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Goal setting in teams: The impact of learning and performance goals on process and performance

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  • Nahrgang, Jennifer D.
  • DeRue, D. Scott
  • Hollenbeck, John R.
  • Spitzmuller, Matthias
  • Jundt, Dustin K.
  • Ilgen, Daniel R.

Abstract

This study examined the impact of three alternative types of goals (specific learning, general “do your best” learning, and specific performance) on team performance. Eighty-four-person teams engaged in an interdependent command and control simulation in which the team goal and task complexity were manipulated. Contrary to research at the individual level, teams with specific learning goals performed worse than did teams with general “do your best” learning goals or specific performance goals. The negative effects of specific learning goals relative to general “do your best” learning goals and specific performance goals were amplified under conditions of increased task complexity and were explained by the amount of coordination in the teams.

Suggested Citation

  • Nahrgang, Jennifer D. & DeRue, D. Scott & Hollenbeck, John R. & Spitzmuller, Matthias & Jundt, Dustin K. & Ilgen, Daniel R., 2013. "Goal setting in teams: The impact of learning and performance goals on process and performance," Organizational Behavior and Human Decision Processes, Elsevier, vol. 122(1), pages 12-21.
    • Handle: RePEc:eee:jobhdp:v:122:y:2013:i:1:p:12-21
    DOI: 10.1016/j.obhdp.2013.03.008
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    References listed on IDEAS

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    1. Katja Möhring & Alexander Schmidt, 2012. "Multilevel tools," German Stata Users' Group Meetings 2012 06, Stata Users Group.
    2. Hollenbeck, John R. & Ellis, Aleksander P.J. & Humphrey, Stephen E. & Garza, Adela S. & Ilgen, Daniel R., 2011. "Asymmetry in structural adaptation: The differential impact of centralizing versus decentralizing team decision-making structures," Organizational Behavior and Human Decision Processes, Elsevier, vol. 114(1), pages 64-74, January.
    3. Editors The, 2008. "From the Editors," Basic Income Studies, De Gruyter, vol. 2(2), pages 1-3, January.
    4. Editors The, 2008. "From the Editors," Basic Income Studies, De Gruyter, vol. 3(1), pages 1-1, July.
    5. Chen, Gilad & Kanfer, Ruth & DeShon, Richard P. & Mathieu, John E. & Kozlowski, Steve W.J., 2009. "The motivating potential of teams: Test and extension of cross-level model of motivation in teams," Organizational Behavior and Human Decision Processes, Elsevier, vol. 110(1), pages 45-55, September.
    6. Wood, Robert E., 1986. "Task complexity: Definition of the construct," Organizational Behavior and Human Decision Processes, Elsevier, vol. 37(1), pages 60-82, February.
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    Citations

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    Cited by:

    1. Kanfer, Ruth & Chen, Gilad, 2016. "Motivation in organizational behavior: History, advances and prospects," Organizational Behavior and Human Decision Processes, Elsevier, vol. 136(C), pages 6-19.
    2. Sitzmann, Traci & Bell, Bradford S., 2017. "The dynamic effects of subconscious goal pursuit on resource allocation, task performance, and goal abandonment," Organizational Behavior and Human Decision Processes, Elsevier, vol. 138(C), pages 1-14.
    3. Fatemeh Hematian & Ali Mohammad Rezaei & Mohammad Ali Mohammadyfar, 2017. "On the Effect of Goal Setting on Self-Directed Learning, Achievement Motivation, and Academic Achievement among Students," Modern Applied Science, Canadian Center of Science and Education, vol. 11(1), pages 1-37, September.
    4. Ravee Phoewhawm & Jiraporn Tangkittipaporn, 2015. "The psychological role of human resources management for upholding learning in a team," International Journal of Human Resources Development and Management, Inderscience Enterprises Ltd, vol. 15(1), pages 16-39.

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