Seventy-seven undergraduates were assigned a performance goal for the first of two trials of a word game, and set goals for themselves on a second trial. Goal commitment was hypothesized to moderate the influence of goal level on performance within both trials. In addition, commitment to the assigned Trial I goals was hypothesized to moderate the relationship between goal attainment and self-set goals for the second trial. Subjects' initial performance on a practice trial was also hypothesized to interact with the goal levels they were assigned on the first trial, such that individuals who performed relatively well on the practice trial were expected to evidence a greater positive relationship between goal level and performance than individuals who performed relatively poorly on the practice trial. The results of three moderated regression analyses yielded no support for the hypothesized within-trial moderating influence of goal commitment on goal level-performance relations. However, commitment to assigned goals and goal attainment did interact as related to personal goals for Trial 2. Further, the hypothesized influence of practice trial performance and assigned goal level on Trial I performance was supported. The results are discussed in terms of how goal levels should be determined and assigned to employees, and the role of goal commitment in goal setting predictions.