Theory Database - Theory 23: Goal Setting theory

This is a searchable database of theories of behaviour change that have been formalised according to an Ontology-Based Modelling System.

For more information, see:

West, R., Godinho, C. A., Bohlen, L. C., Carey, R. N., Hastings, J., Lefevre, C. E., & Michie, S. (2019). Development of a formal system for representing behaviour-change theories. Nature human behaviour, 3(5), 526. doi.org/10.1038/s41562-019-0561-2.
Hale, J., Hastings, J., West, R., Lefevre, C. E., Direito, A., Connell Bohlen, L., Godinho, C., Anderson, N., Zink, S., Goarke, H., and Michie, S. (2020) An ontology-based modelling system (OBMS) for representing behaviour change theories applied to 76 theories [version 1; peer review: 2 approved]. Wellcome Open Research.

Theory 23: Goal Setting theory

Number of Constructs: 23
Number of Triples: 51

Theory triples

Directive function influences Task performance
Energising function influences Task performance
Goals influences Task-relevant knowledge and strategies / ability
Persistence influences Task performance
Task-relevant knowledge and strategies / ability influences Task performance
Incentives influences Self-set goals
Incentives influences Self-efficacy
Self-efficacy influences Goals
Feedback influences Self-efficacy
Self-efficacy influences Task performance
Task performance influences Goal achievement
Goal achievement influences Satisfaction
Feedback influences the 'Goals ' to 'Persistence' Influences (*) relationship
Task-relevant knowledge and strategies / ability influences the 'Persistence' to 'Task performance' Influences relationship
Task-relevant knowledge and strategies / ability influences the 'Energising function' to 'Task performance' Influences relationship
Task-relevant knowledge and strategies / ability influences the 'Directive function' to 'Task performance' Influences relationship
Task-relevant knowledge and strategies / ability influences the 'Self-efficacy' to 'Task performance' Influences relationship
Incentives influences Commitment
Values influences the ' Incentives' to 'Commitment' Influences relationship
Feedback influences the 'Goals ' to 'Energising function' Influences (*) relationship
Feedback influences the 'Goals ' to 'Directive function' Influences (*) relationship
Goal diffiiculty part of Goals
Goal specificity part of Goals
Commitment influences (*) the 'Goals ' to 'Energising function' Influences (*) relationship
Commitment influences (*) the 'Goals ' to 'Directive function' Influences (*) relationship
Commitment influences (*) the 'Goals ' to 'Persistence' Influences (*) relationship
Commitment influences (*) the 'Goals ' to 'Task-relevant knowledge and strategies / ability' Influences relationship
Goal diffiiculty influences (*) the 'Goals ' to 'Energising function' Influences (*) relationship
Goal diffiiculty influences (*) the 'Goals ' to 'Directive function' Influences (*) relationship
Goal diffiiculty influences (*) the 'Goals ' to 'Persistence' Influences (*) relationship
Goal diffiiculty influences (*) the 'Goals ' to 'Task-relevant knowledge and strategies / ability' Influences relationship
Task complexity influences (*) the 'Goals ' to 'Task-relevant knowledge and strategies / ability' Influences relationship
Goals influences (*) the 'Goals ' to 'Task-relevant knowledge and strategies / ability' Influences relationship
Feedback influences (*) Goals
Self-efficacy influences (*) Goals
Assigned goals type of Incentives
Self-set goals type of Goals
Participative goals type of Goals
Proximal goals type of Goals
Distal goals type of Goals
Assigned goals type of Goals
Learning goals type of Goals
Behavioural goals type of Goals
Feedback influences (*) Directive function
Feedback influences (*) Energising function
Feedback influences (*) Persistence
Goals influences (*) Directive function
Goals influences (*) Energising function
Goals influences (*) Persistence
Values positively influences Commitment
Self-efficacy positively influences Commitment

Theory constructs and annotations

Directive function The process by which goals direct attention and effort towards goal-relevant activities and away from goal-irrelevant activities [ BCIO:006133 (Motivation) 23 , MF:0000018 (Attending) 23 49 26 40 20 32 39 ]
Task performance How well one does on a task; how close one comes to achieving a particular standard [ BCIO:050603 (belief about the discrepancy between one’s current and target state) 23 17 ]
Energising function An increase in effort invested in a task resulting from perceived difficulty of that task [ BCIO:006017 (Belief about barriers to a behaviour) 23 , BCIO:006133 (Motivation) 23 49 26 27 79 40 20 32 39 ]
Goals The objects or aims of action(s), for example, to attain a specific standard of proficiency, usually within a specified time limit [ BCIO:006049 (Goal) 23 22 25 50 ]
Task-relevant knowledge and strategies / ability Knowledge/ skills /strategies relevant to one’s engagement in a specific task (i.e. that will aid goal achievement) [ BCIO:050691 (Knowledge regarding goal attainment) 23 , BCIO:050215 (Behavioural capability) 23 66 40 63 65 72 8 41 ]
Persistence The state of maintaining a course of action or keeping at a task and finishing it despite the obstacles or effort involved [ BCIO:050871 (Persistent goal pursuit process) 23 ]
Incentives An external stimulus, such as a condition or an object, that enhances or serves as a motive for behaviour [ BCIO:007216 (Promise positive consequence for outcome of behaviour BCT) 23 ]
Self-set goals Goals that one has set for oneself [ BCIO:050766 (self-initiated goal) 23 ]
Self-efficacy Beliefs about whether one is capable of attaining a goal or a particular performance outcome [ BCIO:006043 (Self-efficacy belief for a behaviour and its associated outcomes) 23 24 28 27 32 25 26 ]
Feedback The provision of information that reveals one’s progress towards achieving a goal [ BCIO:007022 (Provide feedback BCT) 23 17 ]
Goal achievement
Satisfaction The state or fact of being contented, pleased, gratified [ MFOEM:000169 (Satisfaction) 23 49 ]
Commitment An agreement or pledge to achieve a goal in the future, or the state or instance of being obligated or emotionally impelled to achieve a goal [ BCIO:006016 (Behavioural intention) 23 1 66 14 59 73 72 77 69 52 81 74 79 80 3 24 18 ]
Values The level to which goal attainment has import or significance; is carried with great or serious consequences; is weighty, momentous, grave, significant. [ BCIO:006063 (Personal value) 23 39 ]
Goal diffiiculty The degree of ability, effort, and time commitment needed to achieve a goal [ BCIO:050699 (Low opportunity to enact a goal-directed behaviour) 23 ]
Goal specificity The degree to which the target behaviour of a goal is defined [ BCIO:050796 (Well-specified goal) 23 ]
Task complexity The number and extent of interactions between components of a task [ BCIO:050839 (Task complexity) 23 ]
Assigned goals Goals that have been set by another individual [ BCIO:050569 (Assigned goal) 23 ]
Participative goals
Proximal goals Goals that are short term [ BCIO:050746 (Proximal goal) 23 ]
Distal goals
Learning goals [ BCIO:006049 (Goal) 23 22 25 50 ]
Behavioural goals [ BCIO:006049 (Goal) 23 22 25 50 ]

Theory illustration

Theory References

Locke, E.A. (1968). Toward a Theory of Task Motivation and Incentives. Organisational Behaviour and Human Performance, 3, 157-189.
Locke, E.A. & Latham, G.P. (2002). Building a Practically Useful Theory of Goal Setting and Task Motivation: A 35-Year Odyssey. American Psychologist, 57(9), 705-717.

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