engleski

A comparison of two paradigms for implicit power motive measurement in predicting organizational leadership criteria

Purpose The purpose of this study was to compare the validity of the Conditional Reasoning Test for Power motive (CRT-P), and an implicit power motive test based on the Implicit Association Test paradigm (IAT-P) in explaining organizational leadership criteria. Design/Methodology/Approach/Intervention. We conducted a study on a sample of Croatian managers of small businesses (N = 66) and their subordinates (N = 194). Managers’ implicit power motive was captured with the CRT-P and IAT-P, and their explicit power motive was assessed with a self-report questionnaire. We also collected managers’ self-reports and subordinates’ reports about the managers’ 172 effectiveness (ME). Also, subordinates self- reported about perceived organizational support (POS), and their task performance (TP) and counterproductive work behaviors (CWBs). Results Multi-level analyses showed that CRT-P scores correlated positively with subordinates’ ME ratings and POS, and negatively with subordinates’ CWBs. At the same time, IAT-P scores were significantly related only to ME self-ratings. All relations held when self- reported power motive was controlled for. Limitations Both studies were conducted on a relatively small sample of managers, and the effects were generally small in size. Research/Practical Implications Our findings indicate an added value of implicit power motive measures in the organizational leadership field, both for scientific and practical purposes (e.g., leadership selection). Originality/Value Our study is among rare that compared the two most prominent methods for implicit personality measurement (Sackett et al., 2017) on the same sample of participants.

Power motive ; Conditional Reasoning Test ; Implicit Association Test ; leadership

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