The predictive validity of conscious and subconscious motives on career advancement

New Developments in Goal Setting and Task Performance

Volumn , Issue , 2013, Pages 246-261

  Howard, Ann ^a  

^a Development Dimensions International (DDI)   (United States)

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[No Author keywords available]

Indexed keywords

EID: 84920368153     PISSN: None     EISSN: None     Source Type: Book    
DOI: 10.4324/9780203082744     Document Type: Chapter

References (10)

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3. Howard, A., & Bray, D. W. (1988). Managerial lives in transition: Advancing age and changing times. New York: Guilford.
4. Locke, E. A., & Latham, G. (1990). A theory ofgoal-settingand taskperformance. Englewood Cliffs, NJ: Prentice-Hall.
5. Locke, E. A., & Latham, G. (2002). Building a practically useful theory of goal setting and task motivation. AmericanPsychologist, 56, 705-717.
6. McClelland, D. C. (1975). Power: The inner experience. New York: Irvington-Halsted-Wiley.
7. McClelland, D. C., Atkinson, J. W., & Clark, R. A. (1953). The achievement motive. New York: Appleton-Century-Crofts.
8. McClelland, D. C., & Boyatzis, R. E. (1982). Leadership motive pattern and long-term success in management. Journal of Applied Psychology, 67 (6), 737-743.
9. Ones, D. S., Dilchert, S., Viswesvaran, C., & Salgado, J. F. (2010). Cognitive abilities. Chapter 12 in Farr, J. L., & Tippins, N. T. (Eds.), Handbook ofemployee selection. New York: Routledge,pp. 255-275.
10. Rotter, J. B., & Rafferty, J. E. (1950). The manual for the Rotter incomplete sentences blank. New York: Psychological Corporation.