Development of a Questionnaire on Work Engagement and Employee Motivation
DOI:
https://doi.org/10.37886/ruo.2021.033Keywords:
work engagement, motivation, leadership, HR development, organizational development, questionnaireAbstract
Research Question (RQ): What is the way to develop a questionnaire on work engagement and employee motivation, which can also be a signpost for the development of the organization?
Purpose: The aim and purpose are to present the development of a multidimensional, self-applied questionnaire, which on the basis of self-assessment offers an insight into the state of work engagement and motivation of employees and offers a starting point for improvements at the organizational level.
Method: The stages of questionnaire development in which quantitative and qualitative methodology are integrated are presented. In this paper the emphasis is on the results of the quantitative phase - the second test survey.
Results: The scale formed through both phases of the test survey indicates a high internal consistency. In the second test survey, 3 factors are formed through which the factors of work commitment and motivation of employees are presented according to 'on work relations and cooperation', 'working conditions' and 'opportunities for work self-realization'.
Organization: Assessing the work commitment and motivation of employees for the organization, on the one hand, is a starting point for concrete work in the field of development human resources, and on the other hand, information on possible weaknesses that need to be strengthened to improve the competitive position.
Society: Employed and motivated individuals are the bearer of development and productivity and the search for more optimal solutions in a constantly changing business and social environment.
Originality: The contribution of this study is twofold - methodological and practical. The developed questionnaire offers practitioners, experts and researchers the possibility of using a scale designed and tested in our environment for practical use in the HR activities of the organization as well as for the purpose of further research.
Limitations/Future Research: The questionnaire development process is presented as an open path with the fourth phase, which is not completed and as such is also highlighted in the article. Therefore, an invitation to further testing is also clearly expressed through practical application.
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