Goal Setting Questionnaire 目标设置问卷 (Lee等，1991)

发布时间：2025-08-12 17:05

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简介

目标设置理论认为，目标是人们行为的最终目的，是人们预先规定的、合乎自己需要的“诱因”，是激励人们有形的、可以测量的成功标准。Lee, Bobko, Earley, & Locke（1991）对此前关于目标设置的研究基础上，对目标设置量表进行修订，尝试对目标设置过程的核心属性（明确性和困难性）以及其他属性（例如关于绩效反馈、上级支持、冲突、压力等视角）进行测量。他们对来自一个大型电子公司的员工对于目标设置的相关心理特质进行研究。研究结果支持了目标设置因素的意义。

信度与效度

Lee et al（1984）对位于美国西海岸地区一个大型电子公司的专业技术型员工进行了调查。由工作组中的经理来向员工发放，总共发放问卷600份，回收有效问卷441份，回收率为74%。目标设置初始问卷总共有53个项目，探索性因子分析的结果表明，总共有10个因素，包括主管支持/参与（supervisor support/participation）、目标压力（Goal stress）、目标效能（Goal efficacy）、目标理由（Goal rationale）、绩效考核中目标设定的使用（Use of goal setting in performance appraisal）、有形奖励（Tangible rewards）、目标冲突（Goal conflict）、组织促进目标实现（Organizational facilitation of goal achievement）、目标功能障碍（Dysfunctional effects of goals）、目标清晰度（Goal clarity），方差变异量分别为24.5%，8.4%，5.7%，3.6%，3.4%，3.0%，2.8%，2.7%，2.4%，1.9%，累积方差解释量为58.5%，内部一致性分别为0.82， 0.68， 0.68， 0.78， 0.88， 0.74，0.85，0.63，0.85，0.67。

量表

请您根据自己的实际感受和体会，用下面44项描述对您的实际情况进行评价和判断，并在最符合的数字上划○。评价和判断的标准如下： 1 非常不同意 2 不同意 3 不好确定 4 同意 5 非常同意

1.My boss is supportive with respect to encouraging me to reach my goals.
2.My boss lets me participate in the setting of my goals.
3.My boss lets me have some say in deciding how I will go about implementing my goals.
4.I find working toward my goals to be very stressful.
5.My goals are much too difficult.
6.I often fail to attain my goals.
7.Trying for goals makes my job more fun than it would be without goals.
8.I feel proud when I get feedback indicating that I have reached my goals.
9.I usually feel that I have a suitable or effective action plan or plans for reaching my goals.
10.I feel that my job training was good enough so that I am capable of reaching my job goals.
11.I understand how my performance is measured on this job.
12.My boss clearly explains to me what my goals are.
13.My boss tells me the reasons for giving me the goals I have.
14.I get regular feedback indicating how I am performing in relation to my goals.
15.In performance appraisal sessions with my boss, he stresses problem-solving rather than criticism.
16.During performance appraisal interviews, my boss:
16.a.Explains the purpose of the meeting to me
16.b.Asks me to tell him/her what I have done that deserves recognition
16.c.Asks me if there are any areas of the job on which he or she can assist me
16.d.Tells me what he or she thinks I have done that deserves recognition
16.e.If there are problems with performance, never brings up more than two of them at once
16.f.Listens openly to my explanations and concerns regarding any performance problems
16.g.Comes to agreement with me on steps to be taken by each of us to solve any performance problems
16.h.Makes sure that at the end of the interview I have a specific goal or goals in mind that I am to achieve in the future
17.I sometimes complete with my co-workers to see who can do the best job in reaching their goals.
18.If I reach my goals, I feel that this will enhance my job security.
19.If I reach my goals, it increases my chances for a pay raise.
20.h..If I reach my goals, it increases my chance for a promotion.
21.I have too many goals on this job (I am too overloaded).
22.Some of my goals conflict with my personal values.
23.I am given incompatible or conflicting goals by different people (or even by the same person).
24.I have unclear goals on this job.
25.My job goals lead me to tale excessive risks.
26.My job goals serve to limit rather than raise my performance.
27.The goals I have on this job lead me to ignore other important aspects of my job.
28.The goals I have on this job focus only on short-range accomplishment and ignore important long-range consequences.
29.The goals I have on this job are challenging but reasonable(neither too hard nor too easy).
30.Company policies here help rather than hurt goal attainment.
31.Work teams in this company work together to attain goals.
32.This company provides sufficient resources(e.g. time, money, equipment, coworkers) to make goal setting work.
33.During performance appraisal interviews, my boss: i. schedules a follow-up meeting so that we can discuss progress in relation to the goals.
34.If I reach my goals,I know my boss will be pleased.
35.My supervisor acts nonsupportively when I fail to reach my goals.
36.The pressure to achieve goals here leads to considerable dishonest and cheating.
37.The top people here do not set a very good example for the employees since they are dishonest themselves.
38.Goals in this organization are used more to punish you than to help you do your job well.
39.My boss wants me to avoid mentioning negative information or problems regarding my goals or action plans.
40.If my boss makes a mistake that affects my ability to attain my goals, he or she refuses to admit it or discuss it.
41.I understand exactly what I am supposed to do on my job.
42.I have specific, clear goals to aim for on my job.
43.If I have more than one goal to accomplish, I know which ones are most important and which are least important.
44.The other people I work with encourage me to attain my goals.

计分方法

目标设置问卷包括主管支持/参与（supervisor support/participation）、目标压力（Goal stress）、目标效能（Goal efficacy）、目标理由（Goal rationale）、绩效考核中目标设定的使用（Use of goal setting in performance appraisal）、有形奖励（Tangible rewards）、目标冲突（Goal conflict）、组织促进目标实现（Organizational facilitation of goal achievement）、目标功能障碍（Dysfunctional effects of goals）、目标清晰度（Goal clarity）十个分量表，可以计算每个分量表所包括题目的总分或平均分。每个分量表包括的题目如下：
1.supervisor support/participation：指上级对下属参与目标和战略制定中的支持程度和意愿，总共3道题，具体包括第1、2、3题。
2. Goal stress：指目标额外的难度和压力程度，以及填答者在达到目标过程中的失败。总共3道题，具体包括第4、5、6题。
3. Goal efficacy：指是否存在有效行动计划、工作培训、反馈以及达成目标的喜悦。总共4道题，具体包括第7、8、9、10题。
4. Goal rationale：指绩效-目标关系的清晰程度，以及目标设置的依据。总共4道题，具体包括第11、12、13、14题。
5. Use of goal setting in performance appraisal：指绩效评价审查过程和在这个过程中的目标设置。总共9道题，具体包括第15、16a、16b、16c、16d、16e、16f、16g、16h道题。
6. Tangible rewards：指代表目标达成能够带来工作安全保障、加薪和晋升的可能性。总共四道题，具体包括第17、18、19、20道题。
7. Goal conflict：指由目标导致的不同类型的冲突：太多的目标，角色冲突，和个人价值的冲突，等等。总共包括8道题，具体包括第21、22、23、24、25、26、27、28道题。
8. Organizational facilitation of goal achievement：指目标设置中的团队合作，以及公司政策、资源、上级的努力对目标达成所提供的便利。总共5道题，具体包括第29、30、31、32、33道题。
9. Dysfunctional effects of goals：指目标设置的惩罚性层面：上级或者总经理的不支持；用目标来对员工进行惩罚，而非改善绩效。总共7道题，具体包括第34、35、36、37、38、29、40道题。
10. Goal clarity：指目标的清晰度和优先次序。总共4道题，具体包括第41、42、43、44道题。

量表出处

Lee, C., Bobko, P., Earley, P. C., & Locke, E. A. (1991). An empirical analysis of a goal setting questionnaire. Journal of Organizational Behavior, 12, 467–482.