Interpersonal consequences of conveying goal ambition

IF 3.4 2区 管理学 Q2 MANAGEMENT
Sara Wingrove , Gráinne M. Fitzsimons
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引用次数: 2

Abstract

Setting ambitious goals is a proven strategy for improving performance, but we suggest it may have interpersonal costs. We predict that relative to those with moderately ambitious goals, those with highly ambitious goals (and those with unambitious goals) will receive more negative interpersonal evaluations, being seen as less warm and as offering less relationship potential. Thirteen studies including nine preregistered experiments, three preregistered replications, and one archival analysis of graduate school applications (total N = 6,620) test these hypotheses. Across career, diet, fitness, savings, and academic goals, we found a robust effect of ambition on judgments, such that moderately ambitious goals led to the most consistently positive interpersonal expectations. To understand this phenomenon, we consider how ambition influences judgments of investment in one’s own goals as opposed to supportiveness for other people’s goals and explore expectations about goal supportiveness as one mechanism through which ambition may influence interpersonal judgments.

传达目标抱负的人际后果
设定雄心勃勃的目标是一种行之有效的提高绩效的策略,但我们认为这可能会造成人际关系成本。我们预测,相对于那些有中等雄心目标的人,那些有高度雄心目标的人(以及那些没有雄心目标的人)会得到更多负面的人际评价,被认为不那么热情,提供的人际关系潜力也更小。13项研究包括9项预注册实验、3项预注册重复和1项研究生院申请档案分析(总N = 6,620)验证了这些假设。在职业、饮食、健身、储蓄和学术目标中,我们发现雄心对判断有很强的影响,比如适度雄心的目标会导致最一致的积极的人际期望。为了理解这一现象,我们考虑了抱负如何影响对自己目标的投资判断,而不是对他人目标的支持,并探讨了目标支持的期望作为抱负影响人际判断的一种机制。
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来源期刊
CiteScore
8.90
自引率
4.30%
发文量
68
期刊介绍: Organizational Behavior and Human Decision Processes publishes fundamental research in organizational behavior, organizational psychology, and human cognition, judgment, and decision-making. The journal features articles that present original empirical research, theory development, meta-analysis, and methodological advancements relevant to the substantive domains served by the journal. Topics covered by the journal include perception, cognition, judgment, attitudes, emotion, well-being, motivation, choice, and performance. We are interested in articles that investigate these topics as they pertain to individuals, dyads, groups, and other social collectives. For each topic, we place a premium on articles that make fundamental and substantial contributions to understanding psychological processes relevant to human attitudes, cognitions, and behavior in organizations. In order to be considered for publication in OBHDP a manuscript has to include the following: 1.Demonstrate an interesting behavioral/psychological phenomenon 2.Make a significant theoretical and empirical contribution to the existing literature 3.Identify and test the underlying psychological mechanism for the newly discovered behavioral/psychological phenomenon 4.Have practical implications in organizational context
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