Using a theoretical framework, the aim of this research was to examine the effects of workplace goal perceptions on commitment and affective responses. The positive effects of goals on performance have been well documented (see Locke and Latham, 1990). However, researchers have identified negative effects of goals on affective well-being and health ( e.g., Emmons, 1992).-The effectiveness of any goal derives from making a commitment to attain it (Schunk, 1991). Researchers (e.g., Hollenbeck & Klein, 1987) have specified value expectancy models that provide a framework for exploring the consequences and antecedents of goal commitment. However, a complete model should simultaneously consider the antecedents of not only goal commitment but also affects. A generic, multi-dimensional, goal perceptions questionnaire (GPQ) was designed and piloted. In the pilot study and the main study (longitudinal) a sequential approach to confirmatory factor analysis was employed (Joreskog, 1993). This entailed testing each of the 25 goal dimensions one at a time in single factor models and then pairing each of the scales in two factor models. Fits were generally good. However, the presence of positively and negatively worded items in a scale tended to detract from fit. A model that considered the antecedents of goal commitment and affects was specified and tested using structural equation modelling. Critically, the results suggested that the proximal and distal determinants of positive and negative affects are different. Either value or success expectation can enhance commitment. However, value determines positive affect and success expectation determines negative affect. Moreover, the determinants of value and success expectation are different. Control was identified as a major determinant of success expectation, and origin was identified as a major determinant of value. An intervention study was designed to explore the effects of an interview based on the principles of Motivational Interviewing (e.g., Rollnick, Mason, & Butler, 1999) on goal perceptions and goal achievement. There was no evidence to suggest that the interviews had any effect on goal perceptions or achievement levels when compared to a control group. However, overall, Success Expectation was related to subsequent goal achievement and Control perceptions were linked to performance. Control levels increased across both groups. In conclusion, considerable progress has been made in designing and validating the GPQ. The results of the structural equation modelling were mostly consistent with the model. The intervention study provided initial evidence to suggest that key goal perceptions are changeable and linked goal perceptions with goal achievement. Theoretical and applied implications of this research are discussed.