Velasco Ferran, Batista-Foguet Joan Manuel, Emmerling Robert J
People Management and Organisation, ESADE Business School, Universitat Ramon Llull, Barcelona, Spain.
Front Psychol. 2019 Jun 11;10:1345. doi: 10.3389/fpsyg.2019.01345. eCollection 2019.
Leadership development programs increasingly help participants engage in their career transitions. Therefore, these programs lead participants to establish not only development goals, which usually involve the improvement of a specific leadership competency, but also goals that relate to career advancement or to achieving a more general life aspiration. Assessing goal attainment, as a measure of program impact, may take years as goals vary greatly in terms of nature, timeframe, and domain. The purpose of this study was to overcome this challenge by providing a measure of goal progress as a necessary antecedent of goal attainment, and which we operationalize through a general scale of goal-directed behaviors. Subject-matter experts assessed the content validity of the measure. Factor analysis, using three samples, revealed four dimensions identified as Sharing Information, Seeking Information, Revising the Plan, and Enacting the Plan. This new scale allows data collection as early as a few months after setting the goals, which can provide practitioners with an earlier indication of program impact and facilitate future academic studies in this field.
领导力发展项目越来越多地帮助参与者应对职业转型。因此，这些项目引导参与者不仅要确立发展目标（通常涉及提升特定的领导能力），还要确立与职业晋升或实现更广泛的人生抱负相关的目标。作为衡量项目影响的一种方式，评估目标达成情况可能需要数年时间，因为目标在性质、时间框架和领域方面差异很大。本研究的目的是通过提供一种目标进展衡量方法来克服这一挑战，这种方法是目标达成的必要前提，我们通过一个通用的目标导向行为量表来实施。主题专家评估了该衡量方法的内容效度。使用三个样本进行的因子分析揭示了四个维度，分别被确定为分享信息、寻求信息、修订计划和执行计划。这个新量表允许在设定目标后仅几个月就进行数据收集，可以为从业者提供项目影响的早期指标，并促进该领域未来的学术研究。
