The Motivation at Work Scale: Validation Evidence in Two Languages

By Marylène Gagné, Jacques Forest, Marie-Hélène Gilbert, Caroline Aubé, Estelle M. Morin, A. Malorni. 2010

744 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/2f1affd68f7073c1ac8f5e2ea00d8e3453523312

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In Applied Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

The role of supervisor autonomy support, organizational support, and autonomous and controlled motivation in predicting employees' satisfaction and turnover intentions (2013, methodology): “Second, autonomous and controlled motivation was assessed with the MAWS (Gagné et al., 2010), which was recently validated in convenient samples of Canadian workers, and does not include an amotivation (i.e., the absence of motivation) subscale.”
Measuring Need Satisfaction and Frustration in Educational and Work Contexts: The Need Satisfaction and Frustration Scale (NSFS) (2016, methodology): “Intrinsic Motivation The 3-item intrinsic motivation subscale of the Motivation at Work Scale (MAWS, Gagné et al. 2010) was used to assess intrinsic motivation and was slightly adapted for a student sample.”
Longitudinal associations between employees’ beliefs about the quality of the change management process, affective commitment to change and psychological empowerment (2016, background): “It has been shown that employees with a strong affective commitment tend to feel more autonomous than those with more controlled forms of motivation as they perform their job (Gagné et al., 2008, 2010; Meyer et al., 2012).”
Achievement Goals, Reasons for Goal Pursuit, and Achievement Goal Complexes as Predictors of Beneficial Outcomes: Is the Influence of Goals Reducible to Reasons? (2017, positive): “For instance, in the workplace, autonomous reasons have been shown to positively predict job interest (Gagné & Deci, 2005), job satisfaction (Lam & Gurland, 2008), and job positive emotion (Gagné et al., 2010).”
Citizen participation in public administration: investigating open government for social innovation (2019, methodology): “Independent variables For measuring citizens’ motivation to participate in the idea platform, we developed a multi-item scale based on SDT literature (Millette and Gagné, 2008; Gagné et al., 2010; Weinstein and Ryan, 2010; van Schie et al., 2015).”
Validation of the Perceived Parental Autonomy Support Scale (P-PASS) (2015, background): “Back-translations of validated scales have indeed proved useful to efficiently develop new ones (e.g., Gagné et al., 2010; Pelletier & Vallerand, 1990).”
Pay, Intrinsic Motivation, Extrinsic Motivation, Performance, and Creativity in the Workplace: Revisiting Long-Held Beliefs (2015, background): “….46 .45 .40 .34 .02 Organization Commitment .41 .37 .32 .32 .13 Turnover Intention -.47 -.36 -.35 -.26 -.03 Work Strain -.06 -.12 -.08 -.01 .10 Gagné et al. (2010): Job Satisfaction .58 ¤ .53 .27 .13 Affective organizational commitment .59 .64 .38 -.18 Turnover Intention -.26 -.27 -.12 -.03…”
Work motivation and public service motivation: disentangling varieties of motivation and job satisfaction (2018, methodology): “Moreover, job satisfaction has often been studied as a correlate of both PSM and SDT, with robust, positive results making it a valid and reliable outcome variable to test the two theories (Cantarelli, Belardinelli, and Belle 2015; Vansteenkiste et al. 2007; Gagné et al. 2010).”
Understanding Public and Nonprofit Managers' Motivation Through the Lens of Self-Determination Theory (2013, methodology): “Introjected motivation items used in earlier studies (Gagné et al., 2010; Tremblay et al., 2009) can be taken into account as well.”
Beyond intrinsic and extrinsic motivation: A meta-analysis on self-determination theory’s multidimensional conceptualization of work motivation (2021, positive): “Others adopt a more balanced approach, including also approach-oriented items referring to positive feelings (e.g. self-worth, pride) that may boost one’s self esteem (e.g., Gagn´e et al., 2010, 2015).”
How job characteristics relate to need satisfaction and autonomous motivation: implications for work effort (2013, positive): “Autonomous motivation was measured using the intrinsic motivation subscales (e.g., “Because I have fun doing my job”) and identiﬁed regulation (e.g.,“Because this job ﬁts my personal values”) of the Motivation at Work Scale (Gagné et al., 2010).”