Abstract
This study presents a new measure of value systems, the Motivational Value Systems Questionnaire (MVSQ), which is based on a theory of value systems by psychologist Clare W. Graves. The purpose of the instrument is to help people identify their personal hierarchies of value systems and thus become more aware of what motivates and demotivates them in work-related contexts. The MVSQ is a forced-choice (FC) measure, making it quicker to complete and more difficult to intentionally distort, but also more difficult to assess its psychometric properties due to ipsativity of FC data compared to rating scales. To overcome limitations of ipsative data, a Thurstonian IRT (TIRT) model was fitted to the questionnaire data, based on a broad sample of N = 1,217 professionals and students. Comparison of normative (IRT) scale scores and ipsative scores suggested that MVSQ IRT scores are largely freed from restrictions due to ipsativity and thus allow interindividual comparison of scale scores. Empirical reliability was estimated using a sample-based simulation approach which showed acceptable and good estimates and, on average, slightly higher test-retest reliabilities. Further, validation studies provided evidence on both construct validity and criterion-related validity. Scale score correlations and associations of scores with both age and gender were largely in line with theoretically- and empirically-based expectations, and results of a multitrait-multimethod analysis supports convergent and discriminant construct validity. Criterion validity was assessed by examining the relation of value system preferences to departmental affiliation which revealed significant relations in line with prior hypothesizing. These findings demonstrate the good psychometric properties of the MVSQ and support its application in the assessment of value systems in work-related contexts.
Highlights
IntroductionPeople take many work-related decisions, some simple and some more complex
Every day, people take many work-related decisions, some simple and some more complex
The overall purpose of this study was to assess the instrument’s psychometric properties and major aims were (a) to apply the Thurstonian IRT (TIRT) model to the FC response data generated by the Motivational Value Systems Questionnaire (MVSQ); (b) to compare results of classical ipsative scoring with TIRT scoring with regards to trait intercorrelations and individual scale score profiles; (c) to estimate the Preserving (PR) Preservation Tradition, cohesion, continuity, bonding
Summary
People take many work-related decisions, some simple and some more complex. Value systems play an important role in the emergence of motivation and guidance of behavior. They help people to determine subjectively preferable answers to the introductory posed questions under the assumption that they function as psychological criteria to conclude which decisions and action alternatives are desirable (Rohan, 2000; Hitlin and Piliavin, 2004). In the cognitive process of comparing options and identifying preferences, value systems guide people in determining the subjective value and utility of each alternative and formulate priorities. Value systems function as psychological frames of reference and are applicable to actions, objects, situations, events or even persons (Kluckhohn, 1951; Rokeach, 1973)
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