Orientation: Research on reward preferences remains inconclusive. Total reward theories often do not take the role of intrinsic psychological rewards into consideration. Further to this, there are not only limited instruments available to measure reward preferences but also ease of access to psychometrically sound measures is further challenging.Research purpose: The aim of this study was to develop and validate an instrument to measure reward preferences in the working environment.Motivation for the study: Organisations require tools to enhance waning motivational levels in the workplace. The measurement of reward preferences appears essential to determine what employees ultimately want from their work to improve levels of motivation. Major limitations exist regarding current reward preference instruments.Research approach/design and method: Quantitative scale development procedures were employed to construct the 32-item instrument. Data were collected from South African employees (N = 639) and processed using both Factor and Rasch analysis procedures.Main findings: The factor analysis revealed a 3-factor structure (Non-financial rewards, Financial rewards and Benefits and growth opportunities). Items evidenced good factor loadings and dimensions demonstrated high internal consistency. The dimensions and overall scale performed mostly well in accordance with Rasch Model expectations. Based on the overall results, one can confirm that the new instrument has satisfactory psychometric properties.Practical/managerial implications: The instrument can help employers and scholars to measure, understand and explore what employees value and seek from the working environment.Contribution/value-addition: The study expands on limited pre-existing theory and empirical research pertaining to the measurement of rewards preferences. A unique and psychometrically sound reward preference instrument is provided for use by scholars and employers.

中文翻译：

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奖励意愿清单的开发和验证

方向：关于奖励偏好的研究仍然没有定论。总奖励理论通常不考虑内在心理奖励的作用。此外，不仅可用于测量奖励偏好的工具有限，而且易于获得心理测量学上合理的测量方法也更具挑战性。研究目的：本研究的目的是开发和验证一种工具来衡量工作中的奖励偏好environment.Motivation for the study：组织需要工具来提高工作场所逐渐减弱的动机水平。奖励偏好的衡量似乎对于确定员工最终希望从工作中获得什么以提高积极性水平至关重要。当前奖励偏好工具存在主要限制。研究方法/设计和方法：采用定量规模开发程序来构建 32 项仪器。数据是从南非员工 (N = 639) 收集的，并使用因子和 Rasch 分析程序进行处理。主要发现：因子分析揭示了一个 3 因子结构（非财务奖励、财务奖励和福利以及增长机会）。项目证明了良好的因素负荷和维度表现出高度的内部一致性。尺寸和整体规模的表现大多符合 Rasch 模型的预期。根据总体结果，可以确认新工具具有令人满意的心理测量特性。 实际/管理意义：该工具可以帮助雇主和学者衡量、理解和探索员工在工作环境中的价值和追求。贡献/增值：该研究扩展了与奖励偏好测量有关的有限的现有理论和实证研究。为学者和雇主提供了一种独特且心理上合理的奖励偏好工具。