Work Extrinsic and Intrinsic Motivation Scale: Its value for organizational psychology research.

Abstract

The Work Extrinsic and Intrinsic Motivation Scale (WEIMS) is an 18-item measure of work motivation theoretically grounded in self-determination theory . The purpose of the present research was twofold. First, the applicability of the WEIMS in different work environments was evaluated. Second, its factorial structure and psychometric properties were assessed. Two samples of workers (military: N ϭ 465; civilians: N ϭ 192) voluntarily completed questionnaires. Using the WEIMS's 3 indexes (work self-determination index, work self-determined and nonself-determined motivation, respectively), results of regression analyses were supportive of its ability to predict positive and negative criteria in the workplace. Results also showed the adequacy of both its construct validity and internal consistency. Its factorial structure was also invariant across samples. Finally, its quasi-simplex pattern and relationships with psychological correlates further supported the self-determination continuum. Overall, these findings provide evidence for the applicability as well as the reliability and validity of the WEIMS in organisational settings. Results are discussed in regard to the applicability of self-determination theory to the workplace.

Intrinsic motivation as a moderator on the relationship between perceived job autonomy and work performance

“…the motivation to perform an activity for itself, in order to experience the pleasure and satisfaction inherent in the activity (Deci, et al, 1989). Furthermore, a recent study by Tremblay, Blanchard, Taylor, & Pelletier (2009) found the six motivational subdimensions of SDT to be adequately represented by two higher-order factors; Work self-determined and non-self-determined motivation. In this respect, our measure should be comparable with work self-determined motivation (consisting of intrinsic motivation, integrated regulation, and identified regulation).…”

Its Not All About the Money: Self-efficacy and Motivation in Defensive and Offensive Cyber Security Professionals

“…This implies that those performing offensive-focused tasks tend to demonstrate greater self-efficacy than those employed performing defensive-focused tasks. Participants were also asked to complete a survey exploring different measures of motivation [18]. The test provides estimates of the six different measures of motivation shown in Figure 1.…”

“…A survey was created that used well-regarded scales to measure motivation [18] and self-efficacy [19] in addition to biographic questions regarding age and experience in cyber security. The participants were also asked to estimate the '.…”

The Moderating Effects of Organizational Culture on the Relationship between Work Motivation and Work Commitment of University Academic Staff

“…To measure work motivation, Work Extrinsic Intrinsic Motivation Scale (Tremblay, Blanchard, Taylor, Pelletier, & Villeneuve, 2009) was applied. The eighteen items scale in its recent version supports the 6 factor structure of self-determination theory and each factor is represented by 3 items.…”