The high performance cycle (HPC) is a multi-theoretical model of workplace motivation that is rooted in goal setting theory. While limited studies have empirically tested the HPC since its inception in 1990, early studies were limited in the lack of an instrument designed to assess HPC variables. Using an instrument developed by Borgogni and Dello Russo to empirically test the HPC, this study’s aim was to provide further examination of the HPC antecedents of performance with an increased sample size and by drawing from a diverse population of workers. Using a self-report measure of performance, a cross-sectional design was implemented to assess the antecedents of performance in the HPC model. An online survey obtained a sample of 380 working adults in the United States that was representative of the broader population across age, gender, and ethnicity. A positive, significant relationship was found between all antecedent variables and performance. Most of the variables in the HPC model held up during isolated moderation/mediation analyses. Goals and self-efficacy both had a positive, significant relationship with performance. Based on a model revised from the initial HPC, 4 pathways are proposed through which goals may affect performance. The study’s findings suggest that the HPC model and questionnaire have the potential to serve as a powerful tool for organizations to evaluate various motivational factors of their employees and develop interventions in order to enhance job performance.
|Advisor:||Naggiar, Edoardo, Tanguma, Jesus|
|School Location:||United States -- Minnesota|
|Source:||DAI-A 81/12(E), Dissertation Abstracts International|
|Subjects:||Psychology, Organizational behavior, Organization Theory|
|Keywords:||Goal setting, High performance cycle, Job performance, Motivation, Self-efficacy, Structural equation modeling|
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