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Cited by 1,051Motivation and Self-Concept in SportsJob Satisfaction and Organizational BehaviorHuman Behavior and Motivation

The Multidimensional Work Motivation Scale: Validation evidence in seven languages and nine countries

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Gagné, Marylène, Forest, Jacques, Vansteenkiste, Maarten, Crevier-Braud, Laurence, van den Broeck, Anja, Aspeli, Ann Kristin, Bellerose, Jenny, Benabou, Charles +12 more·2015·European Journal of Work and Organizational Psychology
DOI 10.1080/1359432x.2013.877892
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Abstract

Self-determination theory proposes a multidimensional conceptualization of motivation comprising autonomous and controlled forms. Whereas autonomous motivation relates positively to individuals’ optimal functioning (e.g., well-being, performance), controlled motivation is less beneficial. To be able to use self-determination theory in the field of organizational behaviour, the Multidimensional Work Motivation Scale was developed and tested using data from 3435 workers in seven languages and nine countries. Factorial analyses indicated that the 19-item scale has the same factor structure across the seven languages. Convergent and discriminant validity tests across the countries also indicate that the psychological needs for autonomy, competence, and relatedness as well as the theoretically derived antecedents to work motivation (e.g., leadership and job design) are predictably related to the different forms of motivation, which in turn are predictably related to important work outcomes (e.g., well-being, commitment, performance, and turnover intentions). Implications for the development of organizational research based on self-determination theory are discussed.

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  • Adaptive and proactive performance can be promoted by satisfying the needs for competence, autonomy and relatedness, and by self-determined motivation.

    “Adaptive (coping with and responding to change) and proactive (initiating change) performance can be promoted by satisfying the needs for competence, autonomy and relatedness, and self-determined motivation4,58.”

    From Understanding and shaping the future of work with self-determination theory (2022) · cites this paper as [58]

    The Work role performance section reports positive associations between autonomous motivation and adaptive and proactive performance, and between satisfaction of all three needs and autonomous motivation. The Discussion also describes a role for motivation in promoting performance. The paper does not establish that satisfying those needs promotes adaptive or proactive performance; the reported findings are correlations, not a tested intervention or causal pathway. (LLM, conf=0.83)

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  • The four outcomes (turnover intentions, work performance, presenteeism, absenteeism) show differentiated relations with employees' levels of autonomous and controlled motivation.

    “These four outcomes were retained based on previously reported evidence showing that they all present differentiated relations with employees' levels of autonomous and controlled motivations (e.g., Fernet, Trépanier, Austin, Gagné, & Forest, 2015;Gagné et al., 2015).”

    From A test of work motivation profile similarity across four distinct samples of employees (2020) · cites this paper as Gagné et al., 2015

    The Work role performance section (page unavailable) reports different relations of autonomous and controlled motivation with turnover intentions and with self-reported performance. It does not report relations for presenteeism or absenteeism, so this source supports only two of the four named outcomes. (LLM, conf=0.88)

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Research works printed but not linked: 7

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  3. Chemolli, E., Gagné, M., & Koestner, R. (2012, June). Recurring null results between extrinsic motivation and performance and well- being in the workplace: Finding meaning in the void. Paper pre- sented at the Institute of Work Psychology Conference, Sheffield.
  4. Hofstede, G. (2001). Culture's consequences: Comparing values, beha- viours, institutions, and organizations across nations (2nd ed.). Thousand Oaks, CA: Sage Publications.
  5. Koestner, R., & Losier, G. F. (2002). Distinguishing three ways of being internally motivated: A closer look at introjection, identifica- tion, and intrinsic motivation. In E. L. Deci & R. M. Ryan (Eds.), Handbook of self-determination research (pp. 101-121). Rochester, NY: University of Rochester Press.
  6. In D. R. Ilgen & E. D. Pulakos (Eds.), The changing nature of work performance (pp. 325-365). San Francisco, CA: Jossey-Bass.
  7. Schaufeli, W. B., & Van Dierendonck, D. (2001). Utrechtse Burnout Schaal (UBOS) [The Utrecht Burout Scale (UBOS)]. De Psycholoog, 36, 9-12. doi:10.1037//1076-8998.6.1.43 · DOI

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Authors
Gagné, M., Forest, J., Vansteenkiste, M., Crevier-Braud, L., van den Broeck, A., Aspeli, A. K., Bellerose, J., Benabou, C., Chemolli, E., Güntert, S. T., Halvari, H., Indiyastuti, D. L., Johnson, P. A., Molstad, M. H., Naudin, M., Ndao, A., Olafsen, A. H., Roussel, P., Wang, Z., & Westbye, C.
Affiliations
  • The University of Western Australia (AU)
  • Université du Québec à Montréal (CA)
  • Ghent University (BE)
  • Buskerud University College (NO)
  • Université de Montréal (CA)
  • ETH Zurich (CH)
  • Universitas Gadjah Mada (ID)
  • University of Sheffield (GB)
  • Université Panthéon-Assas (FR)
  • Cheikh Anta Diop University (SN)
  • Université de Toulouse (FR)
Corresponding author
Gagné, Marylène
ORCID
Venue
European Journal of Work and Organizational Psychology
Publisher
Informa UK Limited
Published
2014-02-05
Volume
24
Issue
2
Pages
178-196
ISSN
  • 1359-432X (ISSN-L)
  • 1464-0643
DOI
10.1080/1359432x.2013.877892
OpenAlex
W2088200404
Semantic Scholar
725aa3f0e394bf102d25200507074beb64a86ef1
Cited by
1,051
References
90
Citations by year
2026: 88 · 2025: 138 · 2024: 109 · 2023: 122 · 2022: 115 · 2021: 109 · 2020: 86 · 2019: 75 · 2018: 78 · 2017: 54 · 2016: 33 · 2015: 32 · 2014: 6 · 2013: 3 · 2012: 2
FWCI
61.30
Type
journal article
Language
en
Open access
Licence
other-oa
Locations
  • European Journal of Work and Organizational Psychology (publishedVersion)
  • Lirias (submittedVersion, other-oa)
  • UWA Profiles and Research Repository (UWA) (submittedVersion)
  • RePEc: Research Papers in Economics (submittedVersion)
  • HAL (submittedVersion)
  • Ghent University Academic Bibliography (Ghent University) (submittedVersion)
  • eSpace (Curtin University) (submittedVersion)
  • Toulouse Capitole Publications (University Toulouse 1 Capitole) (submittedVersion)
Funders
  • Fonds Québécois de la Recherche sur la Société et la Culture
  • Association Nationale Recherche Technologie France
  • Social Sciences and Humanities Research Council of Canada
Topics
  • Social Sciences › Psychology › Social Psychology › Motivation and Self-Concept in Sports
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
  • Social Sciences › Psychology › Applied Psychology › Human Behavior and Motivation
Keywords
Multidimensional Work Motivation Scale, self-determination theory, autonomous motivation, controlled motivation, employee motivation, scale validation, cross-cultural measurement, psychological needs, autonomy, competence, relatedness, leadership, job design, well-being, organizational commitment, employee performance, turnover intention

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