Abstract
This study was designed to determine the effect that goals have on performance and the effect that performance has on reported levels of satisfaction in a competitively structured task. The results of this study give strong evidence to Locke's theory ( Organizational Behavior and Human Performance 1969, 4, 566–574) that the most immediate, direct motivational determinant of task performance is the subject's goal, and to Ilgen and Hamstra's theory ( Organizational Behavior and Human Performance 1972, 7, 359–370) that satisfaction with one's performance is a function of the difference between actual performance and performance goals, and also a function of the difference between actual performance and performance of a reference person. Satisfaction and performance were found to be strongly related only up to the point where a person exceeds his goal or his reference person's outcome.
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