The Motivating Power of Visionary Images: Effects on Motivation, Affect, and Behavior.

OBJECTIVE: Visionary images are identity-relevant, picture-like mental representations of a desirable and attainable future appearing regularly in a person's stream of thought. Prior research indicates that both mental and real images provide access to implicit motives. We therefore proposed that visionary images motivate people by arousing their implicit motives and tested this hypothesis in two experimental studies. METHOD: We used guided visualizations to administer motive-domain-specific visionary images (Study 1: achievement and neutral, Mage = 24.4, 51 participants, 34 women; Study 2: affiliation and power, Mage = 24.01, 51 participants, 28 women) to arouse the respective implicit motive. Motivation was measured via residual changes in affective (i.e., changes in affective arousal), behavioral (i.e., performance on a concentration task, behavioral choices in a prisoner's dilemma), and mental (i.e., motive imagery in the Picture Story Exercise) indicators of motivation. RESULTS: The results largely confirmed our hypothesis. Visionary images increased motivation in the targeted domain. Some effects were moderated by participants' implicit motives. CONCLUSIONS: The findings underscore the role of implicit motives in understanding the motivational effectiveness of visionary images.

Motivation and self-control: implicit motives moderate the exertion of self-control in motive-related tasks.

Using a dual-task paradigm, two experiments tested whether aroused implicit motives would moderate the exertion of self-control in motive-related tasks. In Study 1, 67 participants first watched a power dialogue and were then asked to either enact the dialogue or simply reproduce it by writing it down. In Study 2, 74 participants performed either the frustrating or the simple version of an achievement-related sensorimotor task. Participants who were high (compared to low) on the implicit power motive and had exerted power over another person subsequently showed more success at controlling their emotional responses (Study 1). Participants who were high (compared to low) on the implicit achievement motive and who had mastered a frustrating sensorimotor task scored better on a subsequent Stroop task (Study 2). Participants in the control conditions did not differ in self-control performance regardless of their level of implicit motives. These studies provide evidence that aroused implicit motives regulate how much self-control is exerted when performing motive-related tasks that require self-control.

Unpacking the Relationship between Fear Motives and Self-Control Strategies among Managers: The Mediating Role of Intrusive Thoughts.

In motive research, only a handful of studies have appeared on the correlates and antecedents of fear motives. In this research, we contribute to both research and practice by investigating the relationships between fear motives, intrusive thoughts, self-control strategies, and positive affect. We propose that fear motives, similar to trait anxiety, are positively associated with intrusive thoughts and that intrusive thoughts, in return, are negatively related to the frequency with which individuals employ self-control strategies. Finally, we propose that the frequency of self-control strategies is positively associated with positive affect. To test these, two field studies with managers (Study 1: N = 100 and Study 2: N = 80) were conducted. Bayesian mediation analyses showed that in both Study 1 and Study 2, fear motives were positively associated with intrusive thoughts, and intrusive thoughts were negatively related to self-control strategies. Additionally, in line with predictions, intrusive thoughts mediated the fear motives-self-control strategies relation. Finally, in Study 2, we found self-regulation strategies to be significantly and positively associated with positive affect. The theoretical and practical implications of the study are discussed.

Perceived Intrinsic Motivation Mediates the Effect of Motive Incongruence on Job Burnout and Job Satisfaction.

Job burnout is a profound concern in modern society producing enormous financial and emotional costs for companies, health insurances, and the individual employee. In this study, we aimed at contributing to the literature on determinants of job burnout by investigating the indirect effects of implicit and explicit motive discrepancies (IED) through intrinsic motivation, with the aim of replicating previous findings from the literature. In addition, we extended this research by adding job satisfaction as an outcome variable in the mediation model, as well as volition as a moderator in these relationships. We preregistered our study and collected data from 136 participants (82 females; Mage = 29.33 years, SDage = 6.30) using indirect measures (for implicit motives) and self-report measures (for explicit motives, job burnout, job satisfaction and volition). IED was shown to have an indirect effect on both job burnout and job satisfaction through intrinsic motivation. Additionally, these indirect effects were mitigated by high levels volition. We discuss implications of our findings for research and practice.Supplemental data for this article is available online at https://doi.org/10.1080/00223980.2021.1980758.

The Role of Death-Anxiety-Induced Fear of COVID-19 in Compliance With and Acceptance of Government-Issued COVID-19 Regulations.

The present research was conducted to empirically examine whether death anxiety is the fundamental fear that feeds people's fear of COVID-19 and leads to increased behavioral compliance with and acceptance of COVID-19 regulations. Results from an online survey of 313 participants from New York City show that death anxiety was, indeed, positively associated with behavioral compliance with, but not acceptance of, COVID-19 regulations via an increased fear of COVID-19. Hence, media campaigns that are designed to increase people's compliance with restrictive COVID-19 measures by stirring up their death anxiety are likely to meet their target, but they do not necessarily lead to increased public acceptance of the measures taken.

Misattribution of duties as free choices: The role of emotional awareness in self-infiltration.

Individuals sometimes mistake others' expectations or imposed duties for self-chosen goals, even though they are not congruent with their emotional preferences or integrated values-a phenomenon coined as self-infiltration. Previous studies demonstrated that self-infiltration is more likely to occur in individuals with reduced self-regulation abilities. Here, we investigated in a sample of 250 students whether this association may be mediated by trait emotional awareness, the ability to recognize and understand one's emotions. This mediation hypothesis could be confirmed. We discuss our findings with respect to their potential relevance for research on motivated goal pursuit and health and practical applications.

Implicit/explicit motive discrepancies and volitional depletion among managers.

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.

Goal conflicts, attainment of new goals, and well-being among managers.

Researchers widely understand that conflicts among goals inhibit the attainment of these goals. However, this notion comes close to tautological reasoning. To avert this problem, this study examined whether preexisting goal conflict also inhibits success in newly set goals. Using the context of management training, in which managers collectively set new goals, the study variables were assessed at 3 testing periods covering 5 months. Results indicate that goal conflicts that persevere over time were associated with inhibited attainment of new goals but not with decreased subjective well-being (SWB). Goal attainment, however, was positively related to SWB. Interactions of residual changes in goal conflict and goal attainment were associated with positive affect.