Tujuan
Rujukan

↑  "Arti kata matalamat". Badan Pengembangan dan Pembinaan Bahasa, Kemendikbud. KBBI Daring. Diakses tanggal 05 Januari 2024.  Periksa nilai tanggal di: |access-date= (bantuan)
↑  Locke, Edwin A.; Latham, Gary P. (1990). A theory of goal setting & task performance. Englewood Cliffs, NJ: Prentice Hall. ISBN 978-0139131387. OCLC 20219875.
↑  Miner, J. B. (2003). "The rated importance, scientific validity, and practical usefulness of organizational behavior theories: A quantitative review". Academy of Management Learning & Education. 2 (3): 250–268. doi:10.5465/amle.2003.10932132.
1 2 3 4 5  Locke, Edwin A.; Latham, Gary P. (September 2002) [2002]. "Building a practically useful theory of goal setting and task motivation: a 35-year odyssey". American Psychologist. 57 (9): 705–717. CiteSeerX 10.1.1.126.9922 . doi:10.1037/0003-066X.57.9.705. PMID 12237980.
↑  Stajkovic, Alexander D.; Locke, Edwin A.; Blair, Eden S. (September 2006). "A first examination of the relationships between primed subconscious goals, assigned conscious goals, and task performance". Journal of Applied Psychology. 91 (5): 1172–1180. doi:10.1037/0021-9010.91.5.1172. PMID 16953778.
↑  Stajkovic, Alexander D.; Luthans, Fred (September 1998). "Self-efficacy and work-related performance: a meta-analysis". Psychological Bulletin. 124 (2): 240–261. doi:10.1037/0033-2909.124.2.240.
↑  Grant, Anthony M (September 2012). "An integrated model of goal-focused coaching: an evidence-based framework for teaching and practice" (PDF). International Coaching Psychology Review. 7 (2): 146–165 (147). Diarsipkan dari versi asli (PDF) tanggal 2014-11-29. Whilst the ideas represented by the acronym SMART are indeed broadly supported by goal theory (e.g. Locke, 1996), and the acronym SMART may well be useful in some instances in coaching practice, I think that the widespread belief that goals are synonymous with SMART action plans has done much to stifle the development of a more sophisticated understanding and use of goal theory within in the coaching community, and this point has important implications for coaching research, teaching and practice.  Parameter |url-status= yang tidak diketahui akan diabaikan (bantuan)
↑  Locke, E. A., Chah, D., Harrison, S. & Lustgarten, N. (1989). "Separating the effects of goal specificity from goal level". Organizational Behavior and Human Decision Processes. 43 (2): 270–287. doi:10.1016/0749-5978(89)90053-8. Pemeliharaan CS1: Banyak nama: authors list (link)
↑  Creek, Jennifer; Lougher, Lesley (2008). "Goal setting". Occupational therapy and mental health (edisi ke-4th). Edinburgh; New York: Churchill Livingstone Elsevier. hlm. 111–113 (112). ISBN 9780443100277. OCLC 191890638. Client goals are usually set on two or three levels. Long-term goals are the overall goals of the intervention, the reasons why the client is being offered help, and the expected outcome of intervention... Intermediate goals may be clusters of skills to be developed, attitudes to be changed or barriers to be overcome on the way to achieving the main goals... Short-term are the small steps on the way to achieving major goals.
↑  Gollwitzer, P. M. (2012). Mindset theory of action phases. In P. A. M. Van Lange. A. W. Kruglanski, & E. T. Handbook of motivation science (pp. 235–250). New York: Guilford Press.
↑  Deckers, Lambert (2018). Motivation: biological, psychological, and environmental (edisi ke-5th). New York: Routledge. ISBN 9781138036321. OCLC 1009183545.