The Motivation Questionnaire (MQ) is designed to help employees understand and explore the conditions that increase or decrease their enthusiasm and motivation at work. The MQ is designed for work and occupational applications - recruitment, training, team building, coaching, and counseling.
The MQ motivation model is based on twenty motivation dimensions that occur repeatedly in the literature on motivation. These cover key areas in motivation frameworks including the three key areas of Ryan and Deci's (2002) Self-Determination Theory--Autonomy, Relatedness, and Competence. The MQ report provides an in-depth profile of the factors that tend to motivate and demotivate the test taker, and offers performance improvement tips and suggestions.
|Interest||How far it is important to be able to do interesting and varied work and express creativity.|
|Ethics||Whether motivated or demotivated by having to follow a code of professional and ethical standards.|
|Growth||The degree to which opportunity to acquire new knowledge and skills is motivating.|
|Flexibility||The extent to which flexible bosses and working conditions are important.|
|Independence||Whether freedom and discretion to decide how to carry out work are important.|
|Achievement||Whether looking for a job that is testing, demanding, and challenging.|
|Business||Whether the individual has a preference for the type of organization they work in.|
|Pressure||Whether the individual thrives on or performs poorly when there is pressure and stress.|
|Customers||Whether the presence or absence of customer contact affects motivation.|
|Activity||How far being on the go and being busy all the time are important.|
|Management||The extent to which the individual is motivated or demotivated by having a managerial role.|
|Competition||Whether working in a competitive environment is motivating.|
|Team work||Preference for working alone or as part of a team of people.|
|Power||How important it is to have power and control over other people.|
|Status||Whether position, standing, and grade are important motivation factors.|
|Progression||Whether the presence or absence of opportunities for promotion affect motivation.|
|Recognition||Whether the presence or absence of feedback and recognition for contribution affects motivation.|
|Fear of failure||Whether motivated or demotivated by the possibility of doing badly in front of other people.|
|Remuneration||How important salary and benefits package is to the employee.|
|Job security||How important having a secure job is the individual.|
The internal consistency reliabilities of the scales range from 0.7 to 0.8 with a median of 0.7. Correlations between the scales and marker variables are in the range of 0.7 to 0.9 with a median correlation of 0.8. Criterion-related validity studies show statistically significant correlations between job performance and test scores on many of the scales. The magnitude and range of correlations are consistent with those reported in the literature.
The instrument's norms are based on a large international comparison group of 2,000 respondents with equal numbers of men and women. The mean age of the sample was 33.7 with a standard deviation of 10.9. About 10 percent of respondents were aged 16-20, about 35% were aged 21-30, and about 50% were aged 31-50. Most respondents came from the United States, the United Kingdom, Canada, and Australia. Differences in scores related to gender, age, ethnicity, and nationality are very small.
10 ~ 15 minutes
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