SummaryThe contingent rewards subscale of the Multifactor Leadership Questionnaire (MLQ) was examined in an attempt to theoretically explain recent empirical results linking contingent rewards to transformational rather than transactional leadership. In Study 1, we supported the proposal that the items in the contingent rewards subscale represented two separate factors, an explicit and an implicit psychological contract. In addition, the implicit factor loaded with other transformational subscales and the explicit factor loaded with other transactional subscales. We con®rmed these results in Study 2, and supported other hypotheses from transformational leadership theory using the contingent rewards revision. Implications for the transformational leadership construct are discussed.

Meta-analyses were conducted to examine the antecedents of personal goal level, and the antecedents and consequences of goal commitment based on 78 goal-setting studies. Meta-analyses of the antecedents of personal goal level indicated that prior performance and ability were significantly related to personal goals whereas knowledge of results had a marginally significant relationship with personal goal level. The relationships of three antecedent variables with goal commitment were found to be statistically significant (i.e., self-efficacy, expectancy of goal attainment, and task difficulty), whereas task complexity had a marginally significant relationship with goal commitment. The results of the meta-analyses on the consequences of goal commitment showed goal commitment to significantly affect goal achievement. A model was developed that integrated the results of the meta-analyses with conceptually derived variables and relationships.

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