Implicit/Explicit Motive Discrepancies and Volitional Depletion among Managers

Abstract

The compensatory model of motivation and volition is based on the assumption that discrepancies between implicit and explicit motives lead to psychological conflict, and that resolution of this conflict requires volitional regulation and consumes volitional strength. This suggests that implicit/explicit motive discrepancies (IED) are responsible for decreases in volitional strength. A longitudinal field study with 82 managers was conducted to test this proposition. Results show that IED longitudinally predicted decreases in volitional strength. Furthermore, structural equation modeling revealed that volitional strength mediated the relation between IED and impaired subjective well-being. The theoretical and practical implications of these results are discussed, particularly with respect to volitional depletion.

Integrating Implicit Motives, Explicit Motives, and Perceived Abilities: The Compensatory Model of Work Motivation and Volition

“…Thus, motivational regulation states should save volitional resources. In support of this notion, I found that managers' implicit/explicit motive congruence was negatively associated with subsequent impairments in terms of depleted volitional strength (Kehr, 2004).…”

“…A recent study examined volitional depletion among managers and found that implicit/ explicit motive discrepancies predicted decreased volitional strength and well-being and that the discrepancy/well-being relationship was fully mediated by reduced volitional strength (Kehr, 2004). Here, volitional strength, defined as the person's proficiency in using volitional strategies, is essentially identical to self-control strength (Muraven & Baumeister, 2000), volitional competence (Kuhl & Fuhrmann, 1998), and motivational skills (Kanfer & Heggestad, 1997 …”

“…Replications of the finding that implicit/ explicit motive discrepancies deplete volitional resources (cf. Kehr, 2004) are needed. Specifically, the Baumeister et al (1998) paradigm could be adopted to determine whether employees with high discrepancies between implicit and explicit motives also have particular difficulties with single volitional acts (e.g., to strive for externally imposed goals or to withstand temptations).…”

The Pictorial Attitude Implicit Association Test for need for affiliation

“…For example, if data collection involves field studies that require participation of hurried passengers, assessment of implicit motives by means of time consuming content-coding techniques might be too demanding and cause unacceptable drop-out rates. In fact, it is for exactly this reason that Kehr (2004) abandoned the PSE for the assessment of implicit motives. According to Kehr (2004), studies with management Running Head: ASSESSMENT OF NEED FOR AFFILIATION 13 samples caused unacceptable drop-out rates on the PSE.…”

“…In fact, it is for exactly this reason that Kehr (2004) abandoned the PSE for the assessment of implicit motives. According to Kehr (2004), studies with management Running Head: ASSESSMENT OF NEED FOR AFFILIATION 13 samples caused unacceptable drop-out rates on the PSE. Therefore, he decided to use the MultiMotive-Grid (Sokolowski, Schmalt,Langens, & Puca, 2000) to assess implicit motives even though recent research puts the validity of grid techniques as measures of implicit motives into questions (Schultheiss et al, 2009).…”