Psychological Testing to Assess Motivation in the Workplace

Every employer seeks to mystify new employees that ar a perfect match for the avail competent position in their company. Many employers are now leaning towards organizational psychologists to swear out them in fingering the perfect employee. Organizational psychologist are able to assist companies in screening possible employees for personality traits that are necessary for the person to be booming at the potential job. Employers have also started to integrate psychological examination into the interview process to assist psychologists in picking out potential candidates who hold these desired traits.In addition, psychological testing is employ to test current employees to meet what company improvements are needed to improve overall success. A largely researched topic in this area of psychology is motivation and reasons for motivation in employees. Article Summary The dexterity to measure factors that energize, channel, and sustain crop behavior over time is essential for c apturing employee motivation and for developing interventions aimed at enhancing motivation, job satisfaction, and performance (Tremblay, Blanchard, Taylor, Pelletier, & Villeneuve, 2009).Tremblay et al. (2009) suggests that self-government theory (which foc social functions on why a person is motivated) applies to activities which people find arouse, challenging, or pleasing. This type of motivation is called intrinsic motivation. In addition, activities that are not experienced as interesting or pleasing are unlikely to get accomplished, unless there is an instrumental reason in doing so. This is called extrinsic motivation.The self-rule theory states that intrinsic motivation leads to the most ordained outcomes, whereas extrinsic motivations lead to more blackball outcomes such as counterproductive performance and employee withdraw (Tremblay et al. , 2009). Low work motivation has been linked to drop-off in employees, higher turnover rates, and job burnout (Tremblay et al. , 2009). Since better job performance, employee engagement, and employee retention as all considered resilient for overall success of a company, it is important that research be conducted on tests that are able to forge otivational characteristics in company employees. The Work Extrinsic and Intrinsic Motivation Scale (WEIMS) The WEIMS is a 18-item self-report scale that was substantial by Tremblay et al. (2009) to measure some(prenominal) extrinsic and intrinsic motivation in employees. The scale is also theorized to determine successful job performance found on six types of motivation determined by the self-determination theory. Participants were asked to provide their answers to the 18 items on a Likert-type scale, ranging from 1 (does not correspond) to 5 (corresponds exactly) (Tremblay et al. , 2009).The researchers then created a radiation diagram to assess the scores of the scale. The total score derived from the formula reflects the individuals level of self determinati on. This research was conducted to determine the verity of using the WEIMS in different work environments to determine levels of motivation in employees. The WEIMS was hypothesized to predict verificatory and disconfirming motivators based on the self-determination scale and to determine psychological ideas related to work motivation (Tremblay et al. , 2009). In addition, this research aimed to gain reliability and validity of the WEIMS scale.Three separate studies were conducted in an attempt to support the proposed hypotheses persuasiveness of the WEIMS In the first drive, the WEIMS showed mid to high correlations for each type of motivation. Researchers indicated that this represents an indication of construct validity (Tremblay et al. , 2009). This study also determined that results indicated that extrinsic motivation was the main reason why employees were involved in their work. In study number two, results again indicated extrinsic motivation as the main motivation for em ployees (Tremblay et al. 2009). Results also indicated that a positive work environment leads to higher levels of self-determination, which in turn leads to the employee being more engaged in their work and a higher level of job satisfaction (Tremblay et al. , 2009). In addition, organizational support and positive work environment also showed a positive correlation with four of the types of motivation. In the third study, results were monovular to the first two studies. This indicates that the reliability and validity of the WEIMS measure is positive (Tremblay et al. , 2009).In addition, the original hypotheses that the WEIMS predicts positive and shun motivators based on the self-determination scale was supported (Tremblay et al. , 2009). The overall effectiveness of the WEIMS measure, as used in an employment setting, was positive. The WEIMS has construct, content, and criterion validity for organizational settings (Tremblay et al. , 2009, p. 221). In addition, results of all s tudies were consistent with the hypothesis that as self-determination increases, job satisfaction and commitment rises as well (Tremblay et al. , 2009).This study also supports that the WEIMS has the ability to predict positive and negative work experiences based on extrinsic and intrinsic motivations. Tremblay et al. (2009) did specify that although the found results are promising, come on research is needed in order to determine if the WEIMS is useful in predicting future motivational behaviors based on this evaluation. Conclusion The use of psychological tests, such as the WEIMS, are able to provide employers with discipline that could potentially be used for improvement of overall work settings and ultimately the improvement of work performance.The use of the WEIMS by employers can contribute to a better understanding of of employee motivation and overall organizational execution (Tremblay et al. , 2009). Increased motivation of employees is a critical asset in maximizing com pany profits in the current economy. With increased motivation of employees comes a more sufficient means of production, resulting in better tonus and quantity of company products. Overall, psychological testing is able to assist employers in determining weaknesses in employees and the company. development the results of testing to develop training strategies and programs to counteract negative feedback is vital in the improvement of any work setting. Psychological testing can also be used for positive feedback for the company, by using testing results to determine which employee traits work well for the success of that specific employer. The WEIMS, specifically, shows promising influence in determining both positive and negative aspects of employee motivation. This tool, if used correctly, has the potential to have a large impact on the style employers address overall motivation in the workplace.