Individual
level - Motivation
Below are two classic questionnaire
measures of individual-level job motivation. They are
provided in order to give you an idea of the types
of questions researchers typically ask. Depending upon
your specific circumstances and the exact nature of
the innovation or technical changes you are making,
you may like to use these questions as guides. Look
at the questions below, modify them to suit your purposes
or develop some of your own. If you know nothing about
generating questionnaire items and collecting survey
data, I suggest you see a professional within your
organisation (frequently, someone in the human resources
area will know something about questionnaires or survey
work), at a local University, or at an appropriate
consulting firm.
The following two scales can be accessed by clicking on the listing or by scrolling down the page:
Work
Motivation
Using the scale provided
below, please answer the following questions.
| 1. I gain more confidence when I do this job well. | 1 2 3 4 5 6 7 |
| 2. I feel very satisfied when I do this job well. | 1 2 3 4 5 6 7 |
| 3. I feel badly and/or upset when I have performed poorly on this job. | 1 2 3 4 5 6 7 |
| 4. How I feel is not affected much one way or the other by how well I do on this job. (reverse scored) | 1 2 3 4 5 6 7 |
| 5. Most of my co-workers feel very satisfied when they do the job well. | 1 2 3 4 5 6 7 |
| 6. Most of my co-workers feel badly and/or upset when they find they have performed their work poorly. | 1 2 3 4 5 6 7 |
These questions have been adapted from the general job satisfaction measure of Hackman and Oldham (1975, Development of the Job Diagnostic Survey. Journal of Applied Psychology; 1980, Work Redesign, Addison-Wesley).
To score the items, give every answer of strongly disagree a score of 1; disagree = 2; disagree slightly = 3; neither disagree nor agree = 4; agree slightly = 5; agree = 6; strongly agree = 7; then sum the points across the six questions for a score that ranges from a high of 42 (i.e., a strongly agree score of 7 for each of the 6 items) to a low of 6 (i.e., strongly disagree score of 1 for each of the 6 items). Alternatively, a mean score can be computed resulting in scores ranging from 1 to 7. You can then average individuals' scores to compare scores between areas and/or you can compare scores before and after the implementation.
Job
Involvement
Using
the scale provided below, please answer the following
questions.
| 1. I am personally, very involved in my work. | 1 2 3 4 5 6 7 |
| 2. I "live, eat, and breathe" my job. | 1 2 3 4 5 6 7 |
| 3. The major satisfaction in my life, comes from my job. | 1 2 3 4 5 6 7 |
These questions have been adapted from Rabinowitz and Hall (1977, Organizational research on job involvement, Psychological Bulletin, 84, 265-288).
To score the items, give every answer of strongly disagree a score of 1; disagree = 2; disagree slightly = 3; neither disagree nor agree = 4; agree slightly = 5; agree = 6; strongly agree = 7; then sum the points across the three questions for a score that ranges from a high of 21 (i.e., a strongly agree score of 7 for each of the 3 items) to a low of 3 (i.e., strongly disagree score of 1 for each of the 3 items). Alternatively, a mean score can be computed resulting in scores ranging from 1 to 7. You can then average individuals' scores to compare scores between areas and/or you can compare scores before and after the implementation.
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Holistic Management Pty. Ltd.