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

By Maxime A. Tremblay, C. Blanchard, Sara M. Taylor, L. Pelletier, Martine Villeneuve. 2009

646 citations recorded by the source corpus.

The Work Extrinsic and Intrinsic Motivation Scale (WEIMS) is an 18-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.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/6692bbb0d3910f015f27194d2b38e60ee91253e1

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Employees’ self-determined motivation, transformational leadership and work engagement (2019, methodology): “The model fit for WEIMS was improved by removing two items with poor factor loading ( ‘ For the income it provides me ’ and ‘ Because it allows me to earn money ’ ) resulting in a model fit (CFI = 0.87; TLI = 0.84; RMSEA = 0.11).”
Motivation on Job Satisfaction and Employee Performance (2020, methodology): “…question items, namely employee performance variables adopting research (Koopsmans et al., 2016; Robbins & Judge, 2017), the job satisfaction variable adopting research Cekmecelioglu et al. (2012), and motivation variables adopting research question items (Deci & Ryan, 2000; Tremblay et al., 2009).”
Perceived Organizational Support, Motivation, and Engagement Among Police Officers (2013, result): “These findings are in line with past research (e.g., Tremblay et al., 2009) showing that perceived organizational support positively predicts self-determined motivation, and highlights the role of social factors as motivational determinants.”
Intrinsic motivation as a moderator on the relationship between perceived job autonomy and work performance (2011, positive): “Furthermore, a recent study by Tremblay, Blanchard, Taylor, and 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.”
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.”
The Multidimensional Work Motivation Scale: Validation evidence in seven languages and nine countries (2015, background): “First, this is because previously published scales that contain an integration subscale typically show that it can hardly be statistically separated from identified and intrinsic motivation subscales (Mallett, Kawabata, Newcombe, Otero-Forero, & Jackson, 2007; Tremblay et al., 2009; Vallerand et al.”
Determinants of coach motivation and autonomy supportive coaching behaviours. (2013, background): “The subscales contain 4 items and Tremblay et al. (2009) report a strong internal reliability for the subscales (a ¼ .62e.72).”
Self-Determination Theory Can Help You Generate Performance and Well-Being in the Workplace: A Review of the Literature (2018, neutral): “Although previous research typically reveals that it is difficult to statistically separate integrated regulation from identified and intrinsic regulation subscales, the scale nevertheless reveals satisfactory psychometric properties (Tremblay et al., 2009).”
Work motivation and public service motivation: disentangling varieties of motivation and job satisfaction (2018, methodology): “To improve the model fit, based on previous research, the identified motivation items were removed (Tremblay et al. 2009; Gagné et al. 2014).”
Citizen participation in public administration: investigating open government for social innovation (2019, background): “In contrast, introjected and external regulations are related to negative behavioral outcomes such as the intention to quit (Nencini et al., 2016) and turnover intention (Tremblay et al., 2009).”
The effect of occupational self-efficacy on work performance through intrinsic work motivation (2018, background): “Participants completed a part of the extrinsic and intrinsic work motivation scale (Tremblay et al., 2009).”