Experimental Tests of the Goal-Energy-Effort Requirement Theory of Work Motivation

Three laboratory experiments were conducted to test eight hypotheses derived from the Goal-Energy-Effort Requirement Theory of Work Motivation. Each of the hypotheses tested in these experiments was supported. Increases in Task Goal Level, in Perceived Effort Requirement, in Energy Potential, and in Task Goal Specificity were found to result in increases in task performance. Increases in Task Goal Commitment increased the closeness of the performance level to the Task Goal Level. Statistically significant interactions were not found among the independent variables. In general, the experimental results support the hypotheses. The implications of the results for the manager are briefly discussed.

[1]  Gary P. Latham,et al.  Assigned versus participative goal setting with educated and uneducated woods workers. , 1975 .

[2]  R. Guion.  Review of Managerial Behavior, Performance and Effectiveness. , 1971 .

[3]  Gary P. Latham,et al.  The "practical significance" of Locke's theory of goal setting. , 1975 .

[4]  Edwin A. Locke,et al.  Maryland vs Michigan vs Minnesota: Another look at the relationship of expectancy and goal difficulty to task performance , 1980 .

[5]  Herbert H. Meyer,et al.  Participation and the Appraisal System , 1966 .

[6]  E. A. Locke.  Toward a theory of task motivation and incentives , 1968 .

[7]  Robert D. Pritchard,et al.  The influence of goal setting and financial incentives on task performance , 1973 .

[8]  Edwin A. Locke,et al.  Goal-setting as a determinant of the effect of knowledge of score on performance. , 1968 .

[9]  Edwin A. Locke,et al.  Increasing productivity and decreasing time limits: A field replication of Parkinson's law. , 1975 .

[10]  Michael T. Wood,et al.  Effects of member participation and commitment in group decision making on influence, satisfaction, and decision riskiness. , 1974 .

[11]  J. Wofford.  A Goal-Energy-Effort Requirement Model of Work Motivation , 1979 .

[12]  M. D. Dunnette,et al.  A laboratory study of the effects of goal specificity on the relationship between probability of success and performance. , 1978 .

[13]  E. A. Locke,et al.  Motivational effects of knowledge of results: A goal-setting phenomenon? , 1968 .

[14]  Edwin A. Locke,et al.  Goals and intentions as mediators of the effects of monetary incentives on behavior. , 1968 .

[15]  Edwin A. Locke,et al.  Studies of the relationship between satisfaction, goal-setting, and performance , 1970 .

[16]  Greg R. Oldham,et al.  Effects of Varying Goal Types and Incentive Systems on Performance and Satisfaction , 1976 .

[17]  Terence R. Mitchell,et al.  Importance of participative goal setting and anticipated rewards on goal difficulty and job performance. , 1978 .

[18]  W. S. Blumenfeld,et al.  Effectiveness of Goal Setting as a Management Device: Research Note , 1969 .

[19]  E. A. Locke,et al.  The effects of goal-setting, rule-learning, and knowledge of score on performance. , 1966, The American journal of psychology.

[20]  J. Ivancevich,et al.  A Study of Task-Goal Attributes, Higher Order Need Strength, and Performance , 1977 .

[21]  Gary P. Latham,et al.  IMPROVING JOB PERFORMANCE THROUGH TRAINING IN GOAL SETTING , 1974 .

[22]  Gary P. Latham,et al.  The effects of holding goal difficulty constant on assigned and participatively set goals. , 1979 .

[23]  Irwin M. Rubin,et al.  Organizational psychology : an experiential approach , 1971 .

[24]  E. A. Locke,et al.  Performance goals as determinants of level of performance and boredom. , 1967, The Journal of applied psychology.