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The Genos employee motivation assessment

机译：Genos员工激励评估

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Purpose - This paper aims to describe a new measure of employee motivational fit, namely the Genos employee motivation assessment (GEMA), its predictive validity and use in learning and organizational development activities. Design/methodology/approach - Within three different organizations, employees completed GEMA via an online web survey system. Correlation analyses were then performed with a series of job performance and employee engagement data. Findings - Motivational fit (i.e. the degree of alignment between what an individual is motivated by and experiences in their work), within four areas measured by GEMA (namely, role fit, management fit, team fit, and organization fit), were found to be associated with average predictive validity correlation coefficients equal to 0.46, .073, 0.67, and 0.52, respectively. Research limitations/implications - Statistical analyses at the individual level would be beneficial in future research. Additionally, whether motivational fit can be improved via learning and/or organizational development interventions, and whether such improvement leads to corresponding improvements in performance and engagement remains to be determined. Practical implications - Intervention initiatives designed to improve motivational fit need to be designed and tested. The findings of this study suggest that successful interventions may result in improvements in job performance and employee engagement. Originality/value - This paper will be of interest to professionals in recruitment, learning and organizational development interested in the improvement of job performance and employee engagement. This is the first study to examine the validity of GEMA scores and to propose the potential use of motivational fit as an intervention medium to improve these areas.
机译：目的-本文旨在描述一种新的员工激励契合度衡量方法，即Genos员工激励评估（GEMA），其预测有效性以及在学习和组织发展活动中的使用。设计/方法/方法-在三个不同的组织内，员工通过在线网络调查系统完成了GEMA。然后使用一系列工作绩效和员工敬业度数据进行相关性分析。发现-在GEMA评估的四个领域（即角色适合度，管理适合度，团队适合度和组织适合度）内，动机契合度（即个人的动机与工作经验之间的一致性程度）被发现为与平均预测有效性相关系数分别等于0.46，.073、0.67和0.52。研究的局限性/意义-在将来进行的个人层面的统计分析将是有益的。另外，是否可以通过学习和/或组织发展干预措施来改善动机契合度，以及这种改善是否会导致绩效和敬业度的相应改善，尚待确定。实际意义-需要设计和测试旨在改善动机适应性的干预措施。这项研究的结果表明，成功的干预措施可能会改善工作绩效和员工敬业度。原创性/价值-这篇论文对招聘，学习和组织发展方面的专业人员感兴趣，他们对改善工作绩效和员工敬业度感兴趣。这是首次研究GEMA评分的有效性，并提出将动机适应作为改善这些领域的干预手段的潜在用途。

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