| Much has evolved in the industrialized arena and many organizations seek to meet goals and expectations while also having an eye toward employee satisfaction and performance. The objective of this study was to investigate if an existing worker-motivation measurement instrument (WMI), developed by Hall and Williams (2000) would predict worker performance among salaried workers in industry. The data were collected by first having management workers complete the motivation instrument, then matching his or her scores to their supervisor's evaluation of his or her performance, in an attempt to predict high, medium, and low performers. This test assumed that high, medium, or low worker motivation would result in high, medium, or low worker performance. An empirical study of a motivation scale was performed along with an extensive review of motivation theories. This research assumed consistency between scores and performance: high test scores would predict high worker motivation and high supervisory ratings as they pertained to performance. Similar assumptions were made for medium and low scores. A simple regression analysis of the data was performed to determine if there was a relationship between the subject's instrument test scores and the performance ratings by his/her supervisors, thus demonstrating the instrument's ability to predict worker performance. The instrument applied was unable to predict worker performance with any group in this study. Therefore, future research and development in this field is needed to create an adequate testing instrument to evaluate worker performance. |
