motivational analysis of organizations

The work dimensions included are creativity, economics, independence, status, service,
academics, security, collegiality, and work conditions.
Of these dimensions, creativity, independence, service, and academics can be
considered as intrinsic and the rest as extrinsic dimensions of work.
This instrument consists of thirty-six pairs of items. Each item in a pair represents
one of the nine work dimensions. The respondent distributes three points between the
items in each pair, based on personal preferences for that work dimension.
Because each work dimension is compared with eight other dimensions, the
maximum possible score for any work value is 8 x 3, or 24 points. Thus, the score for
any work value could range from 0 to 24.
Administration and Scoring
The Managerial Work-Values Scale can be self-administered. When the instrument is
used in groups or for training programs, the administrator should have the respondents
complete the instrument first, then discuss the concept of work values, and then help the
respondents to score their own responses. Each respondent’s scores on each item (1a,
1b, 2a, 2b, and so on) should be transferred to the scoring sheet. The score for each
work-value dimension can be obtained by adding scores on all eight items of that
dimension. The total of all scores on all work values totals 108 points.
Interpretation
Because this scale uses the paired-comparison method and because it is intended to
prepare the work-value profile of the respondent, no norms are necessary. On the basis
of the scores obtained by a respondent, the corresponding work values can be ranked in
descending order of the scores. Thus the highest-scored dimension is the dominant work
value of the respondent, and the lowest-scored dimension is the least-valued dimension
of work.
Normally, scores between eighteen and twenty-four indicate strongly valued work
dimensions. A respondent can have more than one dominant work value. In fact, results
for some respondents tend to demonstrate clusters of work values scored as high or low.
Explanations for each dimension are provided on the interpretation sheet.
Validity and Reliability
Two types of validity have been established for this scale in its original version: content
validity and validation with self-ratings. The scale items were given to eighteen research
psychologists working in university departments of psychology and other institutes of
education and administration. These psychologists were given the definitions of each of
the work values and were asked to classify the scale items into work-value categories.
Each item was correctly classified into its work-value category by 89 percent of the
experts. Eighty-eight of the original ninety items were correctly classified by seventeen
The Pfeiffer Library Volume 19, 2nd Edition. Copyright © 1998 Jossey-Bass/Pfeiffer ❚❘ 89