Approximating the ZPD? Young children's judgements of appropriate task level for learning.

This research examined how 3-6-year-olds judge appropriate levels of counting games based on a person's ability, desire for learning and degree of difficulty. Study 1 found that 3-year-olds did not consider a character's ability or desire, whereas older children gave high ability characters large number games and low ability characters small number games when the characters wanted to play a manageable game. However, older children gave large number games to characters who wanted to learn counting, regardless of their ability. In Study 2, in addition to a similar developmental change of jointly considering a character's ability and desire, it was found that 5-and 6-year-olds were more sensitive to the degree of difficulty. They were more careful than younger children to choose exceedingly large number games given the character's ability and desire. Implications for children's understanding of the Zone of Proximal Development (ZPD) and goal orientation are discussed.

Building a committed workforce: the synergistic effects of coaching leadership, organizational self-esteem, and learning goal orientation.

In today's volatile, uncertain, complex, and ambiguous (VUCA) work environments, mitigating employee burnout and turnover has become a critical concern. The enhancement of employee engagement stands out as a pivotal focus in corporate human resource management. Coaching leadership focuses on the encouragement and inspiration of employees, which can effectively stimulate the internal potential of employees, enhance work ability and enhance engagement. However, previous research on the relationship between coaching leadership style and employee engagement are limited, thus obscures the essential function in enterprise development and core competitiveness. The research collected 402 valid responses from MBA and EMBA students at the School of Business, and examines the effect of coaching leadership on employee engagement. Results indicate that coaching leadership significantly enhances multiple facets of employee engagement, including vigor, devotion, and absorption. Crucially, organizational self-esteem emerges as a mediating factor, while learning goal orientation strengthens the positive effects of coaching leadership. This research sheds light on the nuanced dynamics of effective leadership in contemporary workplaces, also it underscores the need for more nuanced, industry-specific analyses and broader exploration of moderating variables. Ultimately, the insights garnered hold profound implications for leadership training, human resource strategies, and performance metrics, emphasizing a more integrative and holistic approach to leadership and employee development in vocational contexts.

Academic self-handicapping as a mediator of the relation between imposterism and academic goal orientation: testing invariance by gender and underrepresented status.

Objective: Imposterism and academic self-handicapping (ASH) are related to negative outcomes in college students. We examined whether the relationship between imposterism and academic goal orientations is mediated by ASH across men and women and for students who are underrepresented on campus. Participants: Participants were 852 undergraduates (29.1% men, 26.1% first-generation, and 22.1% from underrepresented racial/ethnic groups at the predominantly white institution (PWI) where data was gathered). Methods: Participants completed self-report scales assessing imposterism, ASH, and academic goal orientation. Results: ASH partially mediated the relationship of imposterism to mastery and performance approach academic goal orientations. High imposterism was directly related to high performance-avoidance orientation. Our model was invariant to gender; while it did not appear to be invariant to underrepresented status, this was accounted for by first-generation student status. Conclusions: Results have implications for the classroom and creation of interventions to minimize ASH and imposterism and their impact on student success.

Dimensionalized goal orientation, innovation climate, and knowledge sharing behavior in higher education research teams.

Knowledge sharing behavior (KSB) in the work process is governed by achievement goals and organizational environments. It is of great value to focus on whether achievement goal orientation can effectively predict the employees knowledge sharing in the context of team innovation climate. On the basis of the data from 29 scientific research teams in China's higher education, a multi-layer linear model is constructed to investigate the cross-level relationship. The study finds that learning goal orientation (LGO) and performance proof orientation (PPO) contribute to knowledge sharing, performance avoidance orientation (PAO) tends to be knowledge hiding, and their political skills (PS) consolidate the connections. Team innovation climate not only promotes knowledge sharing behavior, but also activates the traits related to individuals' shared behavior in performance proof orientation, which has enhanced the relationship between achievement goal orientation and knowledge sharing, but has no effect on learning goal orientation and performance avoidance orientation.

How and when team-member exchange influences knowledge hiding behaviors: A moderated dual-pathway model.

Purpose: This study explored the influence of team member exchange on employees' knowledge hiding behaviors via job embeddedness and work alienation, with learning goal orientation acting as the boundary condition. Method: ology: This study adopted a quantitative multi-study research methodology to validate the proposed hypotheses, combining a time-lagged field study with 459 in-service employees and a scenario-based experiment with 128 university students at a northern university in China. Findings: In Study 1 (field study), team-member exchange was negatively associated with knowledge hiding, and job embeddedness and work alienation mediated this relationship. Perceptions of learning goal orientation can amplify the effect of team-member exchange on job embeddedness and work alienation, which in turn reduces knowledge hiding behaviors. A subsequent experiment (Study 2) almost replicated and supported these findings, but work alienation did not play a role as an intermediary in the relationship between team member exchange and knowledge hiding behavior. Practical implications: Managers should stimulate social exchanges among team members to inhibit knowledge hiding behaviors and prioritize individuals exhibiting higher learning goal orientations when deciding whom to hire. Originality: This research identifies and rationalizes how (underlying mechanisms) and when (contingencies) team-member exchange can make a difference in employees' knowledge hiding behaviors, expanding and advancing further research on the knowledge hiding phenomenon from a team perspective.

Does environmental innovation have peer effects? The moderating role of slack resources and avoidance goal orientation.

Exploring the interactive patterns of environmental innovation behavior among firms is of great significance for improving the level of environmental innovation in the whole industry and achieving sustainable development. Based on social interaction theory, this study examines the peer effect of a firm's environmental innovation and the moderating effects of slack resources and avoidance goal orientation. A total of 1210 listed companies in China's manufacturing industry from 2015 to 2020 comprised the research sample, and the researchers used multiple regression analysis to analyze the data. The results indicate a peer effect of environmental innovation among firms; that is, firms' environmental innovation will positively impact the environmental innovation of other firms in the industry. Slack resources positively moderate the peer effect of environmental innovation among firms, and firms' avoidance goal orientation weakens that moderating effect. This study reveals the internal mechanism of the peer effect of environmental innovation and provides new management implications for managers' environmental-innovation decision-making.

Compete or Cooperate? Goal Orientations and Coworker Popularity in the Knowledge-Sharing Dilemma.

Focusing on two goal orientations (the learning and performance prove-goal orientation), this study proposed a different mechanism for dealing with the knowledge-sharing dilemma. We analyzed data from 257 employee-coworker dyads, finding that the learning goal orientation positively affected knowledge sharing, while the performance prove-goal orientation negatively affected knowledge sharing. In addition, highlighting the importance of coworker influence, our analysis showed that coworker popularity served as social cue to boost the main effects of knowledge sharing. Specifically, the positive relationship between the learning goal orientation and knowledge sharing and the negative relationship between the performance prove-goal orientation and knowledge sharing were stronger when coworker popularity was higher. These findings contribute to articulating theoretical directions at the individual level for addressing the dilemma associated with knowledge sharing. Furthermore, they offer practical implications by emphasizing the ongoing importance of considering the influence of coworkers, who serve as crucial exchange partners during task execution.

Goals in old age: What we want when we are old and why it matters.

Across the lifespan, goals change in response to developmental changes in opportunities and demands, but they also bring about developmental changes regarding the acquisition of skills and resources. Generally, developing (selection), pursuing (optimization), and maintaining goals in the face of losses (compensation) contributes to successful development across the lifespan and to healthy aging in particular. Goals are dynamic; their content changes in sync with developmental goals. Moreover, there is a marked shift from a predominant orientation towards achieving gains in young adulthood and an increasingly stronger orientation towards maintenance and the avoidance of losses in older adulthood, reflecting increases in losses in various domains of functioning across adulthood. This shift in goal orientation appears to be adaptive in that older (but not younger) adults report higher well-being, are more persistent, and perform better when pursuing goals geared towards maintenance and loss-avoidance.

Theories of motivation: A comprehensive analysis of human behavior drivers.

This paper explores theories of motivation, including instinct theory, arousal theory, incentive theory, intrinsic theory, extrinsic theory, the ARCS model, self-determination theory, expectancy-value theory, and goal-orientation theory. Each theory is described in detail, along with its key concepts, assumptions, and implications for behavior. Intrinsic theory suggests that individuals are motivated by internal factors like enjoyment and satisfaction, while extrinsic theory suggests that external factors like rewards and social pressure drive behavior. Arousal theory says that to feel motivated, people try to keep an optimal level of activation or excitement. Incentive theory suggests that behavior is driven by the promise of rewards or the threat of punishment. The ARCS model, designed to motivate learners, incorporates elements of attention, relevance, confidence, and satisfaction. Self-determination theory proposes that individuals are motivated by their needs for autonomy, competence, and relatedness. The expectation-value theory suggests that behavior is influenced by individuals' beliefs about their ability to succeed and the value they place on the task. The goal-orientation theory suggests that individuals have different goals for engaging in a behavior. By understanding these different theories of motivation, educators, coaches, managers, and individuals may analyze what drives behavior and how to harness it to achieve their goals. In essence, a nuanced comprehension of these diverse motivation theories equips individuals across varied domains with a strategic toolkit to navigate the complex landscape of human behavior, fostering a more profound understanding of what propels actions and how to channel these insights toward the attainment of overarching goals.

Introducing Entropy into Organizational Psychology: An Entropy-Based Proactive Control Model.

This paper provides a systematic review of the transfer and quantification of the concept of entropy in multidisciplinary fields and delves into its future applications and research directions in organizational management psychology based on its core characteristics. We first comprehensively reviewed the conceptual evolution of entropy in disciplines such as physics, information theory, and psychology, revealing its complexity and diversity as an interdisciplinary concept. Subsequently, we analyzed the quantification methods of entropy in a multidisciplinary context and pointed out that their calculation methods have both specificity and commonality across different disciplines. Subsequently, the paper reviewed the research on how individuals cope with uncertainty in entropy increase, redefined psychological entropy from the perspective of organizational management psychology, and proposed an "entropy-based proactive control model" at the individual level. This model is built around the core connotation of entropy, covering four dimensions: learning orientation, goal orientation, change orientation, and risk taking. We believe that psychological entropy, as a meta structure of individuals, can simulate, explain, and predict the process of how individuals manage and control "entropy" in an organizational environment from a dynamic perspective. This understanding enables psychological entropy to integrate a series of positive psychological constructs (e.g., lean spirit), providing extensive predictive and explanatory power for various behaviors of individuals in organizations. This paper provides a new direction for the application of the concept of entropy in psychology, especially for theoretical development and practical application in the field of organizational management.

Conscientiousness, Students' Goal Orientation, and Reasoning Ability: Significance for Educational Standards.

Previous studies show that students' goal orientation and conscientiousness are related to academic performance. Few studies, however, allow conclusions to be drawn about the factor structure of goal orientation and its distinctions from conscientiousness. In a study with N = 145 secondary school students (M = 13.9, SD = 0.85; 41% male), we investigated if the residuals of latent factors of goal orientation are still meaningfully correlated with academic performance and reasoning. Based on structural equation models, we have replicated the theoretically derived four-factor structure and showed that conscientiousness explains 29% of the variance in learning goals and 40% of the variance in work avoidance. Furthermore, we show that the residuals of goal orientation are mainly not significantly related to reasoning or educational standards (only work avoidance correlated with reasoning, and performance goals correlated with educational standards). Educational standards were highly correlated with reasoning. Implications for school practice and possible interventions are discussed.

Perfis de envolvimento parental no futebol juvenil: Um estudo com jovens atletas / Perfiles de participación de los padres en el fútbol juvenil: Un estudio con atletas jóvenes / Parental involvement profiles in football: A study with young players

Este estudo analisou as diferenças na perceção dos atletas acerca dos comportamentos parentais, considerando também a importância do escalão desportivo dos atletas. Além disso, foi analisado se diferentes perfis de envolvimento parental, segundo a avaliação dos atletas aos seus pais, correspondiam a diferenças na orientação motivacional e na perceção de rendimento dos jovens atletas. Participaram no estudo 292 atletas do sexo masculino com idades compreendidas entre os 12 e 19 anos (M = 15.0; DP = 1.5), praticantes de futebol no campeonato nacional. Foram aplicados três instrumentos, (1) Questionário de Comportamentos Parentais no Desporto; (2) Escala de Objetivos de Realização no Desporto Juvenil; (3) Questionário de Perceção de Rendimento Desportivo. Os resultados indicaram (a) diferenças na perceção de comportamentos do pai e da mãe separadamente, sendo que, a perceção dos atletas variou em função do seu escalão desportivo; e (b) a orientação motivacional e a perceção de rendimento variaram em função do perfil de envolvimento parental percebido. Em suma, os resultados demonstram a importância do envolvimento parental no desporto juvenil, devendo este fator ser considerado pelos profissionais que intervêmjunto dos jovens atletas.(AU)

Este estudio analizó las diferencias en la percepción de los atletas sobre los comportamientos de sus padres, considerando también la importancia del nivel deportivo de los atletas. Además, se analizó si los diferentes perfiles de participación de los padres, según la evaluación de los deportistas sobre sus padres, se correspondían con diferencias en la orientación motivacional y en la percepción del rendimiento de los jóvenes deportistas. Participaron del estudio 292 atletas masculinos con edades entre 12 y 19 años (M = 15,0; SD = 1,5), futbolistas del campeonato nacional. Se aplicaron tres instrumentos, (1) Cuestionario de Conductas Parentales en el Deporte; (2) Escala de Metas de Logro en Deportes Juveniles; (3) Cuestionario de Percepción del Rendimiento Deportivo. Los resultados indicaron: (a)diferencias en la percepción de los comportamientos del padre y de la madre por separado, y la percepción de los deportistas varió según su nivel deportivo; e (b)la orientación motivacional y la percepción de rendimiento varió según el perfil de participación parental percibida. En resumen, los resultados demuestran la importancia de la participación de los padres en el deporte juvenil, y este factor debe ser considerado por los profesionales que trabajan con jóvenes deportistas.(AU)

This study analysed the differences in athletes’ perception of parental behaviours, considering the importance of athletes’ age category. It was also verified if different parental involvement profiles, according to athletes’ evaluation of their parents’ behaviours, corresponded to differences in motivational orientation and in performance perception of the young athletes. The study included 292 male athletes, aged between 12 and 19 years old (M = 15.0; DP = 1.5), playing football in the national championship. Three instruments were used: (1) Parental Behaviours in Sports Questionnaire; (2) Achievement goal scale for youth sport; (3) Sport Performance Perception Questionnaire. The results indicated: (a)differences in the perception of father’s and mother’s behaviours, separately, and these differences changed according to athletes’ age category; and (b)motivational orientation and performance perception varied according to the perceived parental involvement profile. In sum, the results demonstrate the importance of parental behaviours in youth sports and this aspect should be considered by professionals who work with young athletes.(AU)

Do Achievement Goals Differently Orient Students' Academic Engagement Through Learning Strategy and Academic Self-Efficacy and Vary by Grade.

Background: Previous cross-sectional studies were on the basis of three categories of achievement goal orientation; therefore, it is not yet possible to fully examine whether achievement goal orientation affects academic engagement through learning strategies and self-efficacy and whether those effects vary by grade. Then, it is necessary to further explore whether different achievement goal orientations affect academic engagement through the mediation of learning strategies and academic self-efficacy from the perspective of integration of achievement goal orientation theory and social cognitive theory under the premise of four classifications of achievement goal orientation, if so, whether there is consistent-path structure between grades. Methods: Participants were 1429 high school students (647 male,782 female) were token as subjects through cluster sampling. The Achievement Goal Orientation Scale, Learning Strategies Scale, Academic self-efficacy Scale,and Academic Engagement Scale were used to measure achievement goal orientations, learning strategies, academic self-efficacy and academic engagement. Results: The mastery approach, performance approach, and performance avoidance indirectly predicted academic engagement through the chained mediated effects of learning strategies and academic self-efficacy, respectively. There were no direct or indirect predictive effects of mastery avoidance on students' academic engagement. The path structure constructs were consistent across grades, except for grade differences in the predictive relationships between mastery approach on learning strategies and mastery avoidance on learning strategies. Conclusion: As external achievement goals originate from others, regardless of valence approach or avoidance, performance goals indirectly orient academic engagement through chain multiple mediators of learning strategies and academic self-efficacy. As internal achievement goal originates from the individual itself, the mastery approach not only directly but also indirectly orients academic engagement through chain multiple mediators of learning strategies and academic self-efficacy. The path structure remains consistent but local relations vary across school years in China. Finally, the possible psychological mechanisms of goal orientations are discussed.

Childhood Adverse Experiences, Cognitive Flexibility And Goal Orientation In Adolescents.

To investigate correlation among childhood adverse experiences, cognitive flexibility, and goal orientation in adolescents, a cross-sectional study was conducted at the Riphah International University, Lahore, Pakistan, from July 2021 to March 2022, while data was collected from students of both private and governmentschools/colleges of Lahore. Non-Probability Purposive Sampling was carried out to recruit the sample of 250 participants, within the age range of 15-18 years. Sample size was determined by G Power Analysis and Greens Formula by Kang H (2021). Adverse Childhood Experience Scale, Cognitive Flexibility Scale, and Achievement Goal Questionnaire were used as toolsfor data collection. Data was analysed in SPSS version 21, using descriptive analysis, independent sample t-test, Pearson Product Moment Correlation and Multiple Regression Analysis. Results showed significant difference among males and females, results also revealed significant correlation among childhood adverse experiences, cognitive flexibility, and goal orientation in adolescents. It was also noted that childhood adverse experiences and cognitive flexibility are good predictors of goal orientation in adolescents. It was concluded that early adversity can negatively affect goal orientation and cognitive flexibility, whereas cognitive flexibility positively affects goal orientation in adolescents. It is also worth noting that females have complex cognitive flexibility which enhances their goal orientation as compared to males, in spite of their childhood adverse experience.

The Road to Mastery: An Analysis of Goal Orientation in the Transition from Medical School to Surgical Residency.

PURPOSE: Goal orientation (GO) is a psychological construct which describes an individual's intrinsic motivation for learning in terms of mastery and performance goals. Mastery goals relate to the intrinsic drive to learn for the sake of learning, while performance goals are oriented toward validating one's own competence by seeking favorable judgments (Performance Approach; PAP) or avoiding negative judgments (Performance Avoid; PAV). Having a mastery GO has been shown to improve overall job satisfaction as well as optimize job performance. We therefore aimed to examine how GO changes during the transition to residency, which is a notoriously challenging period in medical education, and identify interventions that can increase mastery of GO. METHODS: The validated Goal Orientation in Surgical Trainees (GO-ST) instrument was administered to incoming surgical interns (n = 19) during orientation in a single, university-based program and again at 3 months into the internship. The perceived stress scale (PSS) was also administered at 3 months. Focus groups were used to assess resident perceptions and identify interventions at the end of the 3-month period. RESULTS: Eighteen interns (95%) completed a baseline GO-ST assessment and the 3-month follow-up, including the PSS. Mastery GO decreased from orientation to 3-month follow-up for the entire cohort, but this was not significant (3.89-3.63; p = 0.19). Preliminary interns showed a significant increase in PAV orientation after 3 months (3.28-3.67; p = 0.04) and had significantly lower mastery orientation scores at this time (4.07 vs 3.19; p = 0.02). PSS was significantly higher in preliminary interns at 3 months (18.56 vs 11.89; p = 0.04). Those who were predominantly mastery oriented had significantly lower perceived stress scores (11.64 vs 20.10; p = 0.002) compared with those that had performance goal orientations (PAP and PAV). Five interns (28%) participated in focus groups-identifying pertinent themes: 1) Perceptions of competence, 2) Training security; 3) Feedback approach, 4) Expectations of competence, and 5) Approaches to growth. CONCLUSION: Mastery GO declines during the transition to surgical residency. Maladaptive PAV orientation increases in preliminary interns due to different short-term priorities and assumptions of competence. Expectations and perceptions of intern competence by senior residents and attendings have a large impact on intern GO. Identifying interventions that optimize mastery goal orientation and minimize performance avoid orientation will potentially minimize intern stress, thereby improving both well-being and clinical performance.

Fostering Learning Goals at Work: The Interplay of Dispositional and Workplace Learning Goal Orientation and Supervisor Appraisal Behavior.

A workplace that emphasizes personal learning and task mastery fosters employee development and performance. However, it is yet unclear which specific factors support such a learning goal-oriented workplace. Based on research in the educational domain, we investigated the reciprocal effects of dispositional learning goal orientation, supervisor's appraisal behavior, and a learning goal-oriented workplace. In a study with a repeated measurement design (N = 144 employees), we did not find support for an effect of supervisor's appraisal behavior (operationalized by the perceived use of self-reference norms and constructive handling of errors by employees) on workplace learning goal orientation over time. However, we found that a dispositional learning goal orientation of employees supports a learning goal-oriented work environment. Furthermore, workplace learning goal orientation had a cross-lagged effect on dispositional learning goal orientation and supervisor's appraisal behavior. By comparing our results from work to findings from the educational context, our results convey important theoretical implications about the construct of workplace goal orientation and suggest practical applications to foster a learning goal-oriented workplace in terms of personnel development and performance management.

How does ethical leadership influence nurses' job performance? Learning goal orientation as a mediator and co-worker support as a moderator.

BACKGROUND: Ethical nurse leaders play a pivotal role in helping their nurse employees deliver high-quality healthcare services. However, we still lack a comprehensive understanding of the mediating and moderating mechanisms by which ethical leadership improves job performance. PURPOSE: This study aims to investigate: (1) whether ethical leadership would enhance nurses' job performance; (2) whether learning goal orientation acts as a mediator; and (3) whether co-worker support operates as a moderator. PARTICIPANTS AND RESEARCH CONTEXT: We collected two-wave data from 218 nurses working in hospitals located in Jiangsu, China. RESEARCH DESIGN: A time-lagged study based on an online survey design was utilized for data collection between September 2022 and January 2023. PROCESS Model 5 was employed to test the research hypotheses. ETHICAL CONSIDERATIONS: We obtained ethics approval from the University Ethics Committee. The nursing participants were assured that their survey responses were completely anonymous. RESULTS AND DISCUSSION: Ethical leadership is not significantly correlated with job performance. However, ethical leadership has an indirect impact on nurses' job performance through the mediator (learning goal orientation). Moreover, co-worker support moderates the relationship between ethical leadership and job performance. CONCLUSION: The conceptual model provides us with a fine-grained understanding of the relationship between ethical leadership and nurses' job performance. We highlight the mediating role of learning goal orientation and the moderating role of co-worker support. We suggest that healthcare organizations should devote more efforts to promoting ethical leadership, co-worker support, and learning goal orientation.

Job search in a difficult labour market: linking goal orientation to job search strategies and outcomes with the moderating role of self-control.

This study addresses how goal orientation relates to different job search strategies to increase the chance of finding employment and quality jobs. We integrate the goal orientation theory with self-control to examine how the orientation of goals (i.e., performance-prove goal orientation (PPGO), performance-avoid goal orientation (PAGO) and learning goal orientation (LGO)) are associated with job search strategies (i.e., Focused Job Search Strategy- FJSS, Exploratory Job Search Strategy-EJSS, and Haphazard Job Search Strategy-HJSS) and how self-control moderates the process. In a three-wave study (nT1= 859; nT2 = 720; nT3 = 418), the hypotheses were tested using unemployed job seekers in Ghana. The results from the structural equation model show that learning goal oriented job seekers were inclined to search more focused and exploratory but engaged in less haphazard search. While PPGO facilitated EJSS, job seekers with PAGO searched more haphazardly but their search behaviour was less focused and exploratory. In addition, EJSS contributed to attending more job interviews, but HJSS decreased the chance of obtaining job interviews. Also, the interviews attended were associated with job offered, which in turn led to obtaining employment. Both FJSS and EJSS were related to employment quality but HJSS decreased employment quality. Interestingly, individual differences in self-control were found to moderate the relation between goal orientation and job search strategy. The use of EJSS was found to be more beneficial in difficult labour markets.

Effects of achievement goals on learning interests and mathematics performances for kindergarteners.

Background: Studies have investigated the effects of achievement goals on learning interests and mathematics performance above the elementary-school level. However, few studies have explored this topic among kindergarteners based on sound theoretical frameworks. Methods: Through the enrollment of 15 kindergarten teachers and 180 kindergarteners, this study re-validated newly developed measurements of kindergarteners' achievement goals and learning interests and used these measures to further clarify the effects of achievement goals on learning interests and mathematics performances using structural equation modeling. Results: The results indicate that (1) task-approach goals have positive effects on situational interest and advanced arithmetic performance, whereas task-avoidance goals have positive effects on individual interest. (2) Self-based goals have null effects on most learning interests and mathematics performance, but they have significant negative effects on numbering and counting performance. However, most of these null effects represent negative tendencies. (3) Other-approach goals have positive effects on situational interest and basic arithmetic performance, whereas other-avoidance goals have null effects on these outcomes but have an almost significant positive effect on numbering and counting performance. (4) Task-based goals and self-approach goals are generally beneficial for learning interests and mathematics performance. Conclusion: These results suggest that task-based goals and other-approach goals may be implemented with consideration of the potential long-term detrimental effects of social comparison on learning outcomes. Furthermore, possible negative effects of self-based goals must be monitored to prevent them from undermining learning outcomes. This study revealed consistent, inconsistent, and new evidence that, respectively, verifies, complements, and contradicts findings on the learning outcomes of students above the elementary-school level.

The dark and bright side of laissez-faire leadership: Does subordinates' goal orientation make a difference?

Laissez-faire leadership is universally considered to be the most ineffective leadership style. However, a few recent studies revealed that laissez-faire leadership may have modest or even significant positive influence on subordinates' work outcomes. To explain the inconsistent findings of laissez-faire leadership studies, the current study draws on stress theory and achievement goal theory to examine the boundary conditions and mechanisms underlying the impact of laissez-faire leadership on subordinates, cognitive appraisal and subsequent performance. Results from an experience sampling study of 68 supervisor-subordinate dyads that completed daily surveys over 10 consecutive work days indicated that: (1) when subordinates' learning goal orientation is high, the relationship between laissez-faire leadership and hindrance appraisal will be positive; the indirect relationship between laissez-faire leadership and subordinates' performance via subordinates' hindrance appraisal will be negative; and (2) when subordinates' performance-prove or performance-avoid goal orientation is high, the relationship between laissez-faire leadership and challenge appraisal will be positive; the indirect relationship between laissez-faire leadership and subordinates' performance via subordinates' challenge appraisal will be positive. This study found the double-edged sword effect of laissez-faire leadership at within-person level, which helps integrate inconsistent views in previous studies and explore the impact of laissez-faire leadership from a more nuanced and balanced perspective.