Goal Setting and Performance Evaluation: An Attributional Analysis.
研究目标设定如何影响主管对员工绩效的评估及归因，发现指定目标比参与或自定目标更易导致归因偏差，且高参与目标员工在绩效、能力、努力和承诺上获更高评价。
The present study considered the effect of goal setting on supervisors' evaluations of employees' performance and the causes attributed to that performance. Results indicated that attributional distortions were greater in the assigned than in the participative or self-set goal conditions. Supervisors rated the high participatively-set goal worker significantly higher in performance, ability, effort, and goal commitment than they rated the low participatively-set goal worker.