Self-Regulation of Performance: Goal Establishment and Goal Revision Processes in Athletes

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Designing Motivating Jobs: An Expanded Framework for Linking Work Characteristics and Motivation (2008, background): “For example, Williams, Donovan, and Dodge (2000) found that, if there was goal-performance discrepancy, athletes tended to maintain or increase the goal so long as the perceived factors affecting performance were controllable.”
A Meta-Analysis of Negative Feedback on Intrinsic Motivation (2018, background): “Negative feedback provides an opportunity to correct mistakes and improve task performance, filling a gap between what is understood and what is aimed to be understood (Sadler 1989; Williams et al. 2010).”
Relating goal orientation to self-regulatory processes: A longitudinal field test (2004, background): “These factors include the attributions made regarding the causes of performance (Thomas & Mathieu, 1994), the amount of time provided for task performance (Williams et al., 2000), and need for achievement (Mudgett & Qui~ nones, 1997).”
The Role of Goal Orientation on Negative Emotions and Goal Setting When Initial Performance Falls Short of One's Performance Goal (2005, background): “Goal success, assuming that the goal is of personal importance and one to which the person has expended some amount of effort, will trigger positive emotional reactions, whereas goal disconfirmation will trigger negative emotional reactions, such as anger and sadness ( Williams, Donovan, & Dodge, 20”