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1 PsychTests.com tel fax CP Normandie PO Box l Montreal, Quebec l H3M 3E8 contact@psychtests.com advancing psychology and technology Psychometric Report Career Motivation Test

2 Description: An 82-item test assessing career motivation. Low scores indicate that that particular motivator is not important to the test-taker; high scores indicate that the motivator is important. The test yields sixteen sub-scores: 1. Achievement: measures the desire to reach goals or to rise to challenges at work. 2. Balanced lifestyle: evaluates the desire to keep work and private life separate; to reserve time and energy for private life. 3. Change and Variety: assesses the desire to avoid routine, to have new challenges and tasks on a regular basis. 4. Creativity: measures the need to be free to think creatively, to create new and original ideas, and to think outside the box. 5. Financial reward: assesses the motivation to obtain money and other rewards in order to live desired lifestyle. 6. Identity and purpose: assesses the desire to achieve a sense of meaning from one s profession, to be defined by profession. 7. Improvement: measures the drive to help others, to work for a meaningful cause. 8. Independence: evaluates the need to be self-sufficient and to make own decis about work and have a sense of personal control over outcome. 9. Inspiration: measures the desire to inspire others through creative means or by setting a good example and mentoring others. 10. Learning: measures the desire to learn new things through profession, to grow intellectually in the process of working. 11. Mobility: assess the motivation to have opportunities to relocate or travel through work, experiencing new places. 12. Power: measures the motivation to obtain power in the decision making process, to take a leadership position, and to have an influence over other people. 13. Recognition and appreciation: assesses the desire to achieve recognition and to be appreciated by others (especially employer and co-workers) for professional contribution. 14. Social factors: evaluates the need to work with others and to feel like part of an organization. 15. Stability: measures the need for security and the need for stable employment, along with longterm benefits. 16. Status: measures the need to achieve status and respect as a result of particular Reference: St. Jean, T., Tidman, L., Jerabek, I. (2001). Career Motivation Test. Queendom.com Sample Size: 1067 Sample Description: The sample used in this study includes men and women, aged 13 to 63, who took the test on Queendom.com website. Number of quest: 82 Copyright Plumeus Inc

3 Descriptive Statistics See Annex 1 for Descriptive statistics Copyright Plumeus Inc

4 Distribution for the Career Motivation Test The distribution of the scores is shown in red; the normal curve is represented by the black line. The scores are displayed on the x-axis. The y-axis corresponds to the number of respondents who fall into the relevant score range. 300 Achievement Frequency Std. Dev = Mean = 54.6 N = Achievement Copyright Plumeus Inc

5 Balanced lifestyle Frequency Std. Dev = Mean = 48.2 N = Balanced lifestyle 200 Change and Variety 100 Frequency Std. Dev = Mean = 49.4 N = Change and Variety Copyright Plumeus Inc

6 300 Creativity Frequency Std. Dev = Mean = 53.2 N = Creativity Financial Reward Frequency Std. Dev = Mean = 45.9 N = Financial Reward Copyright Plumeus Inc

7 300 Identity and Purpose Frequency Std. Dev = Mean = 44.8 N = Identity and Purpose 300 Improvement Frequency Std. Dev = Mean = 46.8 N = Improvement Copyright Plumeus Inc

8 300 Independence Frequency Std. Dev = Mean = 59.5 N = Independence 300 Inspiration Frequency Std. Dev = Mean = 61.0 N = Inspiration Copyright Plumeus Inc

9 300 Learning Frequency Std. Dev = Mean = 61.5 N = Learning Mobility Frequency Std. Dev = Mean = 35.1 N = Mobility Copyright Plumeus Inc

10 400 Power Frequency Std. Dev = Mean = 34.5 N = Power 300 Recognition and Appreciation Frequency Std. Dev = Mean = 41.8 N = Recognition and Appreciation Copyright Plumeus Inc

11 300 Social Factors Frequency Std. Dev = Mean = 38.1 N = Social Factors Stability Frequency Std. Dev = Mean = 33.2 N = Stability Copyright Plumeus Inc

12 Status Frequency Std. Dev = Mean = 29.6 N = Status Copyright Plumeus Inc

13 Reliability and Internal Consistency Sub 1: Achievement (N=5) Inter-Item Consistency Cronbach's Coefficient Alpha: Split-Half Reliability Spearman-Brown formula: Guttman s formula: Sub 2: Balanced Lifestyle (N=5) Inter-Item Consistency Cronbach's Coefficient Alpha: Split-Half Reliability Spearman-Brown formula: Guttman s formula: Sub 3 : Change and Variety (N=5) Inter-Item Consistency Cronbach's Coefficient Alpha: Split-Half Reliability Spearman-Brown formula: Guttman s formula: Sub 4: Creativity (N=5) Inter-Item Consistency Cronbach's Coefficient Alpha: Split-Half Reliability Spearman-Brown formula: Guttman s formula: Copyright Plumeus Inc

14 Sub 5: Financial Reward (N=5) Inter-Item Consistency Cronbach's Coefficient Alpha: Split-Half Reliability Spearman-Brown formula: Guttman s formula: Sub 6: Identity and Purpose (N=5) Inter-Item Consistency Cronbach's Coefficient Alpha: Split-Half Reliability Spearman-Brown formula: Guttman s formula: Sub 7: Improvement (N=5) Inter-Item Consistency Cronbach's Coefficient Alpha: Split-Half Reliability Spearman-Brown formula: Guttman s formula: Sub 8: Independence (N=6) Inter-Item Consistency Cronbach's Coefficient Alpha: Split-Half Reliability Spearman-Brown formula: Guttman s formula: Copyright Plumeus Inc

15 Sub 9: Inspiration (N=6) Inter-Item Consistency Cronbach's Coefficient Alpha: Split-Half Reliability Spearman-Brown formula: Guttman s formula: Sub 10 : Learning (N=5) Inter-Item Consistency Cronbach's Coefficient Alpha: Split-Half Reliability Spearman-Brown formula: Guttman s formula: Sub 11: Mobility (N=5) Inter-Item Consistency Cronbach's Coefficient Alpha: Split-Half Reliability Spearman-Brown formula: Guttman s formula: Sub 12: Power (N=5) Inter-Item Consistency Cronbach's Coefficient Alpha: Split-Half Reliability Spearman-Brown formula: Guttman s formula: Copyright Plumeus Inc

16 Sub 13: Recognition (N=5) Inter-Item Consistency Cronbach's Coefficient Alpha: Split-Half Reliability Spearman-Brown formula: Guttman s formula: Sub 14: Social Factors (N=5) Inter-Item Consistency Cronbach's Coefficient Alpha: Split-Half Reliability Spearman-Brown formula: Guttman s formula: Sub 15: Stability (N=5) Inter-Item Consistency Cronbach's Coefficient Alpha: Split-Half Reliability Spearman-Brown formula: Guttman s formula: Sub 16: Status (N=5) Inter-Item Consistency Cronbach's Coefficient Alpha: Split-Half Reliability Spearman-Brown formula: Guttman s formula: Copyright Plumeus Inc

17 Criterion and Construct Validity 1. Relathip between position and career motivation: Question #1: What is your position? VALUE="1">Senior VALUE= 1 "2">Other VALUE= 1 "3">Professional VALUE= 1 "4">Technical VALUE= 1 "5">Sales VALUE= 1 "6">Administrative VALUE= 1 "7">Other Employed VALUE= 1 "8">Homemaker/Full-time parent VALUE= 1 "9">Student VALUE= 1 "10">Retired VALUE= 1 "13">Not Employed - Handicapped VALUE= 1 "12">Not Employed - Volunteer worker VALUE= 1 "11">Unemployed ANOVA F Sig. Achievement Balanced Lifestyle Change and Variety Creativity Financial Reward Identity and Purpose Improvement Independence Inspiration Learning Mobility Power Recognition and Appreciation Social Factors Stability Status Copyright Plumeus Inc

18 a) Achievement motivation and position: Significant differences in achievement motivation were found among groups of subjects who work in different posit. People who work in senior management posit scored significantly higher on achievement motivation than all other groups except for homemakers, students, and unemployed. Students scored significantly higher than people in administrative and technical posit. See Annex 3 for a table showing multiple comparisons. F (9,604) = p < 0.05 ACHIEVEMENT SCORE AS A FUNCTION OF POSITION Mean of Achievement Senior Sales Technical Professional Other Administrative Other Employed Student Homemaker/Full-time Unemployed What is your position? Copyright Plumeus Inc

19 b) Balanced lifestyle motivation and position: Significant differences in balanced lifestyle motivation were found among groups of subjects who work in different posit. People who work in senior management posit scored significantly lower on balanced lifestyle motivation than all other groups except for homemakers, students, and technical posit. Students scored significantly lower than people in administrative and technical posit. See Annex 3 for a table showing multiple comparisons. F (9,604) = p < 0.05 BALANCED LIFESTYLE SCORE AS A FUNCTION OF POSITION 60 Mean of Balanced Lifestyle Senior Sales Technical Professional Other Administrative Other Employed Student Homemaker/Full-time Unemployed What is your position? Copyright Plumeus Inc

20 c) Change and variety motivation and position: Significant differences in change and variety motivation were found among groups of subjects who work in different posit. People who work in senior management posit scored significantly higher on change and variety motivation than students, Others, and people who work in administrative posit. People who work in other management posit and professional posit scored significantly higher than administrative employees and students. Students scored significantly lower than people in administrative and technical posit. See Annex 3 for a table showing multiple comparisons. F (9,604) = p < 0.05 CHANGE AND VARIETY SCORE AS A FUNCTION OF POSITION 60 Mean of Change and Variety Senior Sales Technical Professional Other Administrative Other Employed Student Homemaker/Full-time Unemployed What is your position? Copyright Plumeus Inc

21 d) Creativity motivation and position: Significant differences in creativity motivation were found among groups of subjects who work in different posit. Students and homemakers scored significantly lower on creativity motivation than all other groups except for sales and unemployed. See Annex 3 for a table showing multiple comparisons. F (9,604) = p < EMOTIONAL INSIGHT AS A FUNCTION OF HAPPINESS SELF-RATING Mean of Creativity Senior Sales Technical Professional Other Administrative Other Employed Student Homemaker/Full-time Unemployed What is your position? Copyright Plumeus Inc

22 e) Improvement motivation and position: Significant differences in improvement motivation were found among groups of subjects who work in different posit. Senior managers scored significantly lower on improvement motivation than professionals, homemakers, students, and the other employed. Sales people scored significantly lower than Others. See Annex 3 for a table showing multiple comparisons. F (9,604) = p < 0.05 IMOVEMENT MOTIVATION AS A FUNCTION OF POSITION Mean of Improvement Senior Sales Technical Professional Other Administrative Other Employed Student Homemaker/Full-time Unemployed What is your position? Copyright Plumeus Inc

23 f) Independence motivation and position: Significant differences in independence motivation were found among groups of subjects who work in different posit. Senior managers scored significantly higher on independence motivation than all other groups except for professionals and sales people. Both professionals and sales people scored significantly higher than administrative, other employed, homemakers, and students. In addition, sales people were significantly more motivated by independence than technical people. See Annex 3 for a table showing multiple comparisons. F (9,604) = p < Mean of Independence Senior Sales Technical Professional Other Administrative Other Employed Student Homemaker/Full-time Unemployed What is your position? Copyright Plumeus Inc

24 g) Mobility motivation and position Significant differences in mobility motivation were found among groups of subjects who work in different posit. People who work in administrative posit scored significantly lower than people in all other posit except for homemakers and Others. Students scored significantly higher than professionals, people in other management posit and people in administrative posit. See Annex 3 for a table showing multiple comparisons. F (9,604) = p < 0.01 MOBILITY MOTIVATION AS A FUNCTION OF POSITION Mean of Mobility Senior Sales Technical Professional Other Administrative Other Employed Student Homemaker/Full-time Unemployed What is your position? Copyright Plumeus Inc

25 h) Power motivation and position: Significant differences in power motivation were found among groups of subjects who work in different posit. People who work in senior management posit scored significantly higher than workers in all other posit. Homemakers scored significantly lower than all other groups, with the exception of people in administrative posit and Others. See Annex 3 for a table showing multiple comparisons. F (9,604) = p < POWER MOTIVATION AS A FUNCTION OF POSITION Mean of Power Senior Sales Technical Professional Other Administrative Other Employed Student Homemaker/Full-time Unemployed What is your position? Copyright Plumeus Inc

26 i) Recognition and appreciation motivation and position: Significant differences in recognition and appreciation motivation were found among groups of subjects who work in different posit. People who work in senior management posit scored significantly lower than people in other management, technical, sales and administrative posit. People in administrative posit also scored significantly higher than people in other management posit, professionals and students. See Annex 3 for a table showing multiple comparisons. F (9,604) = p < 0.05 RECOGNITION AND APECIATION MOTIVATION AS A FUNCTION OF POSITION Mean of Recognition and Appreciation Senior Sales Technical Professional Other Administrative Other Employed Student Homemaker/Full-time Unemployed What is your position? Copyright Plumeus Inc

27 j) Stability motivation and position: Significant differences in stability motivation and position were found among groups of subjects who work in different posit. People in administrative posit scored significantly higher than people in senior management posit, other management posit, professionals and sales people. Technical people, Others, and students scored higher than senior managers and the unemployed. Technical people and students also scored higher than professionals. See Annex 3 for a table showing multiple comparisons. F (9,604) = p < STABILITY MOTIVATION AS A FUNCTION OF POSITION Mean of Stability Senior Sales Technical Professional Other Administrative Other Employed Student Homemaker/Full-time Unemployed What is your position? Copyright Plumeus Inc

28 k) Status motivation and position: Significant differences in status motivation were found among groups of subjects who work in different posit. People in administrative posit scored significantly lower than people in senior management posit, technical posit, professionals, sales people, and students. Other managers scored significantly lower than people in senior management posit and students. See Annex 3 for a table showing multiple comparisons. F (9,49490) = p < 0.05 STATUS MOTIVATION AS A FUNCTION OF POSITION Mean of Status Senior Sales Technical Professional Other Administrative Other Employed Student Homemaker/Full-time Unemployed What is your position? Copyright Plumeus Inc

29 3. Relathip between field of work and career motivation. Question #2: What field do you work in? VALUE="1">Advertising & VALUE= 2">Aerospace & VALUE= 3">Agriculture VALUE= 4">Airlines VALUE= 5">Automotive VALUE= 6">Chemicals VALUE= 7">Computers VALUE= 8">Electronics & VALUE= 9">Energy & Utilities VALUE= 10">Financial VALUE= 11">Food & VALUE= 12">Healthcare VALUE= 13">Industrial Goods & VALUE= 14">Internet & Online VALUE= 15">Media & VALUE= 16">Pharmaceuticals VALUE= 17">Professional VALUE= 18">Real Estate VALUE= 19">Retail VALUE= 20">Telecommunicat VALUE= 21">Transportation VALUE= 22">I don't work VALUE= 23">Education VALUE= 24">Information VALUE= 25">Travel & Leisure VALUE= 26">Social VALUE= 27">Construction Note: Groups 3, 4, 5, 6, 9, 14, 16, 25 and 27 were excluded from the analyses due to small sample size. Copyright Plumeus Inc

30 ANOVA F Sig. Achievement Balanced lifestyle Change and Variety Creativity Financial Reward Identity and Purpose Improvement Independence Inspiration Learning Mobility Power Recognition and Appreciation Social Factors Stability Status Copyright Plumeus Inc

31 a) Creativity motivation and field of work: Significant differences in creativity motivation scores were found among groups of subjects who work in different fields. People who work in social services, industrial goods and services, and media and entertainment scored significantly higher than those who work in aerospace and military, food services, healthcare, retail, transportation, the unemployed, computers, financial services, professional services, and telecommunicat. In addition, advertising and employees scored significantly higher than the first six in the previous list, and people in information technology scored higher than the first five. See Annex 4 for a table showing multiple comparisons. F (17,543) = p < CREATIVITY MOTIVATION AS A FUNCTION OF FIELD OF WORK Mean of Creativity Social Information Technolo Education I don't work Transportation Telecommunicat Retail Real Estate Professional Service Media & Entertainmen Industrial Goods & S Healthcare Food & Financial Electronics & Semico Computers Aerospace & Advertising & What field do you work in? Copyright Plumeus Inc

32 b) Financial reward motivation and field of work: Significant differences in financial reward motivation scores were found among groups of subjects who work in different fields. Among other significant differences, People in real estate scored significantly higher than all other groups, besides people who work in electronics and semiconductors, telecommunicat and transportation. People who work in education, on the other hand, scored significantly lower than people in real estate, computers, financial services, healthcare, and professional services. See Annex 4 for a table showing multiple comparisons. F (17,543) = p < 0.05 FINANCIAL REWARD MOTIVATION AS A FUNCTION OF FIELD OF WORK Mean of Financial Reward Social Information Technolo Education I don't work Transportation Telecommunicat Retail Real Estate Professional Service Media & Entertainmen Industrial Goods & S Healthcare Food & Financial Electronics & Semico Computers Aerospace & Advertising & What field do you work in? Copyright Plumeus Inc

33 c) Improvement motivation and field of work: Significant differences in improvement motivation scores were found among groups of subjects who work in different fields. Among other significant differences, People in real estate scored significantly lower than most groups, including people who work in social services, education, information technology, transportation, professional services, healthcare, computers, and the unemployed. People who work in social services, on the other hand, scored significantly higher than people in all other groups. See Annex 4 for a table showing multiple comparisons. F (17,543) = p < IMOVEMENT MOTIVATION AS A FUNCTION OF FIELD OF WORK Mean of Improvement Social Information Technolo Education I don't work Transportation Telecommunicat Retail Real Estate Professional Service Media & Entertainmen Industrial Goods & S Healthcare Food & Financial Electronics & Semico Computers Aerospace & Advertising & What field do you work in? Copyright Plumeus Inc

34 d) Inspiration motivation and field of work: Significant differences in improvement motivation scores were found among groups of subjects who work in different fields. People in social services scored significantly higher than all other groups besides those people who work in education, who in term scored higher than people in most other groups, besides advertising and, industrial goods and services, telecommunicat, transportation, and information technology. People in real estate score lowest, with significantly lower scores than people in advertising and, financial services, industrial goods and services, media and entertainment, professional services, telecommunicat, people who don t work, people in information technology, and of course those in education and social services. See Annex 4 for a table showing multiple comparisons. F (17,543) = p < INSPIRATION MOTIVATION AS A FUNCTION OF FIELD OF WORK Mean of Inspiration Social Information Technolo Education I don't work Transportation Telecommunicat Retail Real Estate Professional Service Media & Entertainmen Industrial Goods & S Healthcare Food & Financial Electronics & Semico Computers Aerospace & Advertising & What field do you work in? Copyright Plumeus Inc

35 e) Mobility motivation and field of work: Significant differences in mobility motivation scores were found among groups of subjects who work in different fields. Among other significant differences, people in transportation scored significantly higher than all other groups, besides people who work in aerospace and military and electronics and semiconductors. See Annex 4 for a table showing multiple comparisons. F (17,543) = p > MOBILITY MOTIVATION AS A FUNCTION OF FIELD OF WORK Mean of Mobility Social Information Technolo Education I don't work Transportation Telecommunicat Retail Real Estate Professional Service Media & Entertainmen Industrial Goods & S Healthcare Food & Financial Electronics & Semico Computers Aerospace & Advertising & What field do you work in? Copyright Plumeus Inc

36 f) Power motivation and field of work: Significant differences in power motivation scores were found among groups of subjects who work in different fields. Transportation scored highest, with significant difference over those in computers, electronics and semiconductors, healthcare, media and entertainment, retail, the unemployed, and those in education. See Annex 4 for a table showing multiple comparisons. F (17,543) = p > POWER MOTIVATION AS A FUNCTION OF FIELD OF WORK Mean of Power Social Information Technolo Education I don't work Transportation Telecommunicat Retail Real Estate Professional Service Media & Entertainmen Industrial Goods & S Healthcare Food & Financial Electronics & Semico Computers Aerospace & Advertising & What field do you work in? Copyright Plumeus Inc

37 g) Social factors motivation and field of work: Significant differences in social factors motivation scores were found among groups of subjects who work in different fields. People in the food and beverage field scored highest, followed by people in social services. Those in food and beverage scored higher than all groups except those in industrial goods and services, telecommunicat, information technology, transportation and social services. In turn, social services scored significantly higher than computers, electronics and semiconductors, real estate, retail, and education. Electronics and semiconductors scored lowest, followed closely by retail. See Annex 4 for a table showing multiple comparisons. F (17,543) = p < 0.01 SOCIAL FACTORS MOTIVATION AS A FUNCTION OF FIELD OF WORK Mean of Social Factors Social Information Technolo Education I don't work Transportation Telecommunicat Retail Real Estate Professional Service Media & Entertainmen Industrial Goods & S Healthcare Food & Financial Electronics & Semico Computers Aerospace & Advertising & What field do you work in? Copyright Plumeus Inc

38 g) Stability motivation and field of work: Significant differences in stability motivation scores were found among groups of subjects with different fields. People in electronics and semiconductors scored the highest, with significant differences over most other groups, besides advertising and, Aerospace and military, real estate, retail and telecommunicat. Retail people scored higher than all but the same groups plus those in food and beverage. See Annex 4 for a table showing multiple comparisons. F (17,543) = p < STABILITY MOTIVATION AS A FUNCTION OF FIELD OF WORK Mean of Stability Social Information Technolo Education I don't work Transportation Telecommunicat Retail Real Estate Professional Service Media & Entertainmen Industrial Goods & S Healthcare Food & Financial Electronics & Semico Computers Aerospace & Advertising & What field do you work in? Copyright Plumeus Inc

39 3. Relathip between education and career motivation. Question #3: What is the highest degree of formal education that you have achieved? VALUE= 1 >Grade School VALUE="2">Some High School VALUE="3">High School Grad VALUE="4">Some College VALUE="5">College Grad VALUE="6">Post-Graduate Work VALUE="7">Post-Graduate Degree VALUE="8">Prefer not to answer ANOVA F Sig. Achievement Balanced lifestyle Change and Variety Creativity Financial Reward Identity and Purpose Improvement Independenc e Inspiration Learning Mobility Power Recognition and Appreciation Social Factors Stability Status Copyright Plumeus Inc

40 a) Change and variety motivation and education: Significant differences in change and variety motivation scores were found among groups of subjects with different education levels. College grads were significantly more motivated by change and variety than high school grads and than people with some college education. See Annex 5 for a table showing multiple comparisons. F (5,657) = p < 0.05 CHANGE AND VARIETY MOTIVATION AS A FUNCTION OF EDUCATION Mean of Change and Variety Some High School Some College Post-Graduate Work High School Grad College Grad Post-Graduate Degree Education Copyright Plumeus Inc

41 b) Creativity motivation and education: Significant differences in creativity motivation scores were found among groups of subjects with different education levels. People with post-graduate degrees were significantly more motivated by creativity than those with less education, with the exception of those who had done some post-grad work and those with some high school. See Annex 5 for a table showing multiple comparisons. F (5,657) = p < 0.05 CREATIVITY MOTIVATION AS A FUNCTION OF EDUCATION Mean of Creativity Some High School Some College Post-Graduate Work High School Grad College Grad Post-Graduate Degree Education Copyright Plumeus Inc

42 c) Improvement motivation and education: Significant differences in improvement motivation scores were found among groups of subjects with different education levels. As education increased, scores tended to go up, although the group with the least education was significantly higher in improvement motivation than high school grads. The decrease in scores in the post-graduate subjects was not significant. See Annex 5 for a table showing multiple comparisons. F (5,657) = p < 0.05 IMOVEMENT MOTIVATION AS A FUNCTION OF EDUCATION Mean of Improvement Some High School Some College Post-Graduate Work High School Grad College Grad Post-Graduate Degree Education Copyright Plumeus Inc

43 d) Independence motivation and education: Significant differences in independence motivation scores were found among groups of subjects with different education levels. Individuals who had some high school scored significantly lower than all people with more education, with the exception of subjects with some post-graduate work. See Annex 5 for a table showing multiple comparisons. F (5,657) = p < INDEPENDENCE MOTIVATION AS A FUNCTION OF EDUCATION Mean of Independence Some High School Some College Post-Graduate Work High School Grad College Grad Post-Graduate Degree Education Copyright Plumeus Inc

44 e) Stability motivation and education: Significant differences in stability motivation scores were found among groups of subjects with different education levels. Generally, the higher the level of education is, the less motivation towards stability, with the exception of those individuals with the least amount of education. See Annex 5 for a table showing multiple comparisons. F (5,657) = p < STABILITY MOTIVATION AS A FUNCTION OF EDUCATION Mean of Stability Some High School Some College Post-Graduate Work High School Grad College Grad Post-Graduate Degree Education Copyright Plumeus Inc

45 3. Relathip between drive to achieve career goals and career motivation. Question #4: Do you generally feel driven to achieve your career goals? VALUE="1">Yes, completely VALUE="2">Somewhat VALUE="3">Slightly VALUE="4">Not at all ANOVA F Sig. Achievement Balanced lifestyle Change and Variety Creativity Financial Reward Identity and Purpose Improvement Independence Inspiration Learning Mobility Power Recognition and Appreciation Social Factors Stability Status Copyright Plumeus Inc

46 a) Achievement motivation and drive to achieve career goals: Significant differences in achievement motivation scores were found among groups of subjects with different drive to achieve career goals levels. The more driven groups were to achieve their career goals, the higher their scores in achievement motivation. The results are robust. See Annex 6 for a table showing multiple comparisons. F (3,622) = p < 0.05 ACHIEVEMENT MOTIVATION AS A FUNCTION OF DRIVE TO ACHIEVE CAREER GOALS Mean of Achievement Yes, completely Somewhat Slightly Not at all Do you generally feel driven to achieve your career goals? Copyright Plumeus Inc

47 b) Balanced lifestyle motivation and drive to achieve career goals: Significant differences in balanced lifestyle motivation scores were found among groups of subjects with different drive to achieve career goals levels. The group that reported being completely driven to achieve their career goals scored significantly lower that the other groups in balanced lifestyle motivation. See Annex 6 for a table showing multiple comparisons. F (3,622) = p < 0.05 BALANCED LIFESTYLE MOTIVATION AS A FUNCTION OF DRIVE TO ACHIEVE CAREER GOALS Mean of Balanced lifestyle Yes, completely Somewhat Slightly Not at all Do you generally feel driven to achieve your career goals? Copyright Plumeus Inc

48 c) Financial reward motivation and drive to achieve career goals: Significant differences in financial reward motivation scores were found among groups of subjects with different drive to achieve career goals levels. The group that reported being completely driven to achieve their career goals scored significantly higher than all other groups. The rise in scores for the least goaloriented group is not significant and is likely a function of the small sample size for that group. See Annex 6 for a table showing multiple comparisons. F (3,622) = p < 0.05 FINANCIAL REWARD MOTIVATION AS A FUNCTION OF DRIVE TO ACHIEVE CAREER GOALS Mean of Financial Reward Yes, completely Somewhat Slightly Not at all Do you generally feel driven to achieve your career goals? Copyright Plumeus Inc

49 d) Identity and purpose motivation and drive to achieve career goals: Significant differences in identity and purpose motivation scores were found among groups of subjects with different levels of drive to achieve career goals. Those that were slightly driven to achieve their career goals scored significantly lower than those who were somewhat and completely driven to achieve their goals. The rise in scores for the least goal-oriented group was not significant and is likely a function of the small sample size for that group. See Annex 6 for a table showing multiple comparisons. F (3,622) p < 0.05 IDENTITY AND PURPOSE MOTIVATION AS A FUNCTION OF DRIVE TO ACHIEVE CAREER GOALS Mean of Identity and Purpose Yes, completely Somewhat Slightly Not at all Do you generally feel driven to achieve your career goals? Copyright Plumeus Inc

50 e) Inspiration motivation and drive to achieve career goals: Significant differences in inspiration motivation scores were found among groups of subjects with different levels of drive to achieve career goals levels. Groups that were less motivated by their goals scored lower in inspiration motivation. See Annex 6 for a table showing multiple comparisons. F (3,622) = p < INSPIRATION MOTIVATION AS A FUNCTION OF DRIVE TO ACHIEVE CAREER GOALS Mean of Inspiration Yes, completely Somewhat Slightly Not at all Do you generally feel driven to achieve your career goals? Copyright Plumeus Inc

51 f) Learning motivation and drive to achieve career goals: Significant differences in learning motivation scores were found among groups of subjects with different Drive to achieve career goals levels. Groups that were less motivated by their goals scored lower in learning motivation, although in the mid-range, there was a slight, insignificant increase. See Annex 6 for a table showing multiple comparisons. F (3,622) = p < LEARNING MOTIVATION AS A FUNCTION OF DRIVE TO ACHIEVE CAREER GOALS Mean of Learning Yes, completely Somewhat Slightly Not at all Do you generally feel driven to achieve your career goals? Copyright Plumeus Inc

52 g) Power motivation and drive to achieve career goals: Significant differences in power motivation scores were found among groups of subjects with different levels of drive to achieve career goals. As drive decreased, so did scores in power motivation. There was a slight increase in scores in the last, least driven group, but it was not significant and can probably be attributed to small sample size. See Annex 6 for a table showing multiple comparisons. F (3,622) = p < POWER MOTIVATION AS A FUNCTION OF DRIVE TO ACHIEVE CAREER GOALS Mean of Power 20 Yes, completely Somewhat Slightly Not at all Do you generally feel driven to achieve your career goals? Copyright Plumeus Inc

53 h) Recognition and appreciation motivation and drive to achieve career goals: Significant differences in recognition and appreciation motivation scores were found among groups of subjects with different drive to achieve career goals. As drive to achieve goals decreased, recognition and appreciation scores increased. The decrease in the last group was not significant and is probably a function of small sample size. See Annex 6 for a table showing multiple comparisons. F (3,622) = p < RECOGNITION AND APECIATION MOTIVATION AS A FUNCTION OF DRIVE TO ACHIEVE CAREER GOALS Mean of Recognition and Appreciation Yes, completely Somewhat Slightly Not at all Do you generally feel driven to achieve your career goals? Copyright Plumeus Inc

54 i) Stability motivation and drive to achieve career goals: Significant differences in stability motivation scores were found among groups of subjects with different drive to achieve career goals. Groups that were less motivated by their career goals scored higher in stability motivation, although a slight, non-significant decrease occurred in the mid-range. See Annex 6 for a table showing multiple comparisons. F (3,622) = p < STABILITY MOTIVATION AS A FUNCTION OF DRIVE TO ACHIEVE CAREER GOALS Mean of Stability Yes, completely Somewhat Slightly Not at all Do you generally feel driven to achieve your career goals? Copyright Plumeus Inc

55 j) Status motivation and drive to achieve career goals: Significant differences in status motivation scores were found among groups of subjects with different drive to achieve career goals. As drive decreased, so did scores in status motivation. There was a slight increase in scores in the last, least driven group, but it was not significant and can probably be attributed to small sample size. See Annex 6 for a table showing multiple comparisons. F (3,622) = p < STATUS MOTIVATION AS A FUNCTION OF DRIVE TO ACHIEVE CAREER GOALS Mean of Status Yes, completely Somewhat Slightly Not at all Do you generally feel driven to achieve your career goals? Copyright Plumeus Inc

56 GROUP DIFFERENCES AS A FUNCTION OF GENDER GROUP STATISTICS Gender N Mean Std. Deviation Std. Error Mean Achievement Women Men Balanced Lifestyle Women Men Change and Variety Women Men Creativity Women Men Financial Reward Women Men Identity and Purpose Women Men Improvement Women Men Independence Women Men Inspiration Women Men Learning Women Men Mobility Women Men Power Women Men Recognition and Appreciation Women Men Social Factors Women Men Stability Women Men Status Women Men Copyright Plumeus Inc

57 INDEPENDENT SAMPLES TEST Independent Samples Test t-test for Equality of Means t df Sig. (2- tailed) Mean Difference Std. Error Difference 95% Confidence Interval of the Difference Lower Upper Achievement Balanced Lifestyle Change and Variety Creativity Financial Reward Identity and Purpose Improvement Independence Inspiration Learning Mobility Power Recognition and Appreciation Social Factors Stability Status Copyright Plumeus Inc

58 Gender Differences (continued) Sub-score differences: A significant difference in some subscores was detected between males and females: Woman scored significantly higher on balanced lifestyle than men: t (700) = p < 0.05 Mean difference: 5.00 Men scored significantly higher on financial reward than women: t (700) = p < Mean difference: 7.76 Woman scored significantly higher on improvement than men: t (700) = p < Mean difference: Woman scored significantly higher on learning than men: t (700) = p < 0.05 Mean difference: Men scored significantly higher on mobility than women: t (700) = p < 0.01 Mean difference: Men scored significantly higher on power than women: t (700) = p < Mean difference: 4.68 Woman scored significantly higher on stability than men: t (700) = p < Mean difference: 8.61 Man scored significantly higher on status than women: t (700) = p < Mean difference: 4.7 Copyright Plumeus Inc

59 Correlat Achievement Balanced lifestyle Change and Variety Achievement Balanced Change Creativity Financial Identity Improvement lifestyle and Variety Reward and Purpose Pearson Correlation Sig. ( tailed) N Pearson Correlation Sig. ( tailed) N Pearson Correlation Sig. ( tailed) N Creativity Pearson Correlation Financial Pearson Reward Correlation Sig. (2- tailed) Identity and Purpose Sig. ( tailed) N Pearson Correlation N Sig. ( tailed) N Improvement Pearson Correlation Sig. ( tailed) N Independence Pearson Correlation Sig. (2- tailed) N Inspiration Pearson Correlation Sig. ( tailed) N Copyright Plumeus Inc

60 Learning Pearson Correlation Sig. ( tailed) N Mobility Pearson Correlation Sig. ( tailed) N Power Pearson Correlation Sig. (2- tailed) Recognition and Appreciation Pearson Correlation Sig. (2- tailed) N N Social Factors Pearson Correlation Sig. ( tailed) N Stability Pearson Correlation Sig. ( tailed) N Status Pearson Correlation Sig. (2- tailed) N Correlat in yellow indicate significance at the.05 level. Correlat in green indicate significance at the.01 level. Copyright Plumeus Inc

61 Correlat (Continued) Independence Inspiration Learning Mobility Power Recognition and Appreciation Social Stability Status Factors Copyright Plumeus Inc

62 Correlat in yellow indicate significance at the.05 level. Correlat in green indicate significance at the.01 level. Copyright Plumeus Inc

63 Correlat (Continued) Weak negative correlat were found between achievement and balanced lifestyle, achievement and recognition and appreciation. Weak positive correlat were found between achievement and learning, achievement and power. Weak negative correlat were found between balanced lifestyle and financial reward, balanced lifestyle and inspiration, balanced lifestyle and learning. Moderate negative correlat were found between balanced lifestyle and identity and purpose, balanced lifestyle and mobility, balanced lifestyle and status. A strong negative correlation was found between balanced lifestyle and power. A weak positive correlation was found between balanced lifestyle and stability. Weak negative correlat were found between change and variety and improvement, change and variety and inspiration. A moderate negative correlation was found between change and variety and stability. Weak positive correlat were found between change and variety and creativity, change and variety and independence. A moderate positive correlation was found between change and variety and learning. Weak negative correlat were found between creativity and recognition, creativity and appreciation, creativity and status. A moderate negative correlation was found between creativity and stability. Weak positive correlat were found between creativity and independence, creativity and learning. A moderate positive correlation was found between creativity and inspiration. Weak negative correlat were found between financial reward and inspiration, financial reward and learning. A moderate negative correlation was found between financial reward and improvement. Weak positive correlat were found between financial reward and independence, financial reward and mobility. Strong positive correlat were found between financial reward and power, financial reward and status. A weak negative correlation was found between identity and purpose and independence. Weak positive correlat were found between identity and purpose and improvement, identity and purpose and inspiration. A moderate positive correlation was found between identity and purpose and status. Copyright Plumeus Inc