Academic literature on the topic 'MWMS Scale (Multidimensional Work Motivation Scale)'

Resumo Este artigo objetivou analisar os fatores motivacionais através da Teoria da Autodeterminação (Deci & Ryan, 1985) e da aplicação da Multidimensional Work Motivation Scale (MWMS) (Gagné et al., 2014; Santos et al., in press), em trabalhadores de empresas de tecnologia do Sul do Brasil. A coleta de dados contou com 256 respondentes do questionário e 6 entrevistas semiestruturadas, sendo esta, portanto, uma pesquisa quanti-qualitativa, de natureza descritiva. Na etapa quantitativa, aplicou-se a Análise Fatorial Confirmatória (AFC), a análise de confiabilidade de escala pelo coeficiente Alfa de Cronbach e outros testes estatísticos. A etapa qualitativa foi tratada através da Análise de Conteúdo. Os principais resultados apontam que esses trabalhadores são primordialmente orientados pela Motivação Autônoma, seguidos pela Motivação Controlada. Salienta-se que o fator Desmotivação não foi evidenciado no conjunto de trabalhadores estudado. Recomenda-se que a motivação seja trabalhada no âmbito organizacional, de liderança e no individual, de forma conjunta, abrangendo mais elementos que possam alavancar o bem-estar do trabalhador e, consequentemente, melhorar os resultados organizacionais.

Abstract. Self-determination theory introduces a multidimensional view of motivation and explains how the different types of motivation can be promoted or hindered. Following Gagné et al. (2014) , the purpose of this study was to create an abbreviated version of the Multidimensional Work Motivation Scale (MWMS) and to study the psychometric properties of the instrument using data from 1,035 workers from three Mediterranean countries (Greece, Italy, and Spain). Factorial analyses indicated that the 18-item scale has the same factor structure across the three Mediterranean languages, reflecting common cultural idiosyncrasies and influences. Convergent and discriminant validity indicated that intrinsic and integrated forms of autonomous motivation had a positive relationship with job satisfaction, affective and normative commitment, prosocial behavior, perceived organizational support, job autonomy, and leader-member exchange. Controlled forms of motivation (e.g., social and material) were unrelated or negatively related to most of the variables examined, with the exception of continuance commitment (positive association). Lastly, amotivation was negatively related to all employee-related variables, except for continuance commitment. Practical implications and suggestions for the development of future research based on self-determination theory are discussed.

This study examines generational differences in valuing the sources of motivation in workplace behaviour between millennials and older generations, with a view to assist managers in making employment decisions and maintaining multigenerational staff in the services sector. Based on systematically sampled data, the authors used Gagné et al.’s Multidimensional Work Motivational Scale (MWMS) to measure the different facets of work motivators alongside a three-item measure of employee overall work motivation (designed for this study) to address the hypotheses. Using structural equation modelling procedures to analyse the data, the authors found that four out of six motivators regress differently to overall work motivation. In other words, both extrinsic regulation–material and identified regulation are valued more by millennials compared to older generations, while extrinsic regulation–social and introjected regulation are valued less by millennials compared to older generations.

Εισαγωγή Η θεωρία του Αυτο-Καθορισμού [Self-Determination Theory, (SDT)] (Deci & Ryan, 1985a,2000) προτείνει μία πολυδιάστατη ανάλυση των εργασιακών κινήτρων συνδυάζοντας τόσο εσωτερικούς όσο και εξωτερικούς μηχανισμούς ρύθμισης της συμπεριφοράς. Σκοπός της παρούσας έρευνας ήταν η διερεύνηση των εργασιακών κινήτρων των μαθητών της Γ΄ Λυκείου στην Ελλάδα, καθώς βρίσκονται κοντά στη μετάβαση από το σχολείο στην εργασία. Η ανάλυση έγινε με βάση την SDT μέσω της προσαρμογής στον υπό μελέτη πληθυσμό της κλίμακας Multidimensional Work Motivation Scale-MWMS (Gagné, Forest, Vansteenkiste, Crevier-Braud και Van den Broeck, 2014). Μέθοδος Τα δεδομένα αντλήθηκαν από ένα δείγμα μαθητών ηλικίας 17-18 ετών από ΓΕΛ της Αθήνας (Ν=203, Μ.Ο.=17,58 Τ.Α.=0.50). Μελετήθηκαν οι ψυχομετρικές ιδιότητες της κλίμακας και συγκεκριμένα η παραγοντική δομή και ο βαθμός αξιοπιστίας της. Αποτελέσματα Πραγματοποιήθηκε επιβεβαιωτική ανάλυση παραγόντων με τους στατιστικούς δείκτες (χ2, GFI, TLI, CFI, RMSEA, SRMR) να μην επιβεβαιώνουν τη δομή της αρχικής κλίμακας των κατασκευαστών αλλά να είναι κοντά στα όρια των επιθυμητών επιπέδων. Η διερευνητική ανάλυση παραγόντων παρουσίασε επίσης διαφοροποιημένη δομή σε σχέση με την αρχική κλίμακα. Συμπεράσματα Τα αποτελέσματα της έρευνας θέτουν τη βάση για περαιτέρω μελέτη των εργασιακών κινήτρων των μαθητών της Γ΄ Λυκείου. Επίσης, εγείρουν ένα σημαντικό ζήτημα αναφορικά με το αν οι Έλληνες μαθητές αυτής της βαθμίδας δίνουν έμφαση σε εξωτερικά κίνητρα υλικών ανταμοιβών για τη μελλοντική τους εργασία μέσα σε ένα πλαίσιο κοινωνικοοικονομικής αβεβαιότητας και πολυπλοκότητας όπως αυτό της ελληνικής κοινωνίας. Η παρούσα έρευνα συνιστά την πρώτη προσπάθεια αξιολόγησης των εργασιακών κινήτρων των μαθητών στην Ελλάδα με βάση την SDT.

Objective: Considering nurses’ psychological status, work decision involvement, emotions, anxiety, and motivation, is an important issue for attaining nurses’ retention and maintaining their preservation in their work positions. Work motivation is the key that enhances employee performance which is influenced by numerous internal and external factors; job anxiety is the apparent one. The current study is directed to achieve two aims: to assess the work motivation level and self-rated anxiety among nurses and to investigate the relationship between them. Therefore, a descriptive, correlative research design was applied with 300 registered nurses in King Abd El Aziz governmental hospital in Jeddah, Saudi Arabia.Methods: A triple-section questionnaire was used for data collection that involved: First, Multidimensional Work Motivation Scale (MWMS) that was developed by Gagne et al. in 2010. Second, Self-Rated Anxiety Sub-scale which was developed by Warr et al. in 1979. Third, sociodemographic questions were included.Results: About three-quarters of Suadi nurses have high work motivation level concerning introjected and identified regulations while more than half of them have a high level of work motivation regarding amotivation and extrinsic regulations. Consequently, most of the participants have high scores in work motivation level. As regards, self-rated anxiety, all study subjects have a certain level of anxiety at work, but the majority of them were with low level. As pertaining the correlation between both study variables, there is a negative correlation between work motivation level and self-rated anxiety and the present study proved that Saudi registered nurses in King Abd El Aziz governmental hospital have high work motivation level scores with low self-rated anxiety scores.Conclusions: The current study confirms that the Saudi nurses in Jeddah have high work motivation level with low anxiety. Furthermore, the study provides evidence of a negative or inverse correlation between work motivation level and self-rated anxiety among Saudi registered nurses in King Abd El Aziz governmental hospital. Nurses should be aware by the importance of motivation in their job and at the same time, be aware of the risks of work-related anxiety. Nurse Managers have to tailor all factors which are surrounding nurses in a hospital environment, organizational structure and culture to be positively motivated and, at the same time, to alleviate any tendency of work-related anxiety. Furthermore, work motivation and anxiety should be involved and integrated into the nursing curriculum in nursing schools.Further researches: A research about the effect of the work motivation educational program on nurse manager’s leadership skills, is needed. A study about the correlation between work motivation and other negative or positive variables in work environment among nurses is necessitated. Also, assessment of nurses’ work motivation and anxiety using different tools such as value test, emotional inventory and adjustment skills measurement.

Few studies have applied a person-centered approach to work motivation using cluster or profile analyses. Thus, little is known about which configurations of work motivations characterize professionals. The aim of this study is to establish the structure of work motivation profiles under the framework of self-determination theory and to examine the relationship between work motivation and subjective work performance. The study involved 147 corporate employees who completed the Multidimensional Work Motivation Scale and self-rated their work performance. The two-step cluster analysis was applied, followed by a one-way ANOVA and a post-hoc Bonferroni test. The findings revealed differences between the five profiles for all forms of motivational regulation on the self-determination continuum (large effect sizes). Further examination revealed that the employees’ current work performances differed across motivational profiles (medium effect size). Strongly and poorly motivated as well as autonomously motivated employees reported better subjective work performance compared to unmotivated individuals. In line with self-determination theory, the quantity and shape of motivation can be simultaneously considered in terms of both theoretical and practical implementation.

Most studies on motivation to work concentrate on its environmental and situational antecedents. Individual values are not the point of interest of empirical analyses. The aim of the research described in the paper was to seek possible relationships between work ethic and motivation to work. A hypothesis was put forward that work ethic, in the classical Weberian approach, is connected with motivation to work, from the point of view of Ryan’s and Deci’s self-determination theory. The study on a sample of 405 Polish employees was conducted with use of the Polish version of Multidimensional Work Ethic Profile MWEP-PL and Work Extrinsic and Intrinsic Motivation Scale, in the Polish adaptation WEIMS-PL. The Canonical Correlation Analysis was used to assess the simultaneous interrelationships between two sets of the variables measured. The results show that selected dimensions of work ethic, such as centrality of work, valuing hard work, perceiving work as an obligation, anti-leisure sentiment and delay of gratification are positively related to autonomous dimensions of motivation: intrinsic motivation, integration and identification, and non-autonomous introjection. Attributing a high value to hard work, including the conviction that it leads to success, aversion to wasting time and self-reliance correlate positively with taking up work for extrinsic rewards and with the desire to acquire a positive opinion about oneself as well as gain approval and recognition from others. Work ethic is connected on the one hand with autonomous motivation, including in particular intrinsic motivation, and on the other hand with extrinsic motivation, with the striving for success, which is the result of work. After empirical verification the findings could become a base for training programs and shape the way of influencing people’s motivation, morale, attitude towards work and job satisfaction. They can result in the way employees are managed and selected for different tasks.

The current study aims to determine whether there is a relationship between transformational leadership and teachers’ motivation and whether this relationship if any, differs significantly based on various demographic variables. Within the framework of this aim, two scales were applied to 418 teachers working at primary, middle, and high schools in Istanbul. The data collection tools used in the study are the “Multidimensional Work Motivational Scale” developed by Gagné et al. (2010), and the “Transformational Leadership Scale” developed by Brestrich (2000). During the analysis of the data collected through scales, mean, frequency, and descriptive values such as standard deviation were used as well as independent groups t-test, multivariate variance analysis (MANOVA), and canonical correlation analysis. The results showed that as teachers perceive their principals as transformational leaders, their motivation including their inner motivation decreases. Besides, teachers’ perceptions of the transformational leadership skills of the principals change according to time of working in their current school, education levels and gender. It was also explored that the motivation status of female teachers was higher than male teachers.

Submitted by Silvana Teresinha Dornelles Studzinski (sstudzinski) on 2016-07-15T16:20:46Z No. of bitstreams: 1 Clarice Lucas da Silva Machado_.pdf: 2080708 bytes, checksum: 816dd61e9fa35916d650ec4535b87320 (MD5)<br>Made available in DSpace on 2016-07-15T16:20:46Z (GMT). No. of bitstreams: 1 Clarice Lucas da Silva Machado_.pdf: 2080708 bytes, checksum: 816dd61e9fa35916d650ec4535b87320 (MD5) Previous issue date: 2016-05-12<br>Nenhuma<br>Este estudo trata de uma pesquisa de campo, de abordagem quantitativa e qualitativa, que foi realizada com 262 trabalhadores de empresas de tecnologia do Sul do Brasil. Apresenta como principal objetivo analisar os fatores motivacionais no ambiente laboral destacados entre trabalhadores desse segmento. É aplicada a Multidimensional Work Motivation Scale (MWMS), através de survey eletrônica, enviada aos participantes por meio da técnica de amostragem “bola de neve”. O estudo está complementado por 6 (seis) entrevistas semiestruturadas, segundo a técnica de análise de conteúdo. Como resultado, observa-se que esses trabalhadores são primordialmente orientados pela Motivação Autônoma, seguidos pela Motivação Controlada. Salienta-se que o fator Desmotivação não foi evidenciado no conjunto de trabalhadores estudado. Sentimentos de ligação com seus valores pessoais, tais como os sentimentos de autonomia e de competência, bem como a motivação para o saber e o aprender se apresentaram como fortes características desses profissionais, nos quais valorizam as relações no trabalho em todos os níveis e são estimulados pela sensação de liberdade psicológica. Esses trabalhadores gostam de competir e resolver problemas complexos, motivam-se pelos sentimentos de autoestima e da autopercepção social e profissional, assim como do reconhecimento de suas competências. O estudo revela um perfil de profissional que precisa se sentir competente, que busca superar os outros e a si mesmo, ou melhor, ser reconhecido além das barreiras institucionais. Recomenda-se que a motivação seja trabalhada no âmbito organizacional, de liderança e no individual, de forma conjunta, abrangendo mais elementos que possam alavancar o bem-estar do trabalhador e, consequentemente, melhorar os resultados organizacionais.<br>This field study, which used a quantitative and qualitative approach, was carried out by 262 employees of technology companies in South Brazil. The main objective was to analyze motivational factors in the work environment of workers in this particular sector. Based on the Multidimensional Work Motivation Scale (MWMS), participants were sent electronic surveys using the “Snowball Sampling” technique. The study was conducted using six (6) semi-structured interviews by way of content analysis technique. As a result, it was observed that these workers are primarily guided by Autonomous Motivation, followed by Controlled Motivation. Please note that the study did not focus on demotivation factors of the workers. Connecting personal feelings with personal values, such as feelings of autonomy and competence, as well as the motivation to learn, is presented as strong features of these professionals, in which they value relationships at work at all levels and are encouraged by a sense of psychological freedom. They like to compete and solve complex problems, are motivated by feelings of high self-esteem, social and professional self-perception, as well as being recognized for their skills. The study reveals a profile that needs to feel competent, that seeks to overcome others and himself, or better yet, be recognized beyond institutional constraints. It is recommended that motivation be worked through an organizational context, both through leadership and the individual, jointly covering more elements that will leverage the worker’s well-being and consequently improve organizational results.

Purpose: This paper a) aims to investigate the relation between Knowledge Management (KM) and work motivation (following Self-Determination Theory); b) analyses the relevance of proposing profiles of workers; and c) assesses the differences in work motivation as a result of the profiles created. Design/methodology/approach: This is a quantitative and cross-sectional research. Participants are from Portuguese organizations (N=695). The self-administered questionnaires KMQ-SF and MWMS are used. Correlational analysis, cluster analysis and MANOVA are performed. Findings: As we advance on the motivation continuum to more autonomous work motivation, the relation to KM strengthens (from negative, to weak and moderate effect sizes) supporting SDT. Four out of ten profiles showed a statistically significant global effect on work motivation: High KM Profile (8.3%), followed by the Low KM Profile (6.4%), the Low/Moderate Formal KM Profile (6.3%) and the Low/Moderate Competitive KM Profile (3.9%). Research limitations/implications: Limitations concern the fact that: 1) this is a transversal study, and 2) this is a correlational study, which implies that the inference of causality cannot be assumed. Practical implications: This paper suggests a well-adjusted KM strategy, which may better one’s performance and well-being, by strengthening more self-determined motivations and decreasing Amotivation. At the same time, hiring new employees based on their autonomous motivation to the specific tasks they will perform can strengthen KM processes. Originality/value: This paper supports SDT and corroborates the notion that KM and work motivation are related, mainly considering autonomous motivation.