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Older but wiser: Age moderates congruency effects between implicit and explicit motives on job satisfaction

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Abstract

In the light of an aging workforce, age differences in workers’ motives are important guidelines for an age-differentiated human resource management. Whereas research has addressed age differences in explicit work values or motives, age differences in implicit motives and in the congruency between implicit and explicit motives (i-e-congruency) have been neglected so far. In two studies (N = 201 and 751), we investigated chronological age as a moderator of the relationship between i-e-congruency and job satisfaction. In general, we expected that high i-e-congruency is positively related to job satisfaction. Moreover, life-experience and a change in future-work time-perspective should lead to higher i-e-congruency for older than for younger workers. Finally, we hypothesized that the relationship between i-e-congruency and job satisfaction is moderated by workers’ age such that i-e-congruency is more strongly related to job satisfaction for older than for younger workers. Results supported our hypotheses in the affiliation motive domain. Implications for workers’ careers and an age differentiated human resource management are discussed.

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Notes

  1. The malleability and development of traits and trait-like concepts is extensively discussed in the literature. Personality traits do not only develop (gradually) over the life-span but may also change as a result of major life events (see for example Specht et al. 2011). The same is true for explicit (work) values that are relatively stable but may be amended to maintain a positive self-concept (Rokeach 1973). Changes in work values may be evoked by events such as entering the workforce or job change, as well the mere presence or absence of rewards (Johnson 2001). Hence, we would argue that the current way of conceptualizing motives as trait-like concepts that may nevertheless be changed (gradually) is well in line with established theories and empirical evidence.

  2. We excluded 6 participants due to missing data in PSE stories.

  3. As the number of indicators for each implicit motive was significantly correlated with the number of words (affiliation: r = .61, p < .001; achievement:, r = .40, p < .001; power: r = .50, p < .001), the motive imagery score was corrected for number of words by using regression analysis, and standardized regression residuals were used as motive imagery scores in all subsequent analyses (Schultheiss and Pang 2007).

  4. We did not include moderation terms between age and squared implicit and explicit motives because they are not part of our theoretical model (cf. Edwards and Parry 1993). Please note, inclusion of these terms did not change the general data pattern.

  5. As recommended by Shanock et al. (2010), we inspected how many participants would be considered to have discrepancies between implicit and explicit motives, i.e., participants with a standardized implicit motive score that is half a standard deviation above or below the standardized score of the explicit motive. Thus, we calculated three agreement groups, whether workers show a stronger explicit motive (35.32 % for affiliation, 37.81 % for achievement, and 37.31 % for power), show equally strong motives (29.85, 28.86, and 28.86 %, respectively), or show a stronger implicit motive (34.83, 33.33, and 33.83 %, respectively). Based on our data, we conclude that exploring i-e-congruency makes practical sense.

  6. We excluded 118 participants who either completed the questionnaire very fast according to pretests (i.e., participants who constituted outliers in the distribution of time to complete the survey, who were identified based on a scree plot) or crossed always the same box throughout the questionnaire.

  7. It is important to note, that the MMG allows the assessment of both, a hope and a fear component of implicit motives (e.g., hope-of-affiliation and fear-of-rejection). However, our research question refers to the hope component of the implicit motive. Thus, we did not include fear motives into our model (cf. Schüler 2010; Schüler et al. 2008, 2009).

  8. We calculated three agreement groups, whether workers show a stronger explicit motive (36.22 % for affiliation, 35.95 % for achievement, and 33.82 % for power), show equally strong motives (27.96, 30.01, and 29.16 %, respectively), or show a stronger implicit motive (35.82, 33.95, and 37.02 %, respectively). Based on our data, we conclude that exploring i-e-congruency makes practical sense.

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Acknowledgments

This research was supported by a grant from the German Research Foundation (DFG) awarded to Guido Hertel (He 2745/11-3).

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Authors and Affiliations

  1. Organizational and Business Psychology, University of Münster, Fliednerstraße 21, 48149, Münster, Germany

    Markus M. Thielgen, Cornelia Rauschenbach & Guido Hertel

  2. Psychological Assessment and Differential and Personality Psychology, Free University Berlin, Habelschwerdter Allee 45, 14195, Berlin, Germany

    Stefan Krumm

  3. University of Applied Science for Public Administration Rhineland-Palatinate, P.O. Box 11 11, 55482, Hahn-Airport, Germany

    Markus M. Thielgen

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  1. Markus M. Thielgen
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Correspondence to Markus M. Thielgen.

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Thielgen, M.M., Krumm, S., Rauschenbach, C. et al. Older but wiser: Age moderates congruency effects between implicit and explicit motives on job satisfaction. Motiv Emot 39, 182–200 (2015). https://doi.org/10.1007/s11031-014-9448-8

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