Directional discrepancy between implicit and explicit power motives is related to well-being among managers

This study investigates explicit –implicit motive discrepancies and their effect on well-being. Participants were 382 executive
managers (107 females and 275 males). Female managers had higher explicit affiliation scores than males, whereas male managers
had marginally significant higher explicit power scores than females. Males and females did not differ in their implicit motives.
We expected a directional discrepancy on the power motive (explicit vs. implicit: “Striving for goals without gaining pleasure from doing so”) to predict impaired well-being. Results
were consistent with this hypothesis, using polynomial regression analysis with response surface methods, instead of calculating
motive difference scores. Discrepancies in the achievement and affiliation motives were not related to well-being. Results
are discussed considering the specificity of motive discrepancies for selected groups, such as managers, and the importance
of distinguishing between absolute versus directional motive discrepancy scores in motivation research.