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The Work Extrinsic and Intrinsic Motivation Scale (WEIMS) is an 1 8-item measure of work motivation theoretically grounded in self-determination theory (Deci & Ryan, 2000). 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 = 465; civilians: N = 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.
Keywords: work motivation, self-determination theory, scale validation
Work motivation is an enigmatic topic in work and organisational science (Kanfer, Chen, & Pritchard, 2008). Given today's economy, a motivated workforce represents botìi a competitive advantage and a critical strategic asset in any work environment. In organisational research, work motivation has been the subject of more theories than any other topic (Baron, 1991); organisational researchers see employee motivation as a fundamental building block in the development of effective theories (Steers, Mowday, & Shapiro, 2004). Indeed, programs of research guided by expectancy-valance theory, self-regulation and goal-setting formulations, social exchange and justice approaches, and selfperspective (e.g., self-determination theory [SDT]; Deci & Ryan, 1985, 2000) have stimulated the development of organisational and managerial practises to promote positive worker attitudes (e.g., employee commitment) and enhance job performance (e.g., individual and team effort).
An issue that warrants attention in motivation research is the method and approach used to assess this construct. Assessments of employee motivation need to be practical, fast, flexible, and accessible through different means. Short, theory-grounded measures leading to concrete applied venues are key to addressing these organisational needs. This paper will thusly define and review different approaches to studying and assessing motivation in the workplace. Emphasis will...