Multidimensional Work Motivation Scale Research Articles

Psychological distress, work environment quality, and motivation levels among nurses working in Saudi Arabia.

A favorable clinical environment and nurse motivation are both essential for achieving high-quality patient outcomes and organizational performance in healthcare systems, which can be highly distressing for nurses. The purpose of this study was thus to determine the associations among and influences of psychological distress, work environment quality, and motivation on one another. This was a cross-sectional, descriptive-correlational study conducted with a total sample of 204 nurses in two public tertiary hospitals. We used an online survey to collect nurses' responses, which comprised the Kessler Psychological Distress Scale-6, Brief Nurses' Practice Environment Scale, and Multidimensional Work Motivation Scale. We ran the necessary statistical analyses in SPSS version 28. We found that nurses' psychological distress, work environment quality, and motivation were moderate. A significant, positive, and moderate relationship existed between psychological distress and work environment quality, while nurses' educational level was statistically different with their motivation level. In the regression, only the nationality, current position, and work environment variables significantly influenced psychological distress. The hospital type also significantly influenced work environment quality. No variable was found to influence nurses' motivation level, though. We concluded that nurses' work environment quality and motivation are interconnected with the psychological stress they experience at work. Monitoring nurses' work environment quality, motivation levels, and psychological distress is thus vital to ensure better patient care.

Pengaruh Dukungan Sosial terhadap Motivasi Belajar Mahasiswa Tingkat Ii

This study examines the relationship between work motivation and psychological well-being (PWB) in internship students in Greater Jakarta. Program policies provide opportunities for students to develop their skills and work experience. This study aims to identify how work motivation, both intrinsic and extrinsic, affects the psychological well-being of internship students. Using a predictive correlational approach, data was collected through a questionnaire that measured the dimensions of work motivation and PWB. The results of the study showed that intrinsic motivation had a significant positive impact on psychological well-being, while excessive extrinsic motivation could have a negative impact. This research emphasizes the importance of creating a supportive work environment to motivate interns, improve their performance, and prepare them for the transition from academia to the world of work. The researcher obtained 103 respondents from various students at the University of Greater Jakarta with 25.2% male and 74.8% female. The data of this study was processed using convenience sampling techniques, using Multidimensional Work Motivation Scale (MWMS) and Psychological Well-Being (PWB) questionnaires. The results of data analysis are known through the Kolmogorov Smirnov test obtained a number of 0.200 > 0.05 for both variables, it was concluded that the residual data was normally distributed.

Evaluation of psychometric characteristics of employee motivation in the workplace

Researchers constantly look for the ideal motivating factors in various countries, industries, and sectors, due to its multilateral dimension, which includes employees, managers, organizational policies and practices, and the way that the very dynamic external environmental factors influence them. Self-Determination Theory of motivation proposed by Edward Deci and Richard Ryan, embraces a holistic approach to human motivation which started by identifying several motivational styles and has been implemented in different fields of workplace motivation and management This paper aims to emphasize the importance of examining the psychometric characteristics of the employee motivation scale in the workplace, relying on some bifactor model ancillary indices. The degree of motivation was measured through the Multidimensional Work Motivation Scale (MWMS), based on Self-Determination Theory (SDT). The data were collected from a self-report questionnaire addressed to 658 employees from various businesses and institutions in the Korça region, in Albania. The ancillary indices, derived from the standardized loadings of a confirmatory bifactor model, provide a more comprehensive overview of the psychometric characteristics of the measurement instrument. The study showed that treating the MWMS as unidimensional within a multidimensional construct may cause only a small bias. However, its interpretation seems questionable. On the other hand, the added value of some subscale scores should be considered and can be statistically appropriate for interpretation, helping applied researchers. This study contributes to the field by highlighting the necessity of scrutinizing the psychometric properties of the employee motivation scale and demonstrates the utility of employing bifactor model ancillary indices for a more nuanced understanding. For the first time in Albania, we have a measurement instrument related to the motivation of employees in the workplace, which enjoys good psychometric characteristics.

Hubungan antara Motivasi Kerja dan Psychological Well- Pembentukan Superelevasi Jalan pada Pekerjaan Timbunan Ringan Mortar Busa Berdasarkan Setting Time

This study examines the relationship between work motivation and psychological well-being (PWB) in internship students in Jabodetabek. The Kampus Merdeka program policy provides opportunities for students to develop their skills and work experience. This study aims to identify how work motivation, both intrinsic and extrinsic, affects the psychological well-being of student interns. Using a predictive correlational approach, data were collected through questionnaires measuring the dimensions of work motivation and PWB. The results showed that intrinsic motivation has a significant positive impact on psychological well-being, while excessive extrinsic motivation can have a negative impact. The research emphasizes the importance of creating a supportive work environment to motivate student interns, improve their performance, and prepare them for the transition from academia to the world of work. The researcher obtained 103 respondents from various students in Jabodetabek. universities with 25.2% male and 74.8% female gender. This research data was processed using convenience sampling techniques, using the Multidimensional Work Motivation Scale (MWMS) questionnaire and Psychological Well Being (PWB) distribution this questionnaire through social media by using google form. The analysis of the data is known through the Kolmogorov Smirnov test obtained a figure of 0.200> 0.05 for both variables, it is concluded that the residual data is normally distributed.

Toxic Leadership and Followers’ Work Motivation: An Angolan Study

Toxic leadership has detrimental effects on subordinates and has been associated with several negative outcomes in organizations. This research aims to study the effects of toxic leadership dimensions (abusive supervision, authoritarianism, narcissism, self-promotion and unpredictability) on followers’ work motivation by using Self-Determination Theory to approach work motivation. Angola faces significant social development challenges that are dependent upon the quality of leadership. Two hundred and nineteen people, aged 30 and 65 years, participated in this research from Angolan organizations in different industry sectors. The Toxic Leadership Scale and Multidimensional Work Motivation Scale were used. Correlation and regression analyses were performed. The narcissism dimension of toxic leadership and the identified regulation of work motivation had the highest scores. Leaders’ narcissism was positively correlated with external material and introjected motivation; self-promotion with introjected and intrinsic motivation. All dimensions of toxic leadership were positively correlated with amotivation. Finally, abusive supervision negatively predicts introjected regulation, and narcissism predicts positively material regulation of work motivation. These relationships were interpreted as the effect of toxic leadership dimensions on work motivation dimensions. Leadership development programs should focus on preventing toxic leadership in order to positively impact the followers’ autonomous regulation.

Multidimensional Work Motivation Scale Validation Study of the English Version in an Online Gig Work Context

The self-determination theory (SDT) is a macro theory of human motivation and personality that focuses on people’s innate psychological needs and their desires for growth and development. The Multidimensional Work Motivation Scale (MWMS) is grounded in the SDT and was extensively researched and tested on different cultures, in different languages and in different contexts. The purpose of this research was to evaluate the applicability of the MWMS in a different and relatively new type of work, namely on online gig work. A sample of workers on the Clickworker.com platform (N=542) voluntarily answered the questionnaire. The result shows that, while most subscales are applicable in this context, the Introjected regulation subscale might need some adjustment for online work environments.

A voyage of discovering the impacts of teacher immunity and emotion regulation on professional identity, autonomy, and work motivation in Iranian EFL landscape.

The literature has widely recognized the significance of examining the influence of teacher professional identity (TPI), teacher autonomy (TA), and teacher work motivation (TWM) on teacher well-being. However, there is a noticeable gap in the research regarding the role of teacher immunity (TI) and teacher emotion regulation (TER) in TPI, TA, TWM among English as a foreign language (EFL) teachers. In light of this gap, the present study aimed to investigate the association between TI and TER with TPI, TA, and TWM of EFL teachers. A sample of 433 EFL teachers completed the Language Teacher Immunity Instrument, the Language Teacher Emotion Regulation Inventory, the Teacher Professional Identity Scale, the Teacher Autonomy Questionnaire, and the Multidimensional Work Motivation Scale. The Confirmatory Factor Analysis and Structural Equation Modeling were conducted to analyze the data. Findings disclosed that TI and TER were strong predictor of TPI, TA, and TWM among the EFL teachers. The study concludes by offering some pedagogical implications for different stakeholders and discussing potential areas of research that can be developed based on the findings.

Work motivation and affect regulation capabilities in a group of italian military finance students

Motivation in the workplace has been a central topic in regard to both theoretical and or-ganisational issues. The aim of this study was to examine the association between affect regu-lation capabilities levels and different motivational dimensions according to the self-determination theory in military students. Following questionnaires were administered to 198 Italian military finance students (183 male): a sociodemographic questionnaire, the 20-itemToronto Alexithymia Scale (TAS-20), and the Multidimensional Work Motivation Scale (MWMS). Data analysis showed that the high affect regulation capabilities group scored sig-nificantly higher in autonomous motivation compared to the intermediate and low affect capa-bilities groups and significantly lower in external motivation. Meanwhile, the low affect regu-lation capabilities group scored significant higher in amotivation compared to the intermediate and high affect regulation capabilities groups. The results confirmed the association between abilities in emotional regulation and motivational dimension scores. Further studies are needed to confirm these preliminary results, which could orientate the selection and training of future military students.

Generation Z Work Motivation in Indonesia

This study aims to identify the most important work motivation factors for Generation Z that can serve as a solid basis for practical decision-making to determine strategies for employers in attracting and retaining Generation Z employees who will dominate the workforce in Indonesia in the future. A mixed methods approach was used in this study. Quantitative instruments are used for MWMS (Multidimensional Work Motivation Scale) while interviews are used for qualitative instruments. This study involved 293 employees as questionnaire respondents and 5 employees as resource persons. At the quantitative stage, introjection rules are prominent in controlled motivation, and in autonomous motivation, there is an emphasis on identified rules. At the qualitative stage, of the six MWMS factors, four appear more often in the analysis Content of the interview: The need for autonomy, competence, relationships, and compensation. Relationships are the most prevalent, four of the six factors. In addition, it was found that flexibility is another motivational factor that is also important for Generation Z employees who have access to able to work remotely. Research limitations/implications – It's important to offer motivators that are valued by Generation Z in order to attract the best candidates. Organizations must not only create an inclusive and understanding work environment but also be able to communicate strong branding in order to attract the best talent of Generation Z. This is the first study of its kind to examine work motivation specifically in Generation Z through a mixed method approach with Multidimensional Work Motivation Scale (MWMS) measurements in the Asian context of Indonesia.

The Impact of Leadership Styles of Nurse Managers on Nurses’ Motivation and Turnover Intention Among Jordanian Nurses

The purpose of this study is to examine the relationship between leadership styles of nurse managers, nurses' motivation, and turnover intentions among Jordanian nurses. A descriptive correlational cross-sectional study using a self-administered questionnaire was conducted. A convenience sampling technique was utilized to select the required .sample A sample of 170 registered nurses working at private hospitals in Jordan was surveyed. Moreover, a questionnaire of Path-Goal Leadership, Multidimensional Work Motivation Scale, and Turnover Intention Scale was used to assess leadership styles of nurse managers, nurses' motivation and turnover intention among the participants. Descriptive and inferential tests were used to ask the research questions. The participants perceived the supportive leadership style as the highest (M = 24.4, SD = 4.66). The mean work motivation among participants was 87.12, and the mean turnover intention was 22.01. Nurses' motivation has a positive correlation with all leadership styles. Years of experience predict the nurses' work motivation. Among the leadership styles; two of them significantly predict nurses' work motivation (supportive style) p < 0.001, and (achievement-oriented style) p < 0.001. Finally, the highest correlation coefficient was noticed between work motivation and achievement-oriented style (r = 0.46, p < 0.001) by moderate positive correlation, and the lowest correlation coefficient was between work motivation and directive style (r = 0.29, p < 0.001), whereas the results revealed that turnover intention was not significantly correlated with any of the leadership styles. The results present a unique theoretical underpinning that highlights the factors that affect nurses' turnover intention. So, these findings could be used as guide for policy makers to establish organizational policies toward satisfying nurses' motivation and quality of life to enhance their retention. Besides, enriching the factors that may enhance nurses' motivation and reduce their turnover intention.

Revisiting the Multidimensional Work Motivation Scale (MWMS)

ABSTRACT This multi-sample study (5 samples) revisited the content and factor structure of the Multidimensional Work Motivation Scale (MWMS) through exploratory structural equation modelling. Specifically, the operational representation of, and the relations between, the types of behavioural regulation were investigated as was their relation to theoretical outcomes. Results suggest the removal of three problematic items and show that work motivation, as measured by the MWMS, is best represented by a factor structure reflecting autonomous motivation, introjected and external regulation as well as amotivation. Furthermore, introjected regulation is more strongly represented by its avoidance subscale, whereas the two types of external regulation (material and social) are not distinguishable. Lastly, autonomous motivation is linked to optimal employee functioning (e.g., vigor/vitality, satisfaction, lower turnover intention). The two controlled types of regulation have differentiated relations with performance, but are both linked to poor employee health and turnover intention, with (avoidance) introjected regulation being a particularly important predictor. By revisiting the content of the MWMS and cross-validating its structure in five samples, this study provides an empirically adequate representation of the types of regulation and their outcomes. Suggestions for future research aimed at improving the content of the MWMS are also offered.

Motivation of Female Engineers in the Construction Industry in Bosnia and Herzegovina

Abstract-Female engineers go through different stages during their professional careers due to natural life processes and factors. In developing countries, it is not rare for managers to avoid hiring female engineers, due to these factors and the conservative belief that construction is a male-dominated industry. In Bosnia and Herzegovina (B&amp;H) there are a few studies that refer to the motivation in the construction industry, but none that refer to the position of women in the construction industry and their motivation based on the selected demographic factors. This study aims to fill this research gap, utilizing quantitative research methods. The sample included female engineers of different profiles, working in the construction industry, who were required to fulfill the Multidimensional Work Motivation Scale (MWMS). The five considered demographic factors are age, family status, number of children, education level, and professional experience. The results of this research showed that family status does not affect any motivation dimension, whereas professional experience affects all motivation dimensions except the identified regulations. External–material regulations consist the most influential motivation dimension for female engineers in the construction industry in B&amp;H, whereas amotivation, and introjected regulations were the least. It is recommended for managers and human resources to use the findings of this research in order to keep the female construction engineers motivated and satisfied in their workplace or to know what motivation dimensions to use during the hiring process.

New Advances in Self-Determination Theory Applied to Work

Self-determination theory (SDT; Deci & Ryan, 1985) has contributed to the advancement of knowledge on the topics of leadership and knowledge sharing. SDT proposes a multidimensional conceptualization of work motivation that comprises intrinsic motivation (i.e., doing something out of enjoyment), identified extrinsic motivation (i.e., doing something out of values), introjected extrinsic motivation (i.e., doing something to maintain self-esteem), and external extrinsic motivation (i.e., doing something to obtain a reward). A recent meta-analysis has shown that autonomous types of motivation (i.e., intrinsic and identified) account for more positive variance in work outcomes than controlled forms of motivation (i.e., introjected and external; Van den Broeck et al., 2021). SDT also proposes that the satisfaction of three basic psychological needs for competence, autonomy, and relatedness promote autonomous over controlled types of motivation, and are also associated with a host of positive work outcomes (see Van den Broeck et al., 2016 for a meta-analysis). The four presentations that are part of this symposium aim to deepen knowledge of work motivation. Two of the presentations present research dealing with the effects of monetary rewards on performance and knowledge sharing, while the third links research on work motivation with research on coping when shocks happen. The fourth presentation re-examines the factorial structure of a work motivation measure based on self-determination theory. Together, these four presentations push researchers to “think again” about some well-accepted findings. The first presentation revisits the effects of rewards on motivation and performance. Luxton and colleagues tested competing hypotheses based on SDT and expectancy theory to see if instrumentality or autonomy is more important to performance, and how rewards affect them. They found that pay-for-performance does increase instrumentality perceptions and decrease feelings of autonomy. However, pay system had no direct or indirect effect on performance. Based on past research showing that monetary rewards discourage knowledge sharing (Bock et al., 2005; Cockrell & Stone, 2010; Zhao et al., 2016), the second presentation focuses on the relative importance of verbal versus monetary rewards on promoting knowledge sharing. Moser present the results of three experiments showing that while praise increases knowledge sharing, monetary rewards decreases it. These results concur with previous research showing that verbal rewards increase feelings of competence and do not decrease feelings of autonomy, while monetary rewards decrease feelings of autonomy (Deci et al., 1999; Kuvaas et al., 2020). The third presentation examines how motivational resources help employees cope with shocks (such as a pandemic). Hewett and Emery show, in a sample of scuba divers, that initial work motivation influenced the coping mechanisms they used to cope with job loss during the pandemic. They found that having more autonomous forms of motivation was related to better coping styles than having more controlled forms of motivation, resulting in better well-being outcomes. The fourth presentation revisits the factor structure of the Multidimensional Work Motivation Scale (Gagné et al., 2015). Trépanier and colleagues tested and refined the factor structure of this popular work motivation measure, eliminating three items. They give future researchers avenues to further ameliorate the measure in a way that is consistent with the theory. Well done vs. well paid: The influence of verbal and financial rewards on knowledge sharing Presenter: Karin S. Moser; LSBU Business School, London / UK Comparing the Motivational Effects of Different Pay Systems on Job Performance: A Simulation Study Presenter: Ethan Luxton; Curtin U. Presenter: Marylene Gagne; Curtin Uni Presenter: Stacey L. Parker; U. of Queensland The differential implications of motivational coping resources in the face of external shocks Presenter: Rebecca Hewett; Rotterdam School of Management, Erasmus U. Presenter: Cecile Emery; U. of Exeter Business School Revisiting the Multidimensional Work Motivation Scale (MWMS) Presenter: Sarah-Genevieve Trepanier; U. Du Quebec a Trois-Rivieres Presenter: Clayton Peterson; U. Du Quebec a Trois-Rivieres Presenter: Marylene Gagne; Curtin Uni Presenter: Claude Fernet; U. du Québec à Trois-Rivières Presenter: Julie Levesque-Cote; U. du Québec à Trois-Rivières Presenter: Josh Howard; Monash U., Australia

A Conceptual Model of Nurses' Turnover Intention.

The World Health Organisation predicts a lack of 15 million health professionals by 2030. The lack of licenced professionals is a problem that keeps emerging and is carefully studied on a global level. Strategic objectives aimed at stimulating employment, improving working conditions, and keeping the nurses on board greatly depends on identifying factors that contribute to their turnover. The aim of this study was to present a conceptual model based on predictors of nurses’ turnover intention. Methods: A quantitative, non-experimental research design was used. A total of 308 registered nurses (RNs) took part in the study. The Multidimensional Work Motivation Scale (MWMS) and Practice Environment Scale of the Nursing Work Index (PES-NWI) were used. Results: The conceptual model, based on the binary regression models, relies on two direct significant predictors and four indirect significant predictors of turnover intention. The direct predictors are job satisfaction (OR = 0.23) and absenteeism (OR = 2.5). Indirect predictors that affect turnover intention via job satisfaction are: amotivation (OR = 0.59), identified regulation (OR = 0.54), intrinsic motivation (OR = 1.67), and nurse manager ability, leadership and support of nurses (OR = 1.51). Conclusions: The results of the study indicate strategic issues that need to be addressed to retain the nursing workforce. There is a need to ensure positive perceptions and support from managers, maintain intrinsic motivation, and promote even higher levels of motivation to achieve satisfactory levels of job satisfaction.

Self-efficacy and Work Motivation among Inclusive Education Teachers in China

ABSTRACT This study was a pioneering attempt to determine the statistical effect of inclusive education teachers’ self-efficacy on their work motivation. Five hundred and thirty-four inclusive education teachers in Beijing, China, participated in the study through responding to two inventories: the Teacher Efficacy for Inclusive Practices Scale and the Multidimensional Work Motivation Scale. Results suggested that age, experience in teaching students with special educational needs, training, and subject taught had statistical influence on teacher self-efficacy but not on work motivation. Teacher self-efficacy made a unique positive contribution to three of the four types of work motivation examined, with efficacy in using inclusive instructions, efficacy in collaboration, and efficacy in managing behaviour demonstrating the strongest predictive effect on introjected regulation, identified regulation, and intrinsic motivation, respectively. The findings enrich the literature on self-efficacy and on work motivation in an inclusive education context, and have practical implications concerning teacher preparation for inclusive education.

Toxic Leadership and Empowering Leadership: Relations with Work Motivation.

PurposeThe present study aims to verify the association between two opposing models of leadership, toxic and empowering, and the different dimensions of work motivation.Participants and MethodsThree questionnaires (Toxic Leadership Scale, Empowering Leadership Questionnaire, and Multidimensional Work Motivation Scale) were applied to 408 workers. Cluster analysis was performed.ResultsCluster analysis produced eight clusters based on the different configurations of leadership dimensions, namely coercive, centralizer, false paternalistic, toxic role model, coach, narcissistic-empowering, toxic, and empowering. Those clusters relate differently to work motivation dimensions.ConclusionThe profiles with higher scores in empowering leadership dimensions are more generally related to autonomous regulation (identified and intrinsic work motivation). The profiles with higher toxic leadership dimensions are more related to amotivation and controlled regulation (extrinsic work motivation). One profile stood out: the narcissistic-empowering profile that combines high scores in narcissistic leadership and empowering leadership dimensions. This profile unexpectedly relates significantly to autonomous regulation. This study contributed to the knowledge of the work motivation dimensions concerning empowerment and toxic leadership. Therefore, it contributes to deepening the nomological network of the concepts and providing inputs to human resource processes suitable to improving the organizational results and the workers’ quality of life.

Relationship between Burnout and Job Psychological Motivation among Correctional Officers in Kisumu Maximum Prison, Kenya

The current study aims to investigate the relationship between burnout and job psychological motivation among correctional officers. Some officers engage deeply in drug and substance abuse, murder, homicide, suicide, absenteeism and desert duties. Job psychological motivation is needed to improve positive drive and performance of officers. A few studies have considered investigating the correlates of burnout and psychological work motivation among this population in Kenya. The objectives of the study were to establish the prevalence of burnout and find out the relationship between burnout and job psychological motivation among correctional officers of Kisumu Maximum Prison. A descriptive and correlational research design was used in this study. Quantitative method was used. The target population was 522 officers. Stratified random sampling technique was used for the four ranks sampled through proportionate sampling for representativeness; Yamane’s formula was used to reach a sample size of 156. Reliability of the instrument was measured through test retest and reliability index recorded as .90. Instruments, which were used for measurement in this study, were the Maslach Burnout Inventory and the Multidimensional Work Motivation Scale. Data analysis on prevalence of burnout was carried out using descriptive statistics, while data on burnout and psychological job motivation was correlated using Pearson’s correlation technique. The study established prevalence of burnout revealed by high level in emotional exhaustion with a mean of 39.61, whereas personal accomplishment (average = 35.81) and depersonalization (mean = 9.03) revealed that they experience moderate levels of burnout. The study found a fairly negative relationship between burnout and job psychological motivation among the officers. (r = -0.768; Sig. = .025). The study recommends that prison management should find ways to reduce burnout and increase job psychological motivation among correctional officers.

Job satisfaction, personality traits, and its impact on motivation among mental health workers.

BackgroundWorking in a resource setting that caters to people’s poor mental health is associated with increased vulnerability to physical, psychological, and social stressors that make motivation to work a difficult goal to attain. One way of viewing physical and social stressors in the workplace is to evaluate job satisfaction which has both intrinsic and extrinsic components. The personality of workers is a component of psychological wellbeing and this determines the way events and situations are perceived. Thus, the achievement of the mission and vision of an organisation will be dependent on the level of motivation of the employees which will be influenced by their predominant personality traits and the level of satisfaction at work.AimMy study aimed to sought to highlight the relationship between motivation, job satisfaction and personality dimensions.SettingThe Neuropsychiatric Hospital, Aro, Abeokuta, Ogun State, Nigeria.MethodsOur study involved a cross-sectional study of staff showing the relationship between motivation, job satisfaction and personality traits among mental health workers. A total of 146 participants using systematic proportional sampling were analysed with a response rate of 67.3%. A Socio-demographic Questionnaire, Minnesota Satisfaction Questionnaire (Short Version), Big Five Inventory and the Multidimensional Work-Motivation Scale were administered to the participants. In the analysis, linear correlation and linear regression were used to determine the relationship between continuous variables (Normality was determined using kurtosis and skewness) while t-test was used to determine the relationship between categorical independent variables and continuous dependent variables.ResultsThe level of significance was set at < 0.05 while higher scores using the Multidimensional Work-Motivation Scale represented motivated participants and vis-a-vis. The socio-demographic variable was explored using descriptive statistics; the relationship between personality, job satisfaction and motivation were explored using t-test. Most of the participants were married (80.8%), female (60.3%), with at least tertiary education (63%) and with an occupational status of class I (76%). The mean age of the participants was 40.29 ± 8.27 with a mean length of service of 13.63 ± 8.49. The most dominant personality traits were agreeableness (97.3%) and conscientiousness (97.3%), and the least was neuroticism (55.5). High agreeableness (0.01), high conscientiousness (0.03), and high openness (0.01) were significant and positively correlated with motivation. The relationship between motivation and gender (t = 4.26; p ≤ 0.001) and occupational status were statistically significant (t = -3.59; p ≤ 0.001).ConclusionTo proffer a solution to poor motivation in the workplace, human resource department should give more focus to individuals with high scores in agreeableness, conscientiousness, and openness. This is because it appears that they are more likely to be motivated at work and likely to move the organisation to a greater height. Besides, those with high neurotic scores who have already been employed will require some form of psychological remodelling (therapy), so they can contribute meaningfully to the institution.

The multidimensional work motivation scale: psychometric studies in Portugal and Brazil

PropósitoEl objetivo de este estudio es presentar evidencia de validación de una versión portuguesa de la Escala Multidimensional de Motivación Laboral, un instrumento en el marco de la Teoría de la Autodeterminación, adecuado tanto para Portugal como para Brasil.Diseño/Metodología/EnfoqueEl presente estudio demuestra la adecuación de esta versión de la escala tanto en Portugal (N = 999) como en Brasil (N = 720). Realizamos un análisis factorial confirmatoria y probamos la invariancia de medición entre muestras.HallazgosLos resultados del análisis factorial confirmatorio muestran la misma estructura factorial encontrada previamente en el estudio original, así como la invariancia entre las medidas. La validez convergente y discriminante se mostró mediante correlaciones con las escalas de compromiso organizacional afectivo y de agotamiento emocional.Originalidad/valorEn general, los datos mostraron una fuerte evidencia de confiabilidad y validez de la versión en portugues de la escala y refuerza la validez intercultural de la medida de motivación laboral.Palabras clavemotivación laboral, Escala multidimensional de motivación labora, Teoría de la autodeterminaciónTipo de artículoArtículo de investigación

Moral Distress Work Motivation and Job Satisfaction of Medical-Surgical Nurses During the COVID-19 Pandemic: A Correlation Study

This research is the second part of a more comprehensive study. The purpose of this part of the study is to examines the relationship between the level of moral distress, work motivation, and job satisfaction of medical-surgical nurses in Hail Saudi Arabia. This study used a descriptive-correlation research design using the combination of three questionnaires (Moral Distress Questionnaire, Multidimensional Work Motivation Scale, and Nurses Job Satisfaction Questionnaire) through an online survey. There are 274 respondents in this study. The statistical tests used are mean, standard deviation, and Pearson-r. Results include about the relationship between moral distress and work motivation Pearson-r scored r=0.07; p=0.27; regarding the relationship between moral distress and job satisfaction Pearson-r scored r=-0.35; p=&lt;0.001; concerning the relationship between work motivation and job satisfaction, Pearson-r scored r=0.05; p=0.42. The researchers conclude that moral distress is minimally inversely influenced by job satisfaction and vice versa, while moral distress does not affect work motivation and vice versa. Also, work motivation is not influenced by job satisfaction and vice versa.