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become the basis for the ideal self. In intrinsic process motivation, an individual is

motivated to engage in certain types of behavior for the sheer fun of it. The work itself

acts as an incentive as it provides enjoyment. Instrumental motivation rewards

individuals when they perceive their behavior will lead to extrinsic tangible outcomes

such as promotions, pay, and bonuses (Barbuto & Scholl, 1998).

 There were twenty-four items used in the survey questionnaire. Respondents

were asked to rank their agreement for these twenty-four items on a seven point scale

with l=strongly disagree and 7=strongly agree. The six unique questions per category of

motivation were randomly ordered in the survey questionnaire. Results of the inventory

can be found in Table 4-32.

 The Cronbach's alpha of the entire inventory was 0.8, which indicates that the

inventory had a high level of internal consistency or reliability. This is the degree to

which the items that make up the scale are all measuring the same underlying attribute

(Pallant, 2001). The attribute being measured in this inventory is motivation and due to

the high Cronbach's alpha, the inventory can be deemed reliable.

 External self-concept motivation and intrinsic process motivation received the

lowest total mean scores, both scored 3.7, which would indicate that respondents of this

survey are not motivated by trying to gain the acceptance of others or by the fun and

enjoyment of activities. Instrumental motivation received a mean score of 4.3 which is

slightly more than external self-concept and intrinsic motivation and would explain that

tangible rewards, such as pay and bonuses motivates individuals more than the fun of the

activities or the acceptance of others. Internal self-concept motivation received the