社会与工程心理学研究室知识库

近年来，社会认知模式已成为研究工作管理、教育、运动领域中成就动机和成就行为的基础，成就目标定向则是这种研究模式的集中体现。成就目标定向是个体在成就情境中，展示自己的能力并使自己行为更有效的一种内在特质，在成就活动中它决定个体的认知、情感和行为方式。本研究关于企业员工成就目标定向结构，成就目标定向与相关因素关系的探讨，对于调动企业员工的积极性、主动性和创造性，增进企业的核心竞争力具有重要的理论意义和现实意义。
本研究采用文献研究法，访谈法，内容分析法，问卷调查法等方法探讨了企业员工成就目标定向的内部结构，成就目标定向与相关因素的关系，这些因素包括前因变量，后果性变量和中介变量。在数据处理方面，采用了相关分析、回归分析、探索性因素分析，验证性因素分析，验证性因素分析和结构方程等统计方法。前后总共一调查了2100多名企业员工。
整个调查主要由5部分组成:(1)分析了企业员工成就目标定向I均内部构，建构了企业员工成就目标定向量表，并提出了企业员工成就目标定向三因素五维度结构模型，即学习目标定向、成绩目标定向和社会目标定向三个因素，其中成绩目标定向是由成绩一证实认可目标和成绩一避免目标维度构成，社会目标定向由社会责任目标和社会 支持目标维度构成。研究表明，成就目标定向量表具有良好的信度和效度； （2 )分析了成目标定向与成就动机、自我监控策略和工作绩效的关系。研究发现，成就目标定向是通过影响员工的内在动机、外在动机自我监控策略对员工的任务绩效、关系绩效起作用的;(3)分析了成就目标定向与反馈过程对个体的操作成绩和任务满意感的影响。研究发现，对于个体的操作成绩，成就目标定向和绩效反馈类型的主效应非常显著，成就目标定向分别与绩效反馈类型、绩效反馈性质的交互作用也非常显著。对于个体的任务满意感，成就目标定向和绩效反馈性质的主效应非常显著，成就目标定向分别与绩效反馈类型、绩效反馈的性质的交互作用也非常显著。研究结果说明，成就目标定向和绩效反馈过程，成就目标定向与绩效反馈过程的交互作用对个体的操作成绩和任务满意感都有着重要影响;(4)分析了成就目标定向与寻求反馈行为的关系。研究发现，成就目标定向是通过影响个体的自我效能感对个体的寻求反馈数量，寻求反馈努力程度起作用的，而不是通过寻求反馈代价和寻求反馈价值起作用。成就目标定向各个维度对寻求反馈策略，寻求反馈类型均有不同程度的预测作用;(5)分析了不同人口学变量的成就目标定向差异。研究发现，不同性别、婚姻状况、年龄、工作性、教育程度、任职时间、地区来源、公司性质、公司规模、公司效益的员工存成就目标宁向各个维度上均有不同程度的差异。
文章最后对本研究存在的不足和进一步要解决的问题进行了一说明。

The purposes of this research were to investigate the structure of achievement goal orientation (AGO) of the enterprise staff, and to develop a reliable and valid AGO scale for them as well as to study the antecedents and consequences of AGO. For these purposes, some standard research methods, such as group interview, semi-open questionnaire, and standard questionnaire etc. were put into use. In addition, regression analysis, correlation analysis, exploratory factor analysis, and confirmatory factor analysis and latent variable path analysis of SEM were also applied for data analysis. More than 2100 staffs were surveyed.
This research was divided into five parts: (1) Analysis of the inner structure of the AGO and the establishment of AGO questionnaire by in depth interview, open questionnaire and structural questionnaire investigation. It was proved that AGO was a three-factor and five levels structure and all its subscales have been proved to have good reliability and validity; (2) Discussion about the relationship among achievement goal orientation, achievement motivation, self regulation tactics and performance. 1t was discovered that achievement goal orientation has mediating effects on task and contextual performance by affecting the achievement motivation and self-regulation tactics of enterprise staffs; (3) Discussion about the influence of achievement goal orientation and feedback process on individual task performance and satisfaction. This study was further divided into two parts. In the first part, it was found that the main effect of achievement goal orientation and the type of feedback on task performance was significant, the interaction effect of achievement goal orientation, the type of feedback and the content of feedback on task performance were also significant. In the second part, we found that the main effect of achievement goal orientation and the content of feedback on task satisfaction were also significant, the interaction effect of achievement goal orientation, the type of feedback and the content of feedback on task satisfaction were also significant; (4) Discussion about the relationship between achievement goal orientation and feedback seeking behavior by questionnaire investigation. According to the statistics, we found that achievement goal orientation affected the number and effort of feedback seeking behavior by influencing individual's s-elf-efficacy and the value of feedback seeking behavior; (5) Discussion about the demographical variables' effects on achievement goal orientation. The detnographical variables include sex, marriage, age, job, education, experience, birthplace and the ownership of enterprises. It was found that every antecedent variable has some significant effects on achievement goal orientation.
Current limitations and future research orientation were also discussed at the end of the dissertation.