International validation of the “Revised Motivation at Work Scale”: Validation evidence in five different languages (French, English, Italian, Spanish, & Dutch)

Results of a cross-cultural validation study of the Revised Motivation at Work Scale is presented in five languages. This scale attempts to improve over previous scales in several ways. Firstly, previously published scales of work motivation using SDT overemphasized an approach orientation for extrinsic motivation items and an avoidance orientation for introjected motivation items. To overcome this problem, we distinguished between introjection-approach and introjection-avoidance and also between extrinsic-material (approach and avoidance) and extrinsic-social (approach and avoidance). Factorial analyses confirm that this theoretical differentiation can be statistically detected. Moreover, alpha coefficients are higher for external regulation than in previous scales. Secondly, strict differentiation of the autonomous items into identified regulation and intrinsic motivation was used when developing items. Previous scales sometimes combine identification and intrinsic motivation into the same items. This increases the face validity of the scales. Thirdly, previously published scales were only available in French or English (or were translations of these measures), without empirical evidence showing equivalence across languages, which limits cross-cultural generalization. This revised scale is translated in 12 languages - Chinese, Arabic, Norwegian, Swedish, Danish, Greek, German, Dutch, Spanish, English, Italian and French - with data collected and analyzed for the latter five languages. The present study conducted with 1910 participants shows empirical evidences of validity, reliability and structural invariance in five different languages (French, English, Italian, Spanish, and Dutch). We also show that the MAWS subscales are predictably related to organizational behavior constructs. Implications for research and practice involving SDT in organizations are discussed

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

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