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Abstract
This study sought to validate the Intrinsic Work Rewards Scale (IWRS) using a transnational sample. Respondents were 486 non-profit employees from Australia, South Africa and the United States of America (females = 72.0%; managerial/ supervisory job level employees = 57.4%). Data analysis included reliability testing, exploratory and confirmatory factor analysis, and concurrent validity testing with established measures to which the IWRS is theoretically linked. The scores from the IWRS obtained an overall acceptable reliability coefficient of 0.86. Factor analysis confirmed its five factor structure, and correlations indicated that intrinsic rewards are positively related to work engagement, and negatively related to intention to quit. The IWRS appears to yield reliable scores for human resource managers advising in the non-profit employment sector.
Acknowledgments
This work was partially supported by a bursary from the South African Reward Association. We wish to thank the Centre for Positive Organisations at the Stephen M. Ross School of Business, University of Michigan, USA, with whom this research was conducted in association.
Disclosure statement
The data discussed in this manuscript emanates from Michelle Renard’s PhD studies, but has not been published elsewhere nor is under review in any other publication.