An Empirical Research on Goal-setting Theory---The U Digital Game Company for Example

• Main Authors: Jason Hung, 洪景鑫
• Other Authors: Liang, Shin-An
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/04366647422913847511

碩士 === 國立臺北大學 === 企業管理學系碩士在職專班 === 98 === Management by objective (MBO) is one of the most important management activities in a company, while the goal-setting is the most critical element of MBO. Locke's “goal-setting theory" to set guidelines for the correct way of setting goals, Locke think clear, specific and challenging goal is the major force to motivate staff achieve goals, Locke also found specific, difficult goal than those who advocate "do the best" of men have higher performance. So the purpose of this study is the actual case studies to prove "goal-setting theory", at the same time, through empirical research on "task-performance" oriented goal-setting method to verify that it has a positive impact on job performance. This research analysis methods include descriptive statistics, questionnaire of the reliability and validity analysis, correlation analysis, regression analysis, independent sample t-test, one-way analysis of variance (ANOVA), the main study results as follows: 1. Clear goals will cause motivation effects on the job. 2. Clear goals will enhance job performance. 3. More difficult and accepted goals will achieve better performance. 4. "Task-performance" oriented goal-setting will enhance job performance. 5. feedback factors will cause interference effects in indepentant variables and depentant variables. According to this study results showed the research's contribution in theory and practice, At the same time, the study results can be provided to other companies as a reference when they are in the implementation of MBO and performance management activities. Finally, this study also proposed research restrictions and the research directions for subsequent researchers. Key words: management by objective, performance management, task performance, goal setting, feedback, job motivation, job performance.