Work-Related Expectancies Scale
Measures the extent to which employees believe that higher levels of job performance will be rewarded with pay, promotions, job security, recognition, approval, and influence.
Scale Development & Technical Details
Scale Overview
The Work-Related Expectancies Scale was developed by Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). It is designed to measure Work-related performance-reward expectancies. The scale is intended for use with Employees / Working adults.
Scale Structure
This instrument consists of 9 items organized into 2 factors/subscales: Pay/promotion expectancy, Approval/recognition/influence expectancy.
| Factor / Subscale | Items | N |
|---|---|---|
| Pay/promotion expectancy | 1,2,3,4 | 4 |
| Approval/recognition/influence expectancy | 5,6,7,8,9 | 5 |
Response Format
Respondents rate each item using a custom response format.
Response anchors: 1 = Definitely not part of my job, 2 = 2, 3 = 3, 4 = 4, 5 = Extremely true of my job.
Scoring
Items are scored by subscale, with each subscale sum representing a distinct dimension.
Total scores range from 9 to 45. Interpretation guidelines:
- Low Expectancies: 9 – 21
- Moderate Expectancies: 22 – 33
- High Expectancies: 34 – 45
Psychometric Properties
Internal Consistency: The scale has demonstrated good to excellent internal consistency with reported Cronbach’s alpha values of Cronbach's alpha ranged between .77 and .89 for the subscales.
Administration
The scale is self-administered and typically takes approximately 3 minutes to complete. It can be administered individually or in group settings. No special training is required for administration.