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One of the fundamental tasks for an Human Resource Management (HRM) practitioner consists in designing a reward system that can be broadly understood and can influence the attitudes and, subsequently, the behavior of individuals to permit achievement of organizational objectives. To do so, appropriate tools are necessary to allow key actions to be identified in terms of motivating employees; thereby, avoiding opportunistic costs derived from allocating resources needed to close the gap in employee satisfaction, with regard to non-priority factors for workers in satisfying their own personal needs. This article, thus, presents a dual assessment scale consisting of 44 items, categorized into six dimensions, which firstly evaluates the importance of motivation and, secondly, the level of satisfaction with the current situation for each of the 44 factors considered. Using a sample of 801 individuals, we analyzedthe internal consistency, face validity, and predictive validity of the measuring scales, obtaining a series of results that were, to say the least, promising.

Lorenzo Revuelto Taboada

Profesor titular departamento de dirección de empresas. Doctor en Dirección de empresas. Vicedecano de ordenación académica y postgrado de la Facultad de Sociales de la Universidad de Valencia.

Rafael Fernández Guerrero

Profesor catedrático de escuela universitaria del departamento de dirección de empresas. Doctor en economçia. Director del departamento de dirección de empresas de la Universidad de Valencia.
Revuelto Taboada, L., & Fernández Guerrero, R. (2012). New tools and new ideas for HR practitioners. Structural and predictive validity of weighted satisfaction questionnaire. Cuadernos De Administración, 28(48), 10–24.