000120944 001__ 120944 000120944 005__ 20240319081008.0 000120944 0247_ $$2doi$$a10.3389/fpsyg.2022.914616 000120944 0248_ $$2sideral$$a131422 000120944 037__ $$aART-2022-131422 000120944 041__ $$aeng 000120944 100__ $$aMonzani, Lucas 000120944 245__ $$aManaging in the new normal: Positive management practices elicit higher goal attainment, goal commitment, and perceived task efficacy than traditional management practices in remote work settings. An experimental study 000120944 260__ $$c2022 000120944 5060_ $$aAccess copy available to the general public$$fUnrestricted 000120944 5203_ $$aThe COVID-19 global pandemic will likely change how organizations conduct business. For example, a white paper from McKinsey claims that flexible and remote work arrangements (e.g., “working-from-home”) will become increasingly frequent in the “new normal” that will follow the COVID-19 pandemic. Our work is motivated by the premise that in a post-pandemic workplace, traditional management practices like unilaterally assigning goals and displaying contingent rewarding behaviors will likely be replaced by positive management practices. In this context, positive management practices include allowing employees to self-set their goals and displaying authentic leadership behaviors while managing them. However, whether these positive management practices are more efficient in sustaining performance is unknown. Our study benchmarked positive management practices against traditional management practices in a remote work environment, using three individual performance metrics: goal attainment, goal commitment, and perceived task efficacy. In a panel laboratory experiment consisting of a baseline measurement and two work sessions, we randomly assigned participants to an authentic vs. transactional leadership condition (amateur actor recording) and one of three possible goal-setting types (assigned, self-set, “do-your-best”). Our results show that participants in the authentic leadership × self-set goals condition outperformed all other experimental conditions. Further, a post hoc analysis revealed a serial mediation effect of (a) goal attainment and (b) goal commitment at time 1 on perceived task efficacy reports at time 2. 000120944 540__ $$9info:eu-repo/semantics/openAccess$$aby$$uhttp://creativecommons.org/licenses/by/3.0/es/ 000120944 590__ $$a3.8$$b2022 000120944 592__ $$a0.891$$b2022 000120944 591__ $$aPSYCHOLOGY, MULTIDISCIPLINARY$$b34 / 147 = 0.231$$c2022$$dQ1$$eT1 000120944 593__ $$aPsychology (miscellaneous)$$c2022$$dQ2 000120944 594__ $$a4.5$$b2022 000120944 655_4 $$ainfo:eu-repo/semantics/article$$vinfo:eu-repo/semantics/publishedVersion 000120944 700__ $$aMateu, Guillermo 000120944 700__ $$aRipoll, Pilar 000120944 700__ $$0(orcid)0000-0003-0898-0480$$aLira, Eva$$uUniversidad de Zaragoza 000120944 700__ $$aPeiro, José María 000120944 7102_ $$14009$$2740$$aUniversidad de Zaragoza$$bDpto. Psicología y Sociología$$cÁrea Psicología Social 000120944 773__ $$g13 (2022), 914616 [19 pp.]$$pFront. psychol.$$tFrontiers in Psychology$$x1664-1078 000120944 8564_ $$s1260617$$uhttps://zaguan.unizar.es/record/120944/files/texto_completo.pdf$$yVersión publicada 000120944 8564_ $$s2071327$$uhttps://zaguan.unizar.es/record/120944/files/texto_completo.jpg?subformat=icon$$xicon$$yVersión publicada 000120944 909CO $$ooai:zaguan.unizar.es:120944$$particulos$$pdriver 000120944 951__ $$a2024-03-18-14:52:08 000120944 980__ $$aARTICLE