Motivation Typology and the continum of
To understand the motivation at work, it is important to know that it is a multidimensional concept, which 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 more precisely the motivation to work, because it distinguishes between four types of motivation that vary according to their degree of self-determination. Autonomous motivation includes the intrinsic motivation and identified while controlled motivation encompasses introjected and extrinsic motivations. At the end of the continuum we find the lack of motivation.
The MWMS is a world renowned test
The MWMS is only available on our platform. The authors of the test are well respected researcher on motivation. The test have excellent psychometrics quality and has been the object of many research.
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.
Why you need to assess it.
Companies want to have motivated employees. But still need to know where to individuals are motivated. So motivation is a concept that does not vary only in intensity but also in quality. In other words, motivation can take several forms that may exist in varying degrees in the worker. The relative presence of various types of motivation leads to the worker of psychological, physical, behavioral and economic different.
Self-determination theory and work motivation M Gagné, Deci EL - Journal of Organizational behavior, 2005
Self-determination theory (SDT)
Self-determination theory proposes a multidimensional conceptualization of motivation comprising autonomous and controlled forms. Whereas autonomous motivation relates positively to individuals’ optimal functioning (e.g., well-being, performance), controlled motivation is less beneficial. To be able to use 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.
Factorial 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 motivation (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).
15 years and older
Individual or in Group
The Authors of the MWMS