{"title":"Interpersonal consequences of conveying goal ambition","authors":"Sara Wingrove , Gráinne M. Fitzsimons","doi":"10.1016/j.obhdp.2022.104182","DOIUrl":null,"url":null,"abstract":"<div><p><span>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 </span><em>N</em> = 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.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":3.4000,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"2","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Organizational Behavior and Human Decision Processes","FirstCategoryId":"91","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S0749597822000668","RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"MANAGEMENT","Score":null,"Total":0}
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.
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