Performance goals regulate conflict with more-competent others toward competitive (approach) or protective (avoidance) interpersonal behavior¶

Claim · All claims
Evidence · 1 study · causal r2 · q3
Currency · newest study 2015 · not yet checked against its sources · not reviewed by a person

Subclaims¶

q3 i? Across four studies using self-reported, model-preference, and behavioral measures, performance-approach goals predicted competitive regulation and performance-avoidance goals predicted protective regulation specifically when facing a more-competent disagreeing partner. → Sommet 2015

Evidence¶

Sommet 2015¶

Sommet, N., Darnon, C., & Butera, F. (2015). To Confirm or to Conform? Performance Goals as a Regulator of Conflict With More-Competent Others. Journal of Educational Psychology, 107(2), 580–598. https://doi.org/10.1037/a0037240

q3 · i? · causal · r2

The article's abstract states that four studies support the two hypotheses using different operationalizations of conflict regulation across online, paper-and-pencil, and face-to-face videotaped paradigms. The full text available covers Studies 1–3 in detail; Study 4 is introduced as a behavioral replication in dyads.

"Four studies give support to these predictions with self-reported conflict regulation measures (Studies 1 and 3) and evaluation of models associated with self-confirmation and compliance (Study 2) and conflict regulation behaviors (Study 4)."

Discussion¶

Learner Variables¶

• Achievement Goal Orientation — predictor: learners who differ on it differ in outcomes

Related Claims¶

• With explicit competence feedback, performance-approach and performance-avoidance goals predict competitive and protective regulation respectively when partner competence is higher or unspecified, but not equal (Study 3) — a narrower finding that bears on this claim
• Manipulated performance-approach (vs. avoidance) goals increase preference for a self-confirmatory model over a compliant one with a more-competent partner (Study 2) — a narrower finding that bears on this claim
• Performance-approach goals predict competitive conflict regulation with a more-competent disagreeing partner, but not an equally competent one (Study 1) — a narrower finding that bears on this claim
• Performance-avoidance goals predict protective conflict regulation with a more-competent disagreeing partner, but not an equally competent one (Study 1) — a narrower finding that bears on this claim
• For effective self-regulators, mastery goals have a large positive and performance-avoidance goals a small negative effect on metacognition — related
• Performance-approach goals positively predict competitive regulation and performance-avoidance goals positively predict protective regulation overall (Studies 1 and 3) — a narrower finding that bears on this claim
• Manipulated performance-approach (vs. avoidance) goals increase preference for a self-confirmatory model over a compliant one with a more-competent partner (Study 2) — a narrower finding that bears on this claim
• After a sociocognitive conflict, mastery goals predict interest in task information while performance goals predict interest in the grade — related
• Mastery goals predict recognition of a disagreeing partner's competence after a real sociocognitive conflict — related
• Performance goals positively predict self-reported relational conflict regulation in an imagined sociocognitive conflict — a narrower finding that bears on this claim
• Performance goals predict assertion of one's own competence after a real sociocognitive conflict — a narrower finding that bears on this claim