|Appears in Collections:||Management, Work and Organisation Journal Articles|
|Peer Review Status:||Refereed|
|Title:||Goal conflict and well-being: A review and hierarchical model of goal conflict, ambivalence, self-discrepancy and self-concordance|
|Authors:||Kelly, Rebecca E|
Wood, Alex M
|Citation:||Kelly RE, Mansell W & Wood AM (2015) Goal conflict and well-being: A review and hierarchical model of goal conflict, ambivalence, self-discrepancy and self-concordance, Personality and Individual Differences, 85, pp. 212-229.|
|Abstract:||his paper reviews empirical evidence for associations between goal conflict, ambivalence, self-discrepancy, self-concordance and well-being. The research indicates that goal conflict, ambivalence and discrepancy impede well-being, whilst concordance promotes well-being. The evidence was strongest for ambivalence, self-discrepancy, and self-concordance, and weakest for goal conflict. A hierarchical conceptualisation of the four related constructs is presented. Goal conflict, ambivalence, and self-discrepancy may occur at different levels within a goal hierarchy, which ranges from abstract, high level goals to low-level, concrete goals. Self-concordance is conceptualised as a property of the goal hierarchy, where goals are un-conflicted and facilitate intrinsic motivations and needs. Conflict at multiple or higher levels in the hierarchy may pose greaterproblemsfor well-being.|
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