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The Motivational Value Systems Questionnaire (MVSQ): Psychometric Analysis Using a Forced Choice Thurstonian IRT Model

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Schlotz,  Wolff
Institute of Experimental Psychology, University of Regensburg, Regensburg, Germany;
Scientific Services, Max Planck Institute for Empirical Aesthetics, Max Planck Society;

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Zitation

Merk, J., Schlotz, W., & Falter, T. (2017). The Motivational Value Systems Questionnaire (MVSQ): Psychometric Analysis Using a Forced Choice Thurstonian IRT Model. Frontiers in Psychology, 8: 1626. doi:10.3389/fpsyg.2017.01626.


Zitierlink: http://hdl.handle.net/11858/00-001M-0000-002D-F3DD-4
Zusammenfassung
This study presents a new measure of value systems, the Motivational Value Systems Questionnaire (MVSQ), which is based on a theory of value systems by psychologist Clare W. Graves. The purpose of the instrument is to help people identify their personal hierarchies of value systems and thus become more aware of what motivates and demotivates them in work- related contexts. The MVSQ is a forced-choice (FC) measure, making it quicker to complete and more difficult to intentionally distort, but also more difficult to assess its psychometric properties due to ipsativity of FC data compared to rating scales. To overcome limitations of ipsative data, a Thurstonian IRT (TIRT) model was fitted to the questionnaire data, based on a broad sample of N = 1217 professionals and students. Comparison of normative (IRT) scale scores and ipsative scores suggested that MVSQ IRT scores are largely freed from restrictions due to ipsativity and thus allow interindividual comparison of scale scores. Empirical reliability was estimated using a sample-based simulation approach which showed acceptable and good estimates and, on average, slightly higher test-retest reliabilities. Further, validation studies provided evidence on both construct validity and criterion-related validity. Scale score correlations and associations of scores with both age and gender were largely in line with theoretically- and empirically- based expectations, and results of a multitrait-multimethod analysis supports convergent and discriminant construct validity. Criterion validity was assessed by examining the relation of value system preferences to departmental affiliation which revealed significant relations in line with prior hypothesizing. These findings demonstrate the good psychometric properties of the MVSQ and support its application in the assessment of value systems in work-related contexts.