Motivation Scale

Scale Description

The Gala Motives Test (GalaMot-65) was developed by Galanakis and Stalikas (2009) as a psychometric instrument designed to assess motivation in the workplace.

The scale consists of 65 self-report statements and focuses on different factors that may contribute to employee motivation. Its conceptual framework incorporates the distinction between intrinsic and extrinsic motivation, while also considering job satisfaction in relation to work motivation.

Work motivation represents an important dimension of organizational and occupational behavior, as it concerns the factors that activate, direct, and sustain employees’ effort and engagement in their work. The GalaMot-65 provides a multidimensional approach by examining several organizational, interpersonal, financial, and professional factors that may influence employees’ motivation.

Objective

The primary objective of the GalaMot-65 is to assess work motivation and identify the factors associated with greater employee motivation.

The scale is based on the distinction between intrinsic and extrinsic motives and additionally examines employees’ job satisfaction in relation to their current level of motivation.

Through the assessment of different workplace factors, the instrument can contribute to a better understanding of the conditions and incentives that may influence employees’ willingness to engage, perform, and remain motivated in their occupational environment.

Scale Structure

The GalaMot-65 consists of 65 items organized into two main subscales.

First Subscale – Types of Motivation

The first subscale consists of 56 items and assesses the types of motives associated with greater employee motivation.

According to the original description, these items are organized into eight dimensions:

Financial Rewards: Assesses the extent to which financial compensation and economic rewards contribute to employee motivation.

Leadership: Examines the role of leadership and management in influencing employees’ motivation.

Work Environment: Assesses the contribution of workplace conditions and the broader organizational environment to employee motivation.

Team Spirit / Collegial Relationships: Examines the importance of cooperation, teamwork, and relationships with colleagues.

Ease of Task Performance: Concerns factors associated with the conditions under which employees are able to perform their occupational duties.

Pressure: Examines the role of work-related pressure in employee motivation.

Opportunities for Career Advancement: Assesses the motivational importance of opportunities for professional development and career progression.

Filotimo: Refers to a culturally embedded motivational dimension associated, within the framework of this scale, with personal responsibility, conscientiousness, sense of duty, and internal commitment toward one’s work.

Second Subscale – Job Satisfaction

The second subscale consists of 9 items and assesses the employee’s level of job satisfaction at the time the questionnaire is completed.

This component allows work motivation to be considered alongside current job satisfaction, providing complementary information about the employee’s occupational experience.

Item Scoring

The 65 statements are rated using a five-point Likert scale.

Participants indicate the extent to which each statement represents their views or experience using the following response categories:

1 = Strongly Disagree

2 = Disagree

3 = Neither Agree nor Disagree

4 = Agree

5 = Strongly Agree

This response format enables the quantitative assessment of the degree to which each statement reflects the participant’s experience of workplace motivation.

Statistical Analysis and Scoring

Each item receives a score ranging from 1 to 5.

The scale also contains reverse-scored items. For these statements, responses must be recoded before calculating the relevant scores:

1 → 5

2 → 4

3 → 3

4 → 2

5 → 1

Following the appropriate reverse scoring, item scores can be summed according to the scoring procedure of the instrument.

The original material states that scores across the 65 items are summed to calculate an overall value representing the participant’s level of motivation.

Given the multidimensional structure of the GalaMot-65, examination of the individual dimensions can additionally provide more specific information about the particular factors associated with employee motivation.

Data Analysis and Use

GalaMot-65 data may be analyzed at both the overall score level and the level of individual motivational dimensions, depending on the objectives of the study and the scoring framework being applied.

Descriptive statistical analysis may include means, standard deviations, medians, frequencies, and score distributions to summarize the motivational characteristics of the study population.

The internal consistency of the overall instrument or its dimensions may be examined using reliability measures such as Cronbach’s alpha (α).

In comparative studies, researchers may investigate differences in motivation between occupational or demographic groups. Correlational and multivariate analyses may also be used to examine relationships between work motivation and other occupational or organizational variables.

Validity and Reliability

According to the information provided for the instrument, the GalaMot-65 was standardized using a nationwide sample of employees from different occupational backgrounds in Greece.

The scale demonstrates satisfactory reliability, with a reported internal consistency coefficient of:

Cronbach’s α = 0.85

This coefficient indicates satisfactory internal consistency within the context of the reported standardization.

The GalaMot-65 is also reported to demonstrate satisfactory:

Face Validity

Concurrent Validity

Construct Validity

Content Validity

Criterion Validity

These reported psychometric characteristics support the use of the scale for the systematic investigation of work motivation within the context for which it was developed and standardized.

Applications

The GalaMot-65 may be used in research focusing on work motivation, job satisfaction, and organizational behavior.

Its multidimensional structure enables researchers to examine the relative importance of different motivational factors and investigate how motivational patterns may differ between employees, professional groups, or organizational contexts.

The scale can also be used in studies examining associations between work motivation and factors such as financial rewards, leadership, workplace conditions, collegial relationships, occupational pressure, and opportunities for career advancement.

This makes the GalaMot-65 potentially useful in occupational and organizational research where a differentiated assessment of employee motivation is required.

Interpretation of Results

GalaMot-65 results may be interpreted at both the overall and dimensional levels.

The overall score provides a general indication of employee motivation according to the scoring system of the instrument.

The individual dimensions can provide a more detailed work motivation profile, highlighting the factors that are more strongly associated with motivation for a particular employee or group of employees.

For example, one employee may be more strongly motivated by opportunities for career advancement, whereas another may place greater importance on financial rewards, leadership, or collegial relationships.

Interpretation should therefore consider the participant’s overall score together with the pattern of scores across the different motivational dimensions.

Results should also be interpreted in relation to the characteristics of the sample, the occupational and organizational context, and the official scoring procedures of the instrument. The scale should not be used as the sole basis for employee selection, promotion, or personnel decisions without considering additional relevant information.

Reference

Galanakis, M., & Stalikas, A. (2009). Gala Motives Test. In Psychometric Instruments in Greece (2012 ed.). Athens: Pedio.