This research examined the types of goals managers select and whether these goals vary as a function of the type and context of the task. A 2 x 2 factorial design was used with a complex/simple task as one independent variable and an independent/interdependent work context as the other independent variable. Results indicate that output and outcome goals were preferred over input and process goals. It was further demonstrated that individuals select more results-oriented (output and outcome) goals when dealing with complex tasks than with simple tasks, and when the work was interdependent than when it was independent. Implications are discussed with regard to expanding goal-setting research to managerial settings.
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