Direct Reports of Motivation for Task Performance Levels: Some Construct-Related Evidence

Abstract

The validity of direct self-reports of motivational force for task performance levels was examined in three studies. Such measures have been used as true-scorelike criteria for computed measures of force and have advantages as measures in their own right. Results suggested that simple, direct self-reports should be useful in some research settings, but their validity as assessments of motivational force per se may be influenced by both wording and context.

Key Words:

• motivational force
• task performance
• work motivation