Yperen
2. Lisa E. Baranik
3. S. Finney
4. Melvyn R. W. Hamstra
5. K. Barron
6. Kimberly E. O'Brien
7. Tammy D. Allen
8. K. P. De Meuse

In Safety Research

1. Kimberly E. O'Brien
2. Lisa E. Baranik
3. Nico W. Van Yperen
4. S. Finney
5. K. Barron
6. Tammy D. Allen
7. K. P. De Meuse
8. B. Wisse

In Social Psychology

1. Nico W. Van Yperen
2. Kimberly E. O'Brien
3. Lisa E. Baranik
4. S. Finney
5. Melvyn R. W. Hamstra
6. D. Ritossa
7. Simon A. Moss
8. K. Barron

Citations in the corpus

• The Impact of Goal Orientation on the Association between Leadership Style and Follower Performance, Creativity and Work Attitudes (2007, background): “…proposition, Van Yperen and Janssen (2002) showed that a learning orientation mitigated the negative affect that employees experience when job demands escalate (see also: Stevens and Gist, 1997; VandeWalle, 2001) – a capacity that facilitates access to extension memory (Baumann and Kuhl, 2005).”
• Measuring Goal Orientation in a Work Domain (2007, methodology): “We broke the four-factor model down into a three-factor VandeWalle (2001) model and a one-factor mastery-avoidance model.”
• LEARNING AGILITY: ITS EVOLUTION AS A PSYCHOLOGICAL CONSTRUCT AND ITS EMPIRICAL RELATIONSHIP TO LEADER SUCCESS (2017, background): “This factor appears to be related to the areas of mastery and learning (Dweck & Leggett, 1988), as well as one’s learning-goal orientation (Dweck, 1986; VandeWalle, 2001).”
• Transformational and Transactional Leadership and Followers’ Achievement Goals (2013, background): “…achievement goals because these are predictive of the type of beneficial outcomes most relevant to organizations, while the avoidance goals are mostly predictive of detrimental outcomes (Bell and Kozlowski 2002; Church et al. 2001; Elliot and Church 1997; Vandewalle 2001; Van Yperen et al. 2009).”
• Motivating Organizations to Learn (2015, background): “Individuals with a strong performance-approach GO more strongly endorse the belief that their ability is predetermined (VandeWalle, 2001), and they are consequently motivated to perform in ways that make them appear competent regardless of actual skill improvements (e.g., Hirst, van Knippenberg, &…”
• Formal Mentoring Programs and Organizational Attraction. (2006, background): “These individuals are interested in developing their skill and ability and believe that such development is possible (VandeWalle, 2001).”