scholarly journals The Effect of Learning Goal Orientation and Learning Self-Efficacy on Adaptive Performance: Mediating Effect of Informal Workplace Learning

2010 ◽  
Vol 12 (2) ◽  
pp. 145-171 ◽  
Author(s):  
최우재 ◽  
조윤형
Keyword(s):  
Goal Orientation ◽  
Workplace Learning ◽  
Self Efficacy ◽  
Mediating Effect ◽  
Adaptive Performance ◽  
Learning Goal ◽  
Learning Goal Orientation

scholarly journals The effect of superior's belief about possibility of subordinate's ability change on subordinate's failure tolerance, self efficacy, and negative feedback acceptance

2015 ◽  
Vol 28 (2) ◽  
pp. 173-197
Author(s):  
Nakyoung Lee ◽  
TaeYong Yoo
Keyword(s):  
Goal Orientation ◽  
Negative Feedback ◽  
Self Efficacy ◽  
Mediating Effect ◽  
Orientation Data ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
Failure Tolerance ◽  
Feedback Acceptance ◽  
The Relationship

The first purpose of this study was to investigate the effect of superior's belief about possibility of subordinate's ability change on subordinate's failure tolerance, self efficacy, and negative feedback acceptance. The second purpose was to examine the mediating effect of subordinate's learning goal orientation on the relationship between superior's belief about possibility of subordinate's ability change and subordinate's failure tolerance, self efficacy, and negative feedback acceptance. The third purpose was to examine the moderating effect of subordinate's gender on the relationship between superior's belief about possibility of subordinate's ability change and subordinate's learning goal orientation. Data were collected from 246 employees in a number of companies. It was found that superior's belief about possibility of subordinate's ability change is positively related to subordinate's failure tolerance and negative feedback acceptance, but superior's belief about possibility of subordinate's ability change is not related to subordinate's self efficacy. Learning goal orientation partially mediated the relationship between superior's belief about possibility of subordinate's ability change and subordinate's failure tolerance, negative feedback acceptance. Learning goal orientation fully mediated the relationship between superior's belief about possibility of subordinate's ability change and subordinate's self efficacy. And gender moderated the relationship between superior's belief about possibility of subordinate's ability change and subordinate's learning goal orientation because the positive relationship between two variables is stronger in the case of male subordinate than female subordinate. Finally, the implication of this study and the direction for future research were discussed.

Learning Goal Orientation and Academic Performance: A Dynamic model

2021 ◽  
pp. 106907272110434
Author(s):  
Bingjie Lu ◽  
Yingxin Deng ◽  
Xiang Yao ◽  
Zhe Li
Keyword(s):  
Academic Performance ◽  
University Students ◽  
Goal Orientation ◽  
Self Efficacy ◽  
Self Regulation ◽  
Regulation System ◽  
Feedback Seeking ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
Academic Self Efficacy

Drawing on the reciprocal determinism of self-regulation system, a process-based model is used to examine the relationship of learning goal orientation (LGO) among university students with their academic performance, via reciprocal relationships between initial status and change trajectories in academic self-efficacy and feedback-seeking behaviors. A longitudinal study of 316 Chinese university students throughout their first year in college reveals that students who have high LGO in their first month after entering the university generally have higher academic self-efficacy and seek more feedback. Moreover, initial levels of feedback seeking are positively related to academic performance via linear change in academic self-efficacy over time. Limitations of the study and practical implications are discussed.

scholarly journals THE MEDIATING EFFECT OF PROACTIVE KNOWLEDGE SHARING AMONG TRANSFORMATIONAL LEADERSHIP, COHESION, AND LEARNING GOAL ORIENTATION ON EMPLOYEE PERFORMANCE

2021 ◽  
Vol 22 (2) ◽  
pp. 470-481
Author(s):  
Layaman Layaman ◽  
Pahlawansjah Harahap ◽  
Indi Djastuti ◽  
Aan Jaelani ◽  
Diana Djuwita
Keyword(s):  
Transformational Leadership ◽  
Data Collection ◽  
Knowledge Sharing ◽  
Goal Orientation ◽  
Employee Performance ◽  
Theoretical Models ◽  
Mediating Effect ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
The Relationship

The background of this study is based on the controversial relationship between transformational leadership and employee performance. Empirical and theoretical models resolve the controversy by building a new concept based on proactive knowledge sharing. The study established the influence of transformational leadership, cohesion and learning goal orientation on proactive knowledge sharing and employee performance. A total of 7 hypotheses were developed to solve the study problem, while purposive sampling was used in data collection. The respondents consisted of 6 employees of Sharia Banking in Indonesia. The SEM results indicate that five hypotheses were significant, while 2 were insignificant. Furthermore, proactive knowledge sharing strongly mediates the relationship between the studied variables. These results confirm the withdrawal of the new concept in improving employee performance.

Workplace Goal Orientation

2020 ◽  
Vol 36 (2) ◽  
pp. 399-409
Author(s):  
Leonie Theis ◽  
Tanja Bipp
Keyword(s):  
Goal Orientation ◽  
Workplace Learning ◽  
Measurement Instrument ◽  
Performance Outcomes ◽  
Learning Performance ◽  
Dimensional Structure ◽  
Proactive Behavior ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
And Performance

Abstract. We investigated the construct and criterion-related validity of workplace goal orientation via two studies. Aiming to extend prior findings on this construct ( Van Dam, 2015 ), in Study 1 ( N = 334), we inspected the predictive role that learning, performance-approach, and performance-avoidance goal orientation at work play in terms of employees’ learning, task, and contextual performance. In Study 2 ( N = 201), we examined the mediating role of proactive behavior concerning the relationship between workplace (learning) goal orientation and performance. First, we found evidence for the three-dimensional structure of the translated and adapted German measurement instrument across two independent samples of employees. Second, we found support for the criterion-related validity of workplace goal orientation for important work-related outcomes. Especially learning goal orientation was positively related to learning and performance outcomes within the work context. Third, we demonstrated that the link between workplace learning goal orientation and performance is mediated by proactive behavior. It therefore seems inevitable for organizations to support the setting and pursuit of learning goals within the workplace to increase the probability of the occurrence of proactive behavior and sustain employees’ high performance and continuous learning.

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