Motivation Typology and the continum of Self-Determination Theory.
To understand the motivation at work, it is important to understand that it is a multidimensional concept, that can take different forms. The traditional dichotomy between intrinsic and extrinsic motivation is generally well known in psychology, but this macroscopic vision of the motivation is not sufficiently precise to understand the behavior at work. It is also at this level that the SDT particularly helps to understand the motivation to work, because of the distinction between four types of motivation that vary according to their degree of self-determination. Autonomous motivation includes the intrinsic and identified motivation, while controlled motivation encompasses introjected and extrinsic motivation. At the end of the continuum we find the lack of motivation.
The MWMS is a worldwide renowned test
The MWMS is available on our platform only. The authors of the test are recognised researchers on motivation. The test have excellent psychometric qualities and has been the subject of many studies.
Marylène Gagné, Jacques Forest , Maarten Vansteenkistec , Laurence Crevier-Braudd , Anja Van den Broecke.
The Multidimensional Work Motivation Scale: Validation evidence in seven languages and nine countries, European Journal of Work and Organizational Psychology, 05 Feb 2014
What is the motivation
Motivation is a central concept in human resource management, since it refers to the efforts and energy invested in the work. This energy is used to trigger and regulate behavior at work and therefore determines the direction, duration and intensity of job behavior.
Self-determination theory (SDT)
The self-determination theory proposes a multidimensional conceptualization of motivation comprising autonomous and controlled forms. Whereas autonomous motivation relates positively to people’s optimal functioning (e.g., well-being, performance), controlled motivation is less beneficial. To be able to use the self-determination theory in the field of organizational behaviour, the Multidimensional Work Motivation Scale was developed and tested using data from 3435 workers in seven languages and nine countries.
Factor analyses indicated that the 19 items scale has the same factor structure across the seven languages. The MWMS improves over similar work motivation scales in several ways. First, evidence for its factorial validity exists for seven languages across nine different country samples. Convergent and discriminant validity tests across the countries also indicate that the psychological needs for autonomy, competence, and relatedness as well as the theoretically derived antecedents to work (e.g., leadership and job design) are predictably related to the different forms of motivation, which in turn are predictably related to important work outcomes (e.g., well-being, commitment, performance, and turnover intentions).
The Authors of the MWMS
15 years and older
Individual or in Group