Studying Within-Person Changes in Work Motivation in the Short and MediumTerm: You Will Likely Need More Measurement Points than You Think!

• José Navarro ^[1] ; Rita Rueff-Lopes ^[2] ; Jean-Philippe Laurenceau ^[3]
  1. [1] Universitat de Barcelona

     Universitat de Barcelona

     Barcelona, España

     
  2. [2] Universitat Ramon Llull

     Universitat Ramon Llull

     Barcelona, España

     
  3. [3] University of Delaware

     University of Delaware

     Estados Unidos

     

  Mostrar afiliaciones +
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 38, Nº 1, 2022, págs. 1-17
• Idioma: inglés
• DOI: 10.5093/jwop2022a1
• Títulos paralelos:
  • Análisis de los cambios intrapersona en la motivación laboral a corto y medio plazo: ¡probablemente necesites más puntos de medición de los que crees!
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  • Texto completo  1    2 (pdf) 
• Dialnet Métricas: 1 Cita
• Resumen
  • español

    En el estudio de la motivación laboral, el análisis intrapersona de datos provenientes de diseños longitudinales es hoy común en el área. Sin embargo, algunas características del diseño de investigación empleado pueden estar influyendo en la variabilidad intrapersona encontrada. En este trabajo analizamos cómo influye el número de medidas repetidas por participante en la varianza intrapersona de la motivación laboral. Mediante dos estudios (una revisión sistemática y un estudio empírico original) mostramos cómo el número de medidas repetidas influye significativamente en la varianza intrapersona encontrada, que llega a alcanzar valores máximos del 52%-54% sobre el total de la varianza. Para llegar a esos valores de varianza explicada en el caso de la motivación laboral se necesitarían un mínimo de 25-30 medidas repetidas para ser rigurosos en la medida de la varianza intrapersona.

  • English

    Within-person analysis of data from longitudinal designs has become popular in the field. However, important characteristics of the design can influence that variability. In this paper, we examine how the number of measurement points obtained per participant influences in the within-person variance in work motivation. Using two sources of evidence (a systematic review and an empirical study) we show how the number of assessments substantially influences the amount of within-person variance reaching values of 52%-54% of total variance. We found that a minimum of 25-30 measurement points per participant is required to be rigorous.

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