Effect of Two Goal-Setting Dimensions on Perceived Intraorganizational Conflict

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Abstract
In an attempt to assess the effects of goal-setting upon intra organizational conflict, nonsupervisory employees of a large utility were administered a questionnaire containing measures of task- goal attributes, perceptions of inter- and intradepartmental conflict, internal work motivation, and intrinsic job satisfaction. Results suggest that task goal attributes do influence perceptions of intraor ganizational conflict. Higher levels of goal difficulty and goal clarity were found to be associated with lower levels of both inter- and intradepartmental conflict. A significant interaction effect for goal difficulty and clarity on interdepartmental conflict suggests that individuals who have challenging goals experience lower interdepartmental conflict when goals are clear and specific than when goals are ambiguous. Individuals who have goals that are not challenging experience higher interdepartmental conflict when goals are ambiguous than when goals are clear and specific. Further, the results indicated that increasing levels of both types of conflict reduced both internal work motivation and intrinsic job satisfaction.

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