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The purpose of this study is to present validation evidence of a Portuguese version of the Multidimensional Work Motivation Scale, an instrument within the framework of the Self-Determination Theory, suitable for both Brazil and Portugal.

The current study demonstrates the suitability of this version in both Portugal (N = 999) and Brazil (N = 720). The authors applied confirmatory factor analyses (CFA) and tested the invariance between samples.

Results from CFA found the same structural dimensions as in the original study, invariant across both samples. Convergent and discriminant validity were shown through correlations between motivation subscales with affective commitment and emotional exhaustion.

Overall, the data provided strong evidence for the reliability and validity of the Portuguese version of the scale and reinforces the instrument as a cross-culturally valid measure of work motivation.

O objetivo deste estudo é apresentar evidências de validação de uma versão portuguesa da Escala Multidimensional de Motivação para o Trabalho, um instrumento enquadrado na Teoria da Autodeterminação, apropriado para utilização no Brasil e em Portugal.

O presente estudo demonstra a adequação desta versão da escala tanto em Portugal (N = 999), quanto no Brasil (N = 720). Realizámos Análise Fatorial Confirmatória e testámos a invariância da medida entre as amostras.

Os resultados da Análise Fatorial Confirmatória mostram a mesma estrutura fatorial encontrada no estudo original, assim como invariância entre as presentes amostras. As validades convergente e discriminante foram evidenciadas pelas correlações com as escalas de comprometimento organizacional afetivo e exaustão emocional.

Em geral, os dados mostraram forte evidência de confiabilidade e validade da versão da escala para português e reforça a validade intercultural desta medida de motivação para o trabalho

motivação para o trabalho, Escala multidimensional de motivação para o trabalho, Teoria da autodeterminação.

Artigo de pesquisa

El 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.

El 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.

Los 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.

En 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.

motivación laboral, Escala multidimensional de motivación labora, Teoría de la autodeterminación

Artículo de investigación

At the core of SDT is the postulation of three basic psychological needs, that is, the needs for autonomy, competence, and relatedness. The satisfaction of these three needs is said to be of utmost importance in its own right as it contributes to people’s functioning. Moreover, need satisfaction forms the basis for the development of more optimal forms of motivation (i.e., intrinsic motivation, internalization) and contributes to individual differences in people’s general motivational orientation, called general causality orientations, and differences in values that also affect how we live and thrive.

To assess the effect of diagnostic testing for coronary artery disease (CAD) on motivation for change, and on lifestyle change for patients with chest pain.

This observational study followed patients with chest pain suggestive of CAD for three years. Constructs of autonomous and controlled motivation for lifestyle change, autonomous orientation, and autonomy support from self‐determination theory were assessed. Self‐reported tobacco use, physical activity, and diet were assessed at baseline and three years later. Physician rating of pre‐ and post‐test probability of CAD were also assessed. CAD diagnosis was established after three years.

Physicians' autonomy‐supportive style and patients' autonomous orientations both predicted greater patient autonomous motivation, which in turn predicted improved diet, more exercise, and marginally less smoking. High probability of CAD also led patients to become more autonomously motivated for lifestyle change.

The observational nature of the study and the self‐report measures of health behaviors preclude causal conclusions from this study. Findings from this study suggest that patient motivation and risk behavior are affected by results of cardiac testing, by physicians' support of autonomy, and by patients' personalities.

Physicians may be effective in motivating behavior change around time of testing for CAD.

The self‐determination theory model for health behavior change accounted for change in patient health risk behavior change around the time of testing for CAD. Physicians and researchers might use these results to design and test interventions for practitioners to effectively motivate behavior change around the time of medical tests.

Simon L. Albrecht is a registered psychologist and has a PhD and a master’s degree in Organizational Psychology. Simon’s PhD focused on identifying the dimensions, antecedents, and consequences of organizational trust. Simon is a Senior Lecturer within the Organizational Psychology program at Deakin University, Melbourne, Australia. Teaching, research, and practice interests are in the areas of work engagement, organizational development and change, leadership development, culture and climate, and organizational politics. Simon has published in numerous international journals, has numerous book chapters in print, and has presented at international conferences. In addition to his academic and research interests Simon also has considerable consultancy experience. He has previously been a director of a human resource consultancy engaged in delivering a broad range of organizational development activities and programs.

The purpose of this paper is to investigate a specific pattern of relationships among various task, knowledge and social characteristics of work design and work outcomes. It clearly shows how particular work characteristics influence task and contextual performance.

The empirical research was conducted through a field survey of the largest Croatian organizations with more than 500 employees. A cross-sectional and cross-occupational sample of 512 knowledge workers from 48 organizations is analyzed by applying the partial least squares structural equation modeling technique.

The results confirmed the existence and importance of the interaction between work characteristics and work outcomes. However, the findings suggest that only knowledge characteristics of work design exhibit a significant effect on both dimensions of work behavior, while task and social characteristics showed different effects on task and contextual performance, respectively.

The research findings clearly show that work design efforts are not straightforward but rather context-specific, and with diverging performance effects. Organizations can significantly enhance their bottom-line performance by designing challenging and cognitively demanding configurations of work tasks for their knowledge workers.

The paper extends previous research by capturing a broader set of work characteristics of knowledge workers. The results suggest that different categories of work characteristics have different effects on task and contextual performance. By revealing the nature of work design in the central and eastern European context, this study indicates the existence of possible differences in work design practices in various backgrounds.