Gary Latham received his Ph.D. in organizational psychology from the University of Akron, his M.S. in organizational psychology from Georgia Tech, and his B.A. in experimental psychology from Dalhousie University, Nova Scotia.
Dr. Latham is formerly the staff psychologist for the American Plywood Association, Manager of Human Resource Research at the Weyerhaeuser Company, and Department Chairman of Management and Organizational Department at the University of Washington, Seattle. He is currently the Secretary of State Professor of Organizational Effectiveness in the Rotman School of Management, University of Toronto.
Dr. Latham is the co-developer with E. Locke of goal setting theory, a theory rated as the most valid and practical for motivation in organizational settings. Currently, he is testing the causal effect of priming goals on employee performance and customer satisfaction.
- Latham, G. P., & Locke, E. A. (in press). “Goal setting theory: Controversies and resolutions”. In D. Ones, N. Anderson, C. Viswesvaran, & H. Sinangil (Eds.) Handbook of Industrial, Work & Organizational Psychology, Vol 1;
- Chen, X. E., & Latham, G. P. (2014). “The effect of priming learning vs performance goals on a complex task”. Organizational Behavior and Human Decision Processes, 125, 88-97;
- Locke, E. A., & Latham, G. P. (2013). New developments in goal setting and task performance. New York: Routledge.
- Latham, G. P., & Piccolo, R. F. (2012). “The effect of context specific versus non-specific subconscious goals on employee performance”. Human Resource Management, 51, 535-538.
- Latham, G.P., Stajkovic, A. & Locke, E.A. (2010) “The relevance and viability of subconscious goals in the workplace”, Journal of Management, 36, 234-255.