"Work Extrinsic and Intrinsic Motivation Scale: Its value for organizational psychology research": Correction to Tremblay et al (2009).

Abstract

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 ϭ 465; civilians: N ϭ 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.

How Does Work Motivation Impact Employees’ Investment at Work and Their Job Engagement? A Moderated-Moderation Perspective Through an International Lens

“…The items of the questionnaire were initially written in English and then translated into Hebrew and Japanese, utilizing the backtranslation procedure (Brislin, 1980). Work motivation was gauged by the Work Extrinsic and Intrinsic Motivation Scale (WEIMS; Tremblay et al, 2009), consisting of 18 Likert-type items ranging from 1 ("Does not correspond at all") to 6 ("Corresponds exactly"). Intrinsic motivation had a high reliability (α Israel = 0.92, α Japan = 0.86; e.g., ".…”

Testing a continuum structure of self-determined motivation: A meta-analysis.

“…As such, we were able to obtain an insufficient number of samples (n = 2) to include it in any meaningful way in the current meta-analysis. The Work Extrinsic and Intrinsic Motivation Scale (WEIMS; Tremblay, Blanchard, Taylor, Pelletier, & Villeneuve, 2009) was adapted from Blais et al (1993) to include questions assessing amotivation and integrated regulation, while the Motivation at Work Scale (Gagné et al, 2010) was adapted from Blais et al to improve the subscales' psychometric properties for the four core regulations (i.e. external, introjection, identified, and intrinsic motivation).…”

A Corporate Purpose as an Antecedent to Employee Motivation and Work Engagement

“…Consequently, individuals may experience a lack of control over the situations they are in or feel detached from their work or the actions they undertake (Howard et al, 2016). Known associations of this type of motivation are low engagement, low vitality, emotional exhaustion, higher burnout risk, and turnover intentions (Tremblay et al, 2010).…”