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Enabled by advanced information technologies, the distributed work environment has become a choice of organizations. When employees and supervisors work in geographically separate locations, management challenges emerge. Performance improvement may become an issue. Performance may be improved by identifying, studying, and improving factors that affect work performance. Two factors–feedback and goal setting–were chosen for this study because of the strong evidence of the effects of these components. Positive effects of feedback and goal setting are commonly accepted in the literature concerning the traditional work environment. This study focused only on knowledge work because most work in the distributed work environment may be knowledge work. The purpose of this study was to investigate the effects of feedback and goal setting on knowledge work performance in the distributed work environment. A laboratory experiment was conducted using 36 student subjects. The experimental design was a 3 X 2 factorial design consisting of three levels of feedback (i.e., no feedback, task feedback, and task feedback with comparisons with others) and two levels of goal setting (i.e., no goal setting and goal setting). Subjects were randomly assigned to various combinations of these two variables. The evidence did not outright support the claim that feedback and goal setting improve task performance; task performance of the subjects was improved only under certain conditions. Task feedback did not improve task performance because of its added pressure, especially in the presence of goals. Task performance was higher for the subjects who received both task feedback and information about others’ performance than for the subjects who received task feedback only. Overall, feedback was not found to improve task performance. The study did not support the hypothesis that specific and difficult goals improve task performance. The added pressure of having difficult goals was found to have demotivating effects. The notion that the co-presence of feedback and goals is necessary to improve task performance was not supported because of the combined pressure that both components created. The subjects who had feedback and/or goals did not perform better than those who had neither feedback nor goals. / Ph. D.

Few studies have examined whether performance feedback on a given task can have implications for motivational processes on an altogether distinct task. The present study proposes and tests a model for motivational spillover in a goal-setting context. Participants (N = 201) were provided with goal-performance discrepancy feedback (GPD) on a creativity task (CT) and were subsequently asked to complete an unrelated stock-predicting task (SPT). Results indicate that GPD feedback on the CTs was positively associated with positive affect such that negative GPDs resulted in low levels of positive affect and positive GPDs resulted in high levels of positive affect. This positive affect was in turn positively related to self-efficacy for the SPT. Self-efficacy was positively associated with personal goals, and goals were positively related to performance on the SPT. These findings provide initial evidence for the occurrence of positive and negative motivational spillover in a natural performance setting. / Ph. D.

Current goal setting studies are working in two directions. The first direction is to identify the cognitive processes of goal setting and the second direction is to examine the moderating effect of task complexity on the goal-performance relationship. The objective of this paper is to integrate the two current directions by examining the moderating effects of two types of task complexity, component complexity and coordinative complexity, on the cognitive processes of goal setting. Two hundred and sixty-seven undergraduates who were taking upper level management courses participated in the study and 226 subjects were included in the final analysis. Subjects performed a stock prices prediction task on computer. Goals were assigned after the subjects have finished the pretest and the subjects were asked to answer questions on their specific self efficacy and performance valence perceptions. Subjects were also asked to set personal goals before performing the test. The cognitive processes models of goal setting for different task groups were compared with the multi-sample analysis of LISREL VII. It was found that subjects who performed the task with low component - low coordinative complexity used a simple motivation mechanism. They motivated their behaviors directly with specific self-efficacy. On the other hand, subjects who performed the more complex tasks used a more rational motivation mechanism that required more cognitive processing. The subjects set personal goals by considering performance valence and specific self efficacy, and they used personal goals to motivate their behaviors. Unlike the simple task for which specific self-efficacy directly affected performance, personal goals were found to mediate the effect of specific self-efficacy on performance for the complex tasks. / Ph. D.

Yes / Goal-setting is fundamental to organisational management, yet not every manager knows how do it well. A narrative literature review was done to explore current knowledge of definitions and classifications of goals, and principles of goal-setting in the health sector. Online databases generated 65 relevant articles. Additional literature sources were snowballed from referenced articles, and textbooks. Most academic authors define ‘goal’ synonymously as ‘aim’ or ‘objective’, but with evidence of hermeneutical confusion in general literature. Goal classifications are diverse, differing according to their contextual, structural, functional and temporal characteristics. Many authors agree that goal-setting is problem-based, change-oriented and can effectively motivate attainment, if the goal statement is formulated with a specific and challenging or SMART framework. However, recent authors report varying defining attributes for SMART, and evidence of past studies that have empirically examined the nature and efficacy of frameworks currently used for formulating goal statements for health programmes is lacking.

The purpose of this study is to collect data on the current practices of coaching as applied in an incubated environment to report on the influence of coaching on entrepreneurial goal-setting behaviour. Previous research has indicated that much criticism has been lobbied at government programmes aimed at providing entrepreneurship development and support, some recognition has been given to some of these government initiatives as well as the progress achieved by some. It is further stated in the Global Entrepreneurship Report (2012) that a number of national experts commend the existence of business support agencies (such as the Small Enterprise Development Agency). A number of significant findings materialized from the current study where it was found that coaching influences entrepreneurial behaviour and that a need exists for more in-depth coaching sessions specifically focused on entrepreneurship in the South African context. Further to this it was found that a need exists for entrepreneurs to be coached by other entrepreneurs and that the role of a coach should be clarified to set realistic expectations from the onset of the intervention. These findings are in agreement with some of the key recommendations from South African national experts as cited in the GEMS 2012 report. The current research adds to the body of research on coaching in general. It also contributes specifically entrepreneurial development programmes in the South African context. The outcome from this research has implications for business coaches, entrepreneurs and entrepreneurial development/support agencies as well as those who provide training and incubation programmes for entrepreneurs. / Industrial & Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The purpose of this study is to collect data on the current practices of coaching as applied in an incubated environment to report on the influence of coaching on entrepreneurial goal-setting behaviour. Previous research has indicated that much criticism has been lobbied at government programmes aimed at providing entrepreneurship development and support, some recognition has been given to some of these government initiatives as well as the progress achieved by some. It is further stated in the Global Entrepreneurship Report (2012) that a number of national experts commend the existence of business support agencies (such as the Small Enterprise Development Agency). A number of significant findings materialized from the current study where it was found that coaching influences entrepreneurial behaviour and that a need exists for more in-depth coaching sessions specifically focused on entrepreneurship in the South African context. Further to this it was found that a need exists for entrepreneurs to be coached by other entrepreneurs and that the role of a coach should be clarified to set realistic expectations from the onset of the intervention. These findings are in agreement with some of the key recommendations from South African national experts as cited in the GEMS 2012 report. The current research adds to the body of research on coaching in general. It also contributes specifically entrepreneurial development programmes in the South African context. The outcome from this research has implications for business coaches, entrepreneurs and entrepreneurial development/support agencies as well as those who provide training and incubation programmes for entrepreneurs. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The purpose of the current study was to examine the Psychological Intervention Strategies (PIS) that are used by coaches for male soccer teams in South Africa to enhance the performance of the national soccer teams. National soccer coaches for male teams (n = 4) completed a questionnaire and attended in-depth interview. Results from both the questionnaire and in-depth interview revealed a lack of knowledge of PIS which was further supported by the data from the analysis. While some of the coaches did not utilise goal setting and relaxation in their coaching responsibilities, the current results further show that these soccer coaches do not utilise mental imagery as well. These results suggest that the SAFA soccer coaches could not integrate PIS in the coaching. Although the results cannot be generalised there is evidence that the SAFA trained soccer coaches demonstrate inadequacy in using PIS in their soccer coaching. The study finds that soccer coaches are psychologically under-prepared for their arduous task of soccer coaching. By implication the players are also mentally under-prepared that they cannot face their peers competitively. Current studies point to this psychological preparedness as the psychological momentum.

The present study examined Garland's cognitive mediation theory of goal setting in a three-minute basketball shooting task. The effects of different goal conditions were also investigated along with achievement motivation and self-motivation as mediating constructs of performance. Subjects (N=150) were males and females, assigned to one of five goal conditions: "do your best", easy, moderate, hard, and improbable. Results indicated no performance differences between the different goal conditions, with subjects in the "do your best" condition performing as well as subjects in the other goal conditions. Results also yielded partial support for Garland's cognitive mediation theory with task goals influencing performance through its influence on performance expectancy. Furthermore, a negative correlation between achievement motivation and performance was found for females in the improbable goal condition and a positive correlation was found between self-motivation and performance for females in the easy goal condition.

La gestion des buts, définie comme la capacité à se représenter les buts et à les maintenir activement en mémoire de travail, jouerait un rôle central dans l'efficience du contrôle exécutif. Cette thèse vise à étudier l'évolution de cette composante au cours de différents âges de la vie, ainsi que l'influence de verbalisations imposées sur ce développement. Quatre études ont été conduites et ont révélé 1) que l'amélioration de la capacité à gérer les buts lors de la période préscolaire s'accompagnait d'une évolution qualitative du contrôle; 2) que l'évolution des performances en flexibilité de l'enfance au grand âge était spécifiquement liée au développement de la gestion des buts ; et 3) que les verbalisations imposées modulaient le développement de la gestion des buts en produisant un bénéfice plus marqué chez les enfants et les adultes âgés. L'engagement d'un contrôle anticipé, proactif, lors de tâches d'alternance semble favorisé par l'emploi spontané de stratégies visant à orienter l'attention vers le but de la tâche, à la fois pour récupérer précocement la représentation du but, et pour la maintenir activement en mémoire lors des étapes de traitement de la tâche. L'effet bénéfique de verbalisations imposées chez les enfants et les adultes âgés suggère que ces populations présentent des difficultés à gérer les buts lorsqu'ils doivent effectuer la tâche en silence. Ces difficultés proviendraient d'une immaturité ou d'un déficit du langage interne, ou du fait qu'ils ne comprennent pas l'importance de s'engager dans une préparation anticipée de la tâche, ou encore qu'ils n'ont pas conscience que le recours au langage peut être bénéfique pour effectuer la tâche. / Goal-setting, defined as the ability to represent and maintain task goals in working memory, play a crucial role in executive control. The current work aims to study how this component develops across different age groups. It also examines whether required verbalizations have an impact on this development. To this end, four experimental studies were conducted, and revealed 1) that improvement in goal-setting ability during preschool years was associated with qualitative changes in the control used; 2) that flexibility abilities from childhood to old age was specifically linked to the development of goal-setting component; and 3) that requested verbalizations influenced the development of goal-setting ability by producing benefits in children and older adults. The use of proactive control in task-switching could be promoted by the spontaneous utilization of strategies which enable attention reorientation toward task goals to retrieve goal representation and to maintain it in memory during the processing steps of the task. The beneficial effect of requested verbalizations in children and older adults suggests that these age groups encounter goal-setting difficulties when asked to perform the task in silence. Such difficulties may stem from immaturity or deficits in inner speech, from the fact that these age groups do not understand the necessity to engage in an advance preparation of the task, or from their lack of awareness of the benefits induced by verbal strategies.