Psychology of Men at Work

Hinrichs, John R.

doi:10.1146/annurev.ps.21.020170.002511

Cited by 15 publications

(4 citation statements)

References 79 publications

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“…Within the week Locke sent me a letter in which he suggested that I submit them for publication, which I did (Latham & Kinne, 1974; Ronan, Latham, & Kinne, 1973). The timing was perfect because that was the time period in which Locke’s goal-setting experiments were being criticized for lack of external/ecological validity (e.g., Heneman & Schwab, 1972; Hinrichs, 1970).…”

Section: Lockementioning

confidence: 99%

The development of goal setting theory: A half century retrospective.

2019

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This chapter summarizes the authors’ joint development of the goal setting theory. The basic concept was based on more than 50 years of research and the formal theory has endured for 28 years (Locke & Latham, 1990). The theory was not developed through overgeneralization from only a few studies or by deduction but rather by induction. The inductions involved the integration of hundreds of studies involving thousands of participants. The theory initially focused solely on consciously set goals. To date, the goal setting theory has shown generality across participants, tasks, nationality, goal source, settings, experimental designs, outcome variables, levels of analysis (individual, group, division, and organizational), and time spans. The theory identifies both mediators and moderators of goal effects. Numerous subsequent studies since 1990 have supported the main tenets of the theory. New findings have enlarged our knowledge of the relevant mediators and moderators as well as showing new applications (Locke & Latham, 2013). Among these discoveries are when to set learning rather than performance goals, the effect of goals primed in the subconscious on job performance, and that goal effects are enhanced by having people write at length about them.

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Section: Lockementioning

confidence: 99%

The development of goal setting theory: A half century retrospective.

2019

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“…The main one at that time was: ''How do you know your Wndings are not just a laboratory phenomenon with no generalizability to the world of work?'' (e.g., Hinrichs, 1970). I had no answer.…”

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confidence: 99%

Great Minds in Management: The Process of Theory Development

2006

Society and Business Review

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“…Whilst a rejection of what scientific psychology consists of is regarded as unnecessary and unwarranted, a sober consideration of research and professional trends in the discipline at large leads to the general conclusion that all is not well. Despite the overall growth in empirically based knowledge of human behaviour, psychology as well as its applied offshoot, industrial/organizational psychology (hereafter referred to as I/O psychology), are increasingly becoming mosaics of fragmented and loosely connected research enterprises, conceptual schemes and empirical results (Deese, 1972;Hinrichs, 1970;Jordaan & Jordaan, 1980;Mitchell, 1979;Raubenheimer, 1981;Royce, 1965).…”

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confidence: 99%

An Epistemological View of Industrial/Organizational Psychology: Some Perspectives and Implications for Future Knowledge Development

Pietersen

1989

South African Journal of Psychology

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The epistemological nature of science and industrial/organizational (I/O) psychology is considered against the backdrop of scientific divergence and fragmentation, and the consequent need for theory development and knowledge integration. Two basic epistemologies, related to traditions of thought in western science, are identified, namely, the analytic and synthetic modes of knowledge. With the aid of a number of sensitizing concepts such as scope of knowledge, process of knowledge development and time-perspective of knowledge, the epistemological characteristics and preferences encountered in I/O psychology are discussed in some detail. The major conclusion is that the discipline is clearly operating within the classic (analytic or positivist) mode of scientific endeavour. The most important implication for future knowledge development is co-equivalence of both analytic (differentiative) and synthetic (integrative) modes of knowledge and related methods, which should be regarded in a dialectical manner. This is postulated as necessary in order to escape the threat of becoming a technological fragment of a science, tied to a onesided epistemology.Teen die agtergrond van 'n toenemend divergerende tendens in die wetenskap en die gepaardgaande behoefte aan teorie-ontwikkeling en kennis-integrasie, word aandag geskenk aan die epistemologiese aard van bedryfs/organisasie-sielkunde. Twee denktradisies word ge'identifiseer, naamlik, die analitiese en sintetiese benaderinge. Met behulp van 'n aantal sensiterende dimensies soos lokus van kennis, omvang (skopus) van kennis, proses van kennisontwikkeling en tydsperspektief van kennis, word die epistemologiese eienskappe en voorkeure van bedryfs/organisasie-sielkunde in besonderhede bespreek. Die hoofslotsom is dat die dissipline duidelik steeds beoefen word binne die analitiese (positivistiese) benadering tot kennis en waarheid. Die belangrikste implikasie hiervan vir toekomstige kennisontwikkeling is 'n gelykwaardigheid van beide die analitiese (differensierende) en sintetiese (integrerende) benaderinge tot kennis van die werksmens, wat op dialektiese wyse beskou moet word. Voorgenoemde word gepostuleer as van kardinale belang om die gevaar van 'n tegnologie-behepte en gefragmenteerde wetenskap wat verbind is aan 'n eensydige epistemologie, te vermy. 101Of late it seems to have become fashionable critically to reflect upon the status quo, and especially the theoretical adequacy, of psychology as scientific undertaking (see for example, Retief, 1985). Whilst a rejection of what scientific psychology consists of is regarded as unnecessary and unwarranted, a sober consideration of research and professional trends in the discipline at large leads to the general conclusion that all is not well. Despite the overall growth in empirically based knowledge of human behaviour, psychology as well as its applied offshoot, industrial/organizational psychology (hereafter referred to as I/O psychology), are increasingly becoming mosaics of fragmented and loosely connected research enterpri...

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Psychology of Men at Work

Cited by 15 publications

References 79 publications

The development of goal setting theory: A half century retrospective.

The development of goal setting theory: A half century retrospective.

Great Minds in Management: The Process of Theory Development

An Epistemological View of Industrial/Organizational Psychology: Some Perspectives and Implications for Future Knowledge Development

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