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      Propiedades psicométricas del Work Preference Inventory (WPI) en una muestra de adultos jóvenes mexicanos Translated title: Psychometric properties of the Work Preference Inventory (WPI) in a sample of young Mexican adults

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          Abstract

          Resumen El presente trabajo analiza las propiedades psicométricas del Work Preference Inventory (WPI; Amabile, Hill, Hennessey & Tighe, 1994) traducido al español, en una muestra de 762 participantes mexicanos de entre 17 y 27 años. La consistencia interna del instrumento indica un alfa de Cronbach general de 0.72, así como de 0.71 para la escala de motivación intrínseca y de 0.69 para la de motivación extrínseca. Se realizaron análisis factoriales para agrupar los reactivos en dos escalas primarias y cuatro secundarias. Además, se hizo la baremación a partir de la muestra estudiada. Los resultados indican que el WPI es un instrumento válido y confiable para medir la motivación en poblaciones universitarias.

          Translated abstract

          Abstract In the present study was analyzed the psychometric properties of the Work Preference Inventory (WPI; Amabile, Hill, Hennessey & Tighe, 1994) translated into Spanish, in a sample of 762 Mexican participants between 17 and 27 years old. The internal consistency of the instrument indicates a general Cronbach alpha of 0.72, as well as 0.71 and 0.69 for intrinsic and extrinsic motivation scales, respectively. Factor analyzes were performed to pool the items in two primary and four secondary scales. In addition, the norms were developed from the study sample. The results indicate that the WPI is a valid and reliable instrument to measure motivation in college populations.

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          The Work Preference Inventory: assessing intrinsic and extrinsic motivational orientations.

          The Work Preference Inventory (WPI) is designed to assess individual differences in intrinsic and extrinsic motivational orientations. Both the college student and the working adult versions aim to capture the major elements of intrinsic motivation (self-determination, competence, task involvement, curiosity, enjoyment, and interest) and extrinsic motivation (concerns with competition, evaluation, recognition, money or other tangible incentives, and constraint by others). The instrument is scored on two primary scales, each subdivided into 2 secondary scales. The WPI has meaningful factor structures, adequate internal consistency, good short-term test-retest reliability, and good longer term stability. Moreover, WPI scores are related in meaningful ways to other questionnaire and behavioral measures of motivation, as well as personality characteristics, attitudes, and behaviors.
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            Intrinsic motivation and extrinsic incentives jointly predict performance: a 40-year meta-analysis.

            More than 4 decades of research and 9 meta-analyses have focused on the undermining effect: namely, the debate over whether the provision of extrinsic incentives erodes intrinsic motivation. This review and meta-analysis builds on such previous reviews by focusing on the interrelationship among intrinsic motivation, extrinsic incentives, and performance, with reference to 2 moderators: performance type (quality vs. quantity) and incentive contingency (directly performance-salient vs. indirectly performance-salient), which have not been systematically reviewed to date. Based on random-effects meta-analytic methods, findings from school, work, and physical domains (k = 183, N = 212,468) indicate that intrinsic motivation is a medium to strong predictor of performance (ρ = .21-45). The importance of intrinsic motivation to performance remained in place whether incentives were presented. In addition, incentive salience influenced the predictive validity of intrinsic motivation for performance: In a "crowding out" fashion, intrinsic motivation was less important to performance when incentives were directly tied to performance and was more important when incentives were indirectly tied to performance. Considered simultaneously through meta-analytic regression, intrinsic motivation predicted more unique variance in quality of performance, whereas incentives were a better predictor of quantity of performance. With respect to performance, incentives and intrinsic motivation are not necessarily antagonistic and are best considered simultaneously. Future research should consider using nonperformance criteria (e.g., well-being, job satisfaction) as well as applying the percent-of-maximum-possible (POMP) method in meta-analyses.
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              The Necessity of Others is The Mother of Invention: Intrinsic and Prosocial Motivations, Perspective Taking, and Creativity

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                Author and article information

                Contributors
                Role: ND
                Role: ND
                Role: ND
                Journal
                up
                Universitas Psychologica
                Univ. Psychol.
                Pontificia Universidad Javeriana (Bogotá, , Colombia )
                1657-9267
                June 2017
                : 16
                : 2
                : 102-116
                Affiliations
                [1] orgnameUniversidad de las Américas Mexico julioc.penagos@ 123456udlap.mx
                [3] orgnameUniversidad de las Américas Mexico
                [2] orgnameUniversidad de las Américas Mexico
                Article
                S1657-92672017000200102
                10.11144/javeriana.upsy16-2.ppwp
                2637f55e-ad6e-48e2-a6df-ca03477e773d

                This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.

                History
                : 09 June 2014
                : 24 January 2017
                Page count
                Figures: 0, Tables: 0, Equations: 0, References: 96, Pages: 15
                Product

                SciELO Colombia


                motivación extrínseca,WPI,validación psicométrica,motivación intrínseca,estructura factorial,psychometric validation,intrinsic motivation,extrinsic motivation,factorial structure

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