Work-related goal perceptions and affective well-being

Area of Science:

• Psychology
• Organizational Behavior
• Well-being Studies

Background:

• Understanding the interplay between goal perceptions, affective well-being, and goal commitment is crucial for employee motivation and performance.
• Previous research has explored these constructs individually, but a comprehensive model integrating their relationships is needed.

Purpose of the Study:

• To investigate how perceptions of work-related goals influence affective well-being and goal commitment.
• To examine the mediating roles of perceived value and success expectation in these relationships.
• To identify distinct determinants for goal value and success expectation.

Main Methods:

• A quantitative study involving 201 participants who completed the Goal Perceptions Questionnaire and affect scales.
• Structural equation modeling was employed to refine and test a theoretical model.

Main Results:

• Perceived value and success expectation significantly mediated the impact of other goal perceptions on affective well-being and commitment.
• Both value and success expectation positively influenced goal commitment.
• Perceived value was associated with increased positive affects, while success expectation was linked to reduced negative affects.
• Factors influencing goal value (e.g., personal origin) differed from those influencing success expectation (e.g., personal control).

Conclusions:

• Perceptions of work-related goals, particularly their value and expected success, are key drivers of both affective well-being and commitment.
• Effective goal setting strategies can foster employee well-being and commitment simultaneously.
• Tailoring goals to align with personal values and enhance perceived control can optimize outcomes.