Effects of managers’ goal setting styles on subordinates’ degrees of commitment
- Authors: Van Lill, Xander
- Date: 2019
- Subjects: Goal setting in personnel management , Strategic planning , Employee motivation
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/291980 , uj:31722
- Description: Abstract: Background: Given the centrality of goal setting to managerial roles, it is surprising that limited attention has been paid to the impact of managers’ goal setting styles on subordinates’ goal reactions. This, in part, could be attributed to the absence of a coherent theoretical account of managers’ goal setting styles. A limited understanding and contradictory views surrounding subordinates’ goal reactions might also have restricted the number of studies on the interpersonal exchanges between managers and subordinates when setting goals. Considering the limited research, it is not surprising that predictive models of hierarchical goal setting are restricted to a few direct effects. Models that uncover the psychological processes underlying the serial formation of subordinates’ goal reactions to managers’ goal setting styles could, however, provide a more eloquent representation of hierarchical goal setting. Other interpersonal factors and individual characteristics, such as supervisor-focussed justice and the dimensions of the Five-factor Model of Personality (also referred to as the Big Five personality traits) could also have bearing on the ways in which subordinates make sense of managers’ goal setting styles, and might have implications for the ways in which subordinates react to goals. Research objectives: In order to address the shortcomings with respect to managers’ goal setting behaviours, Objective 1 was to investigate whether eight styles could be differentiated and arranged around the circumference of a circle (also known as a circumplex model). The eight factors differentiated included the reasonable, deliberative, considerate, complaisant, distorted, hostile, disregardful, and directive styles. Objective 2 was to address the theoretical paucity regarding goal reactions by establishing the extent to which four higher-order factors (each consisting of a cognitive, affective, volitional, and behavioural intentional facet) could be differentiated and presented in a typology. Goal reactions were conceived to consist of goal commitment, compliance, withdrawal, and resistance. Based on the premise that more coherent and differentiated models of styles and reactions could be developed, Objective 3 of the study was to investigate the serial indirect effects of goal setting styles on goal reactions, thereby uncovering the cognitive motivational mechanisms underlying hierarchical goal setting. Supervisor-focussed justice was further included as a variable in the serial mediational models to address Objective 4, which was to investigate the fairness criteria that subordinates employ when making sense of managers’ goal setting styles. Finally, Objective 5 was to determine the moderating effects of personality traits on the... , Ph.D. (Industrial Psychology)
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- Authors: Van Lill, Xander
- Date: 2019
- Subjects: Goal setting in personnel management , Strategic planning , Employee motivation
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/291980 , uj:31722
- Description: Abstract: Background: Given the centrality of goal setting to managerial roles, it is surprising that limited attention has been paid to the impact of managers’ goal setting styles on subordinates’ goal reactions. This, in part, could be attributed to the absence of a coherent theoretical account of managers’ goal setting styles. A limited understanding and contradictory views surrounding subordinates’ goal reactions might also have restricted the number of studies on the interpersonal exchanges between managers and subordinates when setting goals. Considering the limited research, it is not surprising that predictive models of hierarchical goal setting are restricted to a few direct effects. Models that uncover the psychological processes underlying the serial formation of subordinates’ goal reactions to managers’ goal setting styles could, however, provide a more eloquent representation of hierarchical goal setting. Other interpersonal factors and individual characteristics, such as supervisor-focussed justice and the dimensions of the Five-factor Model of Personality (also referred to as the Big Five personality traits) could also have bearing on the ways in which subordinates make sense of managers’ goal setting styles, and might have implications for the ways in which subordinates react to goals. Research objectives: In order to address the shortcomings with respect to managers’ goal setting behaviours, Objective 1 was to investigate whether eight styles could be differentiated and arranged around the circumference of a circle (also known as a circumplex model). The eight factors differentiated included the reasonable, deliberative, considerate, complaisant, distorted, hostile, disregardful, and directive styles. Objective 2 was to address the theoretical paucity regarding goal reactions by establishing the extent to which four higher-order factors (each consisting of a cognitive, affective, volitional, and behavioural intentional facet) could be differentiated and presented in a typology. Goal reactions were conceived to consist of goal commitment, compliance, withdrawal, and resistance. Based on the premise that more coherent and differentiated models of styles and reactions could be developed, Objective 3 of the study was to investigate the serial indirect effects of goal setting styles on goal reactions, thereby uncovering the cognitive motivational mechanisms underlying hierarchical goal setting. Supervisor-focussed justice was further included as a variable in the serial mediational models to address Objective 4, which was to investigate the fairness criteria that subordinates employ when making sense of managers’ goal setting styles. Finally, Objective 5 was to determine the moderating effects of personality traits on the... , Ph.D. (Industrial Psychology)
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Exploring the factor structure of the Passion Scale : Are the dualistic types of passion relevant for workers in the South African context?
- Bester, Marais S., Coetzee, Melinde, Van Lill, Xander
- Authors: Bester, Marais S. , Coetzee, Melinde , Van Lill, Xander
- Date: 2020
- Subjects: Harmonious passion , Obsessive passion , Passion Scale
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/459652 , uj:40886 , Citation: Bester, M.S., Coetzee, M., & Van Lill, X. (2020). Exploring the factor structure of the Passion Scale: Are the dualistic types of passion relevant for workers in the South African context? SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 46(0), a1788. https://doi. org/10.4102/sajip.v46i0.1788
- Description: Abstract: Orientation: It is not clear from research whether the dualistic model holds true across binary ethnic and gender groups in the South African organisational context. Research purpose: The present research aimed to test the validity and reliability of the two-factor Passion Scale and to assess for measurement invariance of the two-factor scale across binary ethnic and gender groups in the South African context. Motivation of the study: The construct of passion helps to better understand some of the psychological attributes that contribute to experiences of either well-being or strain at work and is therefore an important attribute to measure...
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- Authors: Bester, Marais S. , Coetzee, Melinde , Van Lill, Xander
- Date: 2020
- Subjects: Harmonious passion , Obsessive passion , Passion Scale
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/459652 , uj:40886 , Citation: Bester, M.S., Coetzee, M., & Van Lill, X. (2020). Exploring the factor structure of the Passion Scale: Are the dualistic types of passion relevant for workers in the South African context? SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 46(0), a1788. https://doi. org/10.4102/sajip.v46i0.1788
- Description: Abstract: Orientation: It is not clear from research whether the dualistic model holds true across binary ethnic and gender groups in the South African organisational context. Research purpose: The present research aimed to test the validity and reliability of the two-factor Passion Scale and to assess for measurement invariance of the two-factor scale across binary ethnic and gender groups in the South African context. Motivation of the study: The construct of passion helps to better understand some of the psychological attributes that contribute to experiences of either well-being or strain at work and is therefore an important attribute to measure...
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The manifestation of the 10 personality aspects amongst the facets of the Basic Traits Inventory
- Van Lill, Xander, Taylor, Nicola
- Authors: Van Lill, Xander , Taylor, Nicola
- Date: 2021
- Subjects: 10 personality aspectsre , Basic Traits Inventory , Bifactor structure
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/482767 , uj:43789 , Citation: Van Lill, X. & Taylor, N. 2021. The manifestation of the 10 personality aspects amongst the facets of the Basic Traits Inventory.
- Description: Abstract: Personality traits play an important role in the prediction of important work-related outcomes. Adapting the level at which personality constructs are measured can assist in predicting workrelated outcomes at the corresponding level of specificity with greater accuracy. This study investigates whether eight hierarchical factors (also referred to as personality aspects) manifest amongst the facets of the Basic Traits Inventory (BTI). The study is based on an archival dataset of 1359 South African employees. Orthogonal first-order, single-factor, higher-order, oblique lower-order and bifactor models were specified to investigate the hierarchical structure of eight of the 10 personality aspects. The evidence supports the notion that seven of the 10 personality aspects (as measured by the BTI) could be more parsimoniously interpreted as total scores, but not necessarily hierarchical factors, amongst South African employees. It is, therefore, practically meaningful for practitioners to calculate such scores when the need arises for more detailed levels of prediction when selecting applicants or developing employees.
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- Authors: Van Lill, Xander , Taylor, Nicola
- Date: 2021
- Subjects: 10 personality aspectsre , Basic Traits Inventory , Bifactor structure
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/482767 , uj:43789 , Citation: Van Lill, X. & Taylor, N. 2021. The manifestation of the 10 personality aspects amongst the facets of the Basic Traits Inventory.
- Description: Abstract: Personality traits play an important role in the prediction of important work-related outcomes. Adapting the level at which personality constructs are measured can assist in predicting workrelated outcomes at the corresponding level of specificity with greater accuracy. This study investigates whether eight hierarchical factors (also referred to as personality aspects) manifest amongst the facets of the Basic Traits Inventory (BTI). The study is based on an archival dataset of 1359 South African employees. Orthogonal first-order, single-factor, higher-order, oblique lower-order and bifactor models were specified to investigate the hierarchical structure of eight of the 10 personality aspects. The evidence supports the notion that seven of the 10 personality aspects (as measured by the BTI) could be more parsimoniously interpreted as total scores, but not necessarily hierarchical factors, amongst South African employees. It is, therefore, practically meaningful for practitioners to calculate such scores when the need arises for more detailed levels of prediction when selecting applicants or developing employees.
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The psychologist-lawyer dynamic in industrial psychologists’ psycho-legal activities
- Authors: Van Lill, Xander
- Date: 2013-07-18
- Subjects: Industrial psychology , Forensic psychology , Industrial psychologists - Professional relationships , Lawyers - Professional relationships
- Type: Thesis
- Identifier: uj:7655 , http://hdl.handle.net/10210/8524
- Description: M.Phil. (Industrial Psychology) , The objective of this study was to determine the psychologist-lawyer dynamics, prevalent in the psycho-legal activities of industrial psychologists. In order to reach this objective, repertory grid interviews were conducted with 10 participants, all of whom were industrial psychologists experienced in psycho-legal activities. During the interviews, the participants were asked to contrast their experiences in terms of the psychologist-lawyer dynamics, by eliciting similarities and differences between the psycho-legal cases which they identified. From the contrasts obtained in the interviews, the data were analysed in three consecutive stages, namely eyeball analysis, bootstrapping analysis, and the interpretation and sense-making of the themes. In the first stage of analysis, the repertory grids of the participants were scanned holistically to identify personal constructs. In the second stage of analysis, the personal constructs were categorised into themes, based on a process of continual scrutiny for similarities. During the final stage of analysis, the seven themes, categorised from the personal constructs of the participants, were interpreted and made sense of by using relevant literature on forensic psychology. The seven themes categorised from the data were: differing scientific worldviews of industrial psychologists and lawyers, the power differential in the psychologist-lawyer relationship, motives of the instructing lawyer, structure of the psychologist-lawyer relationship, the industrial psychologist's fees, objectivity of the industrial psychologist, and ethical principles in psycho-legal activities. Based on the seven themes, recommendations are made to important stakeholders such as industrial psychologists, the Professional Board for Psychology, lawyers instructing industrial psychologists, and universities. Furthermore, important limitations of this study are noted, from where recommendations for future research are made. Recommendations for stakeholders and future research in terms of the psychologist-lawyer dynamics in industrial psychologists’ psycho-legal activities are aimed at mediating the interdisciplinary and inter-professional dynamics between industrial psychologists and lawyers, in order to aid the sustained practice of industrial psychologists’ psycho-legal activities.
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- Authors: Van Lill, Xander
- Date: 2013-07-18
- Subjects: Industrial psychology , Forensic psychology , Industrial psychologists - Professional relationships , Lawyers - Professional relationships
- Type: Thesis
- Identifier: uj:7655 , http://hdl.handle.net/10210/8524
- Description: M.Phil. (Industrial Psychology) , The objective of this study was to determine the psychologist-lawyer dynamics, prevalent in the psycho-legal activities of industrial psychologists. In order to reach this objective, repertory grid interviews were conducted with 10 participants, all of whom were industrial psychologists experienced in psycho-legal activities. During the interviews, the participants were asked to contrast their experiences in terms of the psychologist-lawyer dynamics, by eliciting similarities and differences between the psycho-legal cases which they identified. From the contrasts obtained in the interviews, the data were analysed in three consecutive stages, namely eyeball analysis, bootstrapping analysis, and the interpretation and sense-making of the themes. In the first stage of analysis, the repertory grids of the participants were scanned holistically to identify personal constructs. In the second stage of analysis, the personal constructs were categorised into themes, based on a process of continual scrutiny for similarities. During the final stage of analysis, the seven themes, categorised from the personal constructs of the participants, were interpreted and made sense of by using relevant literature on forensic psychology. The seven themes categorised from the data were: differing scientific worldviews of industrial psychologists and lawyers, the power differential in the psychologist-lawyer relationship, motives of the instructing lawyer, structure of the psychologist-lawyer relationship, the industrial psychologist's fees, objectivity of the industrial psychologist, and ethical principles in psycho-legal activities. Based on the seven themes, recommendations are made to important stakeholders such as industrial psychologists, the Professional Board for Psychology, lawyers instructing industrial psychologists, and universities. Furthermore, important limitations of this study are noted, from where recommendations for future research are made. Recommendations for stakeholders and future research in terms of the psychologist-lawyer dynamics in industrial psychologists’ psycho-legal activities are aimed at mediating the interdisciplinary and inter-professional dynamics between industrial psychologists and lawyers, in order to aid the sustained practice of industrial psychologists’ psycho-legal activities.
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The relationship between managers’ goal-setting styles and subordinates’ goal commitment
- Van Lill, Xander, Roodt, Gerhard, De Bruin, Gideon P.
- Authors: Van Lill, Xander , Roodt, Gerhard , De Bruin, Gideon P.
- Date: 2020
- Subjects: Work motivation , Goal-setting styles , Supervisor-focused interactional justice
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/456718 , uj:40470 , Citation: Van Lill, X., Roodt, G. & De Bruin, G.P., 2020, ‘The relationship between managers’ goal-setting styles and subordinates’ goal commitment’, South African Journal of Economic and Management Sciences 23(1), a3601. https://doi. org/10.4102/sajems. v23i1.3601 , ISSN: (Online) 2222-3436
- Description: Abstract: Background: Convincing employees to set aside their self-interests and commit to collective goals is essential for the effective functioning of organisations. It is critical that the impact of different managerial goal-setting styles, and the associated impressions of fair interpersonal treatment in the workplace, is understood from subordinates’ perspective. This might clarify the psychological mechanisms involved in motivating subordinates to commit to organisational goals. Aim: The primary aim of this article is to determine the relationship between managers’ goalsetting styles and subordinates’ goal commitment. The secondary aim is to determine whether this relationship is mediated by interactional justice. Setting: A total of 451 working adults completed an online or paper-and-pen survey. Methods: A mediator model was conducted in structural equation modelling with maximum likelihood estimation and Bollen-Stine bootstrapping, with 5000 bootstrap resamples, to test the hypotheses. Results: The perception that managers are deliberative had the greatest positive direct relationship with subordinates’ goal commitment, followed by the directive style. Subordinates’ perception of managers as complaisant, in turn, were unrelated to goal commitment (amotivational), whereas the perception of managers as hostile had a negative relationship with goal commitment. Informational justice, not interpersonal justice, emerged as the only mediating variable. Conclusion: Managers should be encouraged to actively seek feedback from subordinates on their goal-setting styles. Managers can accordingly adapt their behaviour to effectively motivate subordinates to commit to organisational goals.
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- Authors: Van Lill, Xander , Roodt, Gerhard , De Bruin, Gideon P.
- Date: 2020
- Subjects: Work motivation , Goal-setting styles , Supervisor-focused interactional justice
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/456718 , uj:40470 , Citation: Van Lill, X., Roodt, G. & De Bruin, G.P., 2020, ‘The relationship between managers’ goal-setting styles and subordinates’ goal commitment’, South African Journal of Economic and Management Sciences 23(1), a3601. https://doi. org/10.4102/sajems. v23i1.3601 , ISSN: (Online) 2222-3436
- Description: Abstract: Background: Convincing employees to set aside their self-interests and commit to collective goals is essential for the effective functioning of organisations. It is critical that the impact of different managerial goal-setting styles, and the associated impressions of fair interpersonal treatment in the workplace, is understood from subordinates’ perspective. This might clarify the psychological mechanisms involved in motivating subordinates to commit to organisational goals. Aim: The primary aim of this article is to determine the relationship between managers’ goalsetting styles and subordinates’ goal commitment. The secondary aim is to determine whether this relationship is mediated by interactional justice. Setting: A total of 451 working adults completed an online or paper-and-pen survey. Methods: A mediator model was conducted in structural equation modelling with maximum likelihood estimation and Bollen-Stine bootstrapping, with 5000 bootstrap resamples, to test the hypotheses. Results: The perception that managers are deliberative had the greatest positive direct relationship with subordinates’ goal commitment, followed by the directive style. Subordinates’ perception of managers as complaisant, in turn, were unrelated to goal commitment (amotivational), whereas the perception of managers as hostile had a negative relationship with goal commitment. Informational justice, not interpersonal justice, emerged as the only mediating variable. Conclusion: Managers should be encouraged to actively seek feedback from subordinates on their goal-setting styles. Managers can accordingly adapt their behaviour to effectively motivate subordinates to commit to organisational goals.
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