The Effects of Goal Setting and Self-Instruction Training on the Performance of Unionized Employees

Posted: 9 Sep 2010

See all articles by Gary P. Latham

Gary P. Latham

University of Toronto - Rotman School of Management

Travor C. Brown

Memorial University of Newfoundland (MNU) - Faculty of Business Administration

Date Written: March 15, 2000

Abstract

This study assesses the effectiveness of goal setting, goal setting plus training in self-instruction, and being urged to do one's best on the performance of unionized employees (n = 32). The ability of managers, peers and self to observe changes in employee performance was also assessed. Appraisals were made prior to and 10 weeks following three interventions. ANCOVA indicated that employees who set specific, difficult goals had significantly higher performance than those in the doing one's best and those doing goal setting plus self-instruction. Moreover, self-efficacy correlated positively with subsequent performance. Employee satisfaction with the performance appraisal process was high across the three conditions. Peers provided better data for assessing the effect of an intervention than self or managers.

JEL Classification: M12, M53

Suggested Citation

Latham, Gary P. and Brown, Travor C., The Effects of Goal Setting and Self-Instruction Training on the Performance of Unionized Employees (March 15, 2000). Relations Industrielles/Industrial Relations, Vol. 55, No. 1, 2000, Available at SSRN: https://ssrn.com/abstract=1673931

Gary P. Latham

University of Toronto - Rotman School of Management ( email )

105 St. George Street
Toronto, Ontario M5S 3E6 M5S1S4
Canada
416-978-4916 (Phone)
416-978-4629 (Fax)

Travor C. Brown (Contact Author)

Memorial University of Newfoundland (MNU) - Faculty of Business Administration ( email )

St. John's, Newfoundland A1B 3X5
Canada

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