The Work Preference Inventory: Motivation Factors of Banking Sector Employees

Ocal F., Akdol B. , Arikboga F. S.

SIYASAL-JOURNAL OF POLITICAL SCIENCES, vol.28, no.2, pp.257-280, 2019 (Journal Indexed in ESCI) identifier

  • Publication Type: Article / Article
  • Volume: 28 Issue: 2
  • Publication Date: 2019
  • Doi Number: 10.26650/siyasal.2019.28.2.0054
  • Page Numbers: pp.257-280


The purpose of this study is to determine the main elements which motivate the employees of the Turkish banking sector and the differences between these motivations in terms of demographic and structural factors of the sector. The measurement tool of motivational factors we used is a four-dimensional scale called the "Work Preference Inventory" (Amabile, Hill, Hennessey and Tighe 1994) which has been cited 2146 times since 1994. As there is not a Turkish version of the Work Preference Inventory, the purpose of this study is also to translate the scale in Turkish and execute reliabilty and validity analysis. Analysis showed that the motivation of banking sector employees in Turkey has a five-dimensional structure. These dimensions are 'Meaningful job and self-efficacy', 'Desire for unstructured works', 'Success at structured works', 'Awareness of success target', 'The search for specificity and consideration of others' opinion'. 'Meaningful job and self-efficacy' is identified as the factor which most affects the motivation of banking sector employees. 'Awareness of success target', 'Desire for unstructured works' and 'The search for specificity and consideration of others' opinion' are evaluated as additional motivating factors consecutively. 'Success at structured works' is determined as the least motivating factor. The differences in employee motivation, in terms of experience, department, gender, age, education level and position are also examined. According to the analysis, there are significant differences across the motivational dimensions in terms of age and business demepartments, positions, education level. However, there are no differences across motivational dimensions in terms of the positions and genders of banking employees.