The aim was to clarify how perceptions of work-related goals influence affective well-being and goal commitment. Participants (N = 201) completed a Goal Perceptions Questionnaire and affect scales. A model was refined using structural equation modelling. Value and success expectation substantially mediated the effects of other goal perceptions on affects and commitment. Both value and success expectation increased commitment, but whereas value increased positive affects, success expectation reduced negative affects. The determinants of value (e.g. personal origin) were different from those of success expectation (e.g. personal control). Through astute goal setting, it is possible to promote well-being without compromising commitment.
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