%0 Thesis %1 donelan_goal_1997 %A Donelan, Susan Ellen %D 1997 %K ADMINISTRATION, BUSINESS EDUCATION, ENGINEERING, Higher, INDUSTRIAL MANAGEMENT, %T Goal setting and job satisfaction: The perceived impact of a performance management program on goal setting and job satisfaction of non-faculty, non-union employees of a private university %X This study investigated the perceived impact of a private university's performance management program on goal setting and job satisfaction of non-faculty, non-union employees. The program was designed by the university in hopes that its implementation would lead to greater alignment between employees' work behaviors and university goals. Program implementation is intended to lead to more productive, motivated, satisfied employees, who will provide improved overall quality and service for the institution's constituents–a major university goal. A survey which included questions from a measure developed by Locke and Latham, based upon goal setting theory and research, was answered by 223 employees. The instrument measured goal specificity and difficulty, and perceptions about performance feedback, supervisor support, conflict and stress. The ability to measure "negative" as well as "positive" factors related to goal setting was important to this study's purposes. Four major research questions were analyzed as non-directional hypotheses, utilizing two-tailed tests and a.05 significance level. Research question one, regarding differences on a variety of measures between professional and support staff, and between employees who had been in their positions longer versus shorter periods of time, was analyzed using t-tests and one-way analysis of variance. Research question two, regarding the relationship between program implementation and job and appraisal satisfaction, and research question three, regarding the relationship between program implementation and agreement on nine goal setting factors, were analyzed using Pearson correlations. Research question four also utilized Pearson correlations in determining which goal setting factors were most significantly related to job and appraisal satisfaction. A number of positive factors were found to be associated with higher reported levels of program implementation–higher levels of reported job and appraisal satisfaction; higher levels of agreement on "positive" goal setting factors; and lower levels of agreement on negative goal setting factors explored. These findings support goal setting theory and some of the research and theories concerning motivation, performance appraisal and job satisfaction.

@phdthesis{donelan_goal_1997, abstract = {This study investigated the perceived impact of a private university's performance management program on goal setting and job satisfaction of non-faculty, non-union employees. The program was designed by the university in hopes that its implementation would lead to greater alignment between employees' work behaviors and university goals. Program implementation is intended to lead to more productive, motivated, satisfied employees, who will provide improved overall quality and service for the institution's constituents–a major university goal. A survey which included questions from a measure developed by Locke and Latham, based upon goal setting theory and research, was answered by 223 employees. The instrument measured goal specificity and difficulty, and perceptions about performance feedback, supervisor support, conflict and stress. The ability to measure "negative" as well as "positive" factors related to goal setting was important to this study's purposes. Four major research questions were analyzed as non-directional hypotheses, utilizing two-tailed tests and a.05 significance level. Research question one, regarding differences on a variety of measures between professional and support staff, and between employees who had been in their positions longer versus shorter periods of time, was analyzed using t-tests and one-way analysis of variance. Research question two, regarding the relationship between program implementation and job and appraisal satisfaction, and research question three, regarding the relationship between program implementation and agreement on nine goal setting factors, were analyzed using Pearson correlations. Research question four also utilized Pearson correlations in determining which goal setting factors were most significantly related to job and appraisal satisfaction. A number of positive factors were found to be associated with higher reported levels of program implementation–higher levels of reported job and appraisal satisfaction; higher levels of agreement on "positive" goal setting factors; and lower levels of agreement on negative goal setting factors explored. These findings support goal setting theory and some of the research and theories concerning motivation, performance appraisal and job satisfaction.}, added-at = {2018-06-19T15:18:45.000+0200}, author = {Donelan, Susan Ellen}, biburl = {https://www.bibsonomy.org/bibtex/2dfa241a428db623d1b4fe06c268f5ac2/prophe}, interhash = {4d789508947431d352bdca43f3089c02}, intrahash = {dfa241a428db623d1b4fe06c268f5ac2}, keywords = {ADMINISTRATION, BUSINESS EDUCATION, ENGINEERING, Higher, INDUSTRIAL MANAGEMENT,}, school = {Boston College}, shorttitle = {Goal setting and job satisfaction: {The} perceived impact of a performance management program on goal setting and job satisfaction of non-faculty, non-union employees of a private university}, timestamp = {2018-06-19T15:18:45.000+0200}, title = {Goal setting and job satisfaction: {The} perceived impact of a performance management program on goal setting and job satisfaction of non-faculty, non-union employees of a private university}, type = {{PhD} {Thesis}}, year = 1997 }