Implicit Motives, Explicit Traits, and Task and Contextual Performance at Work
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Implicit Motives, Explicit Traits, and Task and Contextual Performance at Work. / Lang, J.W.B.; Zettler, Ingo; Ewen, C.; Hülsheger, U.R.
In: Journal of Applied Psychology, Vol. 97, No. 6, 01.01.2012, p. 1201-1217.Research output: Contribution to journal › Journal article › Research › peer-review
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TY - JOUR
T1 - Implicit Motives, Explicit Traits, and Task and Contextual Performance at Work
AU - Lang, J.W.B.
AU - Zettler, Ingo
AU - Ewen, C.
AU - Hülsheger, U.R.
PY - 2012/1/1
Y1 - 2012/1/1
N2 - Personality psychologists have long argued that explicit traits (as measured by questionnaires) channel the expression of implicit motives (as measured by coding imaginative verbal behavior) such that both interact in the prediction of relevant life outcome variables. In the present research, we apply these ideas in the context of industrial and organizational psychology and propose that 2 explicit traits work as channels for the expression of 3 core implicit motives in task and contextual job performance (extraversion for implicit affiliation and implicit power; explicit achievement for implicit achievement). As a test of these theoretical ideas, we report a study in which employees (N = 241) filled out a questionnaire booklet and worked on an improved modern implicit motive measure, the operant motive test. Their supervisors rated their task and contextual performance. Results support 4 of the 6 theoretical predictions and show that interactions between implicit motives and explicit traits increase the explained criterion variance in both task and contextual performance.
AB - Personality psychologists have long argued that explicit traits (as measured by questionnaires) channel the expression of implicit motives (as measured by coding imaginative verbal behavior) such that both interact in the prediction of relevant life outcome variables. In the present research, we apply these ideas in the context of industrial and organizational psychology and propose that 2 explicit traits work as channels for the expression of 3 core implicit motives in task and contextual job performance (extraversion for implicit affiliation and implicit power; explicit achievement for implicit achievement). As a test of these theoretical ideas, we report a study in which employees (N = 241) filled out a questionnaire booklet and worked on an improved modern implicit motive measure, the operant motive test. Their supervisors rated their task and contextual performance. Results support 4 of the 6 theoretical predictions and show that interactions between implicit motives and explicit traits increase the explained criterion variance in both task and contextual performance.
KW - power
KW - affiliation
KW - achievement
KW - imaginative verbal behavior
KW - job performance
UR - http://www.scopus.com/inward/record.url?scp=84874058289&partnerID=8YFLogxK
U2 - 10.1037/a0029556
DO - 10.1037/a0029556
M3 - Journal article
C2 - 22867444
AN - SCOPUS:84874058289
VL - 97
SP - 1201
EP - 1217
JO - Journal of Applied Psychology
JF - Journal of Applied Psychology
SN - 0021-9010
IS - 6
ER -
ID: 99117541