Örtülü zeka inanışlarının, amaca yönelimlerin ve performans beklentilerinin hedef önemi ve hedef uygunluğu üzerindeki etkileri

The present study examined the relationship between managers? implicit intelligencetheories, performance expectations and achievement goal orientations on the one hand,and the kinds of goals that they find more appropriate to assign to subordinates, on theother. Participants consisted of 192 employees from different companies anddepartments. Data were collected through a web-based self-administered questionnaire.Repeated-subjects analyses of variance revealed that managers? implicit intelligencetheory and their achievement goal orientations did not have any effect on the perceivedimportance of goal types. Managers who have high performance expectation of asubordinate found challenging goals, whereas managers who have low performanceexpectation of a subordinate found easy goals as more appropriate to assign to thesubordinate. The effect of both implicit intelligence theory and achievement goalorientation as a moderator in the relationship between performance expectations and theappropriateness of goal kinds was not found. That is, managers did not project theirpersonal beliefs to their subordinates during goal assignment; instead they relied onperformance expectations for their subordinates. Contributions of the present study to theliterature and practice were discussed.Keywords: Implicit intelligence theory, achievement goal orientation, performanceexpectations, goal appropriateness, goal importance.