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Employee Motivation Survey
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About Employee Motivation Survey
Scale Name
Employee Motivation Survey
Author Details
Catherine Johnson (University of Central Florida, 2005)
Translation Availability
Not Sure
Background/Description
The Employee Motivation Survey is a tool developed as part of Catherine Johnson’s 2005 thesis, “Employee Motivation: A Comparison of Tipped and Non-Tipped Hourly Restaurant Employees.” The survey aims to explore the differences in motivation factors between two distinct groups of restaurant employees: those who earn tips and those who don’t. The restaurant industry presents unique challenges in employee motivation due to its reliance on both tipped and non-tipped staff, and understanding these differences is key for employers looking to improve job satisfaction, performance, and retention.
Johnson’s research provides valuable insights into how intrinsic and extrinsic factors affect motivation levels across these groups. For example, tipped employees may be more motivated by immediate financial rewards, while non-tipped employees may seek more stability and career growth. This survey captures these nuances and helps organizations tailor their employee motivation strategies more effectively.
Administration, Scoring and Interpretation
- Target Population: Designed for hourly restaurant employees, particularly those in tipped (e.g., servers) and non-tipped (e.g., kitchen staff) positions.
- Format: A self-report questionnaire that includes questions related to different types of motivation, such as monetary incentives, job satisfaction, and work environment.
- Administration: The survey can be administered either online or in paper form and typically takes 10-15 minutes to complete.
- Scoring: Respondents answer on a Likert scale, ranging from “Strongly Disagree” to “Strongly Agree” for statements related to their work motivation. Scores provide insights into whether employees are driven more by intrinsic motivation (e.g., job satisfaction, personal fulfillment) or extrinsic motivation (e.g., pay, recognition).
- Interpretation: Higher scores in the extrinsic motivation category may indicate that employees are more driven by financial or external rewards, while higher scores in the intrinsic motivation category reflect an interest in job satisfaction or personal growth.
Reliability and Validity
Johnson’s study has shown this survey to be a reliable instrument for understanding motivation in a restaurant setting, with high internal consistency for both groups.
- Reliability: The tool demonstrates adequate test-retest reliability and internal consistency.
- Validity: Construct validity has been confirmed through comparison with existing motivation theories, such as Maslow’s Hierarchy of Needs and Herzberg’s Two-Factor Theory.
Available Versions
Multiple-Items
Reference
Johnson, C. (2005). Employee motivation: A comparison of tipped and non-tipped hourly restaurant employees.
Important Link
Scale File:
Frequently Asked Questions
Q: What does the Employee Motivation Survey measure?
A: It measures motivation factors for hourly restaurant employees, both tipped and non-tipped, focusing on both intrinsic and extrinsic motivation.
Q: Who is this survey designed for?
A: It is specifically designed for hourly employees in the restaurant industry, including both tipped and non-tipped staff.
Q: How long does it take to complete the survey?
A: It takes approximately 10-15 minutes to complete.
Q: What are the key areas of motivation assessed?
A: The survey assesses financial incentives, work environment, job satisfaction, and personal growth.
Q: How is the survey scored?
A: Responses are scored on a Likert scale, providing insights into the levels of intrinsic and extrinsic motivation among employees.
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