scholarly journals he Effect of Superior's Belief about Possibility of Subordinate's Ability Change on Subordinate's Failure Tolerance, Self Efficacy, and Negative Feedback Acceptance: The Mediating Effect of Learning Goal Orientation and Moderating Effect of Gender

2015 ◽  
Vol 28 (2) ◽  
pp. 173-197
Author(s):  
이나경 ◽  
Tae-Yong Yoo
Keyword(s):  
Goal Orientation ◽  
Negative Feedback ◽  
Self Efficacy ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
Failure Tolerance ◽  
Feedback Acceptance

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.

Are you a protean talent? The influence of protean career attitude, learning-goal orientation and perceived internal and external employability

2015 ◽  
Vol 20 (7) ◽  
pp. 753-772 ◽  
Author(s):  
Yi-chun Lin
Keyword(s):  
Goal Orientation ◽  
Mediating Effect ◽  
Learning Goals ◽  
Hierarchical Regression ◽  
Human Resource Managers ◽  
Content Type ◽  
Protean Career ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
Employee Relationships

Purpose – The purpose of this paper is to investigate the relationship between protean career attitude and perceived internal and external employability, along with the mediating effect of learning-goal orientation. Design/methodology/approach – Data were collected by distributing paper-based questionnaires to 527 workers in private banking sectors in Taiwan. Hierarchical regression analysis was used to examine the results of the relationships. Findings – The results supported the idea that protean career attitude is a significant antecedent of perceived internal and external employability. Protean talents with a higher degree of protean attitude toward value-driven career orientation and self-directed career management have an external employability that is greater than their internal employability. Learning-goal orientation fully mediated the effect of protean career attitude on perceived internal employability, but only partially mediated external employability. Practical implications – The findings can help human resource managers gain a better understanding of the use of an appropriate strategy to influence an employee’s perceived internal and external employability, which can increase the motivation and improve employer-employee relationships that contribute to organizational success and performance. Employees should recognize the increased importance of continuous learning with goal-setting in order to deal with changes at work. Originality/value – This paper empirically establishes the association between protean career attitude and perceived internal and external employability. The protean career concept may provide organizations with a valuable perspective in the evolution of careers. Valuable and protean talents place an emphasis on individuals’ core values, and while learning goals are meant to suit employer organizations, they may also establish opportunities that could cross-organizational boundaries.

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