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STM testing complex is intended for express measuring of personal motivational structure. Test items are formulated based on pairwise comparisons.

STM can be used in personnel selection, career counseling and development, management of personnel motivation.

STM testing complex includes test forms A and B. The form A consists of 12 detailed descriptions of motivational constructs expressing the advantages of different professional activities. Test taker compares all possible pairs of constructs and chooses the most suitable one. All in all respondent makes 66 pairwise comparisons.

The form B uses different descriptions of constructs which express the advantages of different professional activities. Test taker compares pairs of constructs and chooses the most suitable one. Again, the respondent makes 66 paired comparisons.

The resulting profile contains 12+1 scales. The last scale is an integral coefficient pointing to the relationships between intrinsic and extrinsic motivation. It takes about 45 minutes to complete the whole test.

FCATOR SCALES:

• intrinsic motivation – extrinsic motivation (integral coefficient of the motivation direction);
• process interest (interest to the process and result of own activities, work satisfaction)
• creativity (striving for self-expression and self-realization, innovativeness)
• communication (interest to communication with interesting and powerful people)
• team-play (need to be a part of some social group, team, search for social safety)
• helping people (altruistic motivation, empathy, emotionality)
• serving the society (motivation of moral self-appreciation, wishing to serve the society, romanticism)
• recognition (striving for public acknowledgment)
• leadership (self-assertion orientation, striving for realization of own abilities, career and professional growth)
• money (material benefits)
• social links (non-material motivation, search for social support and welfare)
• following traditions (striving for following traditions, meeting expectations of relatives)
• health (wishing to spare own intellectual and physical resources, to escape from innovations and changes)

High or low scores on one of the scales points to high or low significance of the corresponding motivator, respectively.

An example of a report for the respondent can be downloaded in MS Word format.

Every scale is divided into 5 zones according to expression of a factor. For each zone a verbal interpretation is provided. Test scores are presented in stens (from 1 to 10).

Average scores (from 4.5 to 6.5 stens) are interpreted as a normal expression of a factor. Usually about 40% of respondents receive scores in that zone. The extremes (both high and low) point to an excessive or over-excessive expression of the personal traits corresponding to the pole. Low (from 2.5 to 4.4 stens) and high (from 6.6 to 8.5 stens) zones contain about 24% of respondents each. And approximately 6% of respondents score in each of the remaining zones: extreme low (from 1 to 2.4 stens) and extreme high (from 8.6 to 10 stens).

The test interpretation corresponding to the test score received by the respondent is presented on the screen.

Test results can be presented in three forms:

• as a diagram with points for each factor
• as a verbal interpretation of the test scores (as a report for the respondent or as a business interpretation)
• as a table with raw scores, stens, and percentiles (percentage of standardization sample).

STM is based on classification of professional motives that was developed and published in 1987 (A. I. Zelichenko, A. G. Shmelyov. Vestnik Moskovskogo Universiteta. Pychology. 4. 1987. – P. 33–42). The adequacy of pairwise comparison principle for measuring professional motivation was also proven in that paper. The same principle is being used in the popular DDO questionnaire (Differential Diagnostic Questionnaire) that was developed by E.A. Klimov for measuring interests of different occupation types (bionomical, technical, artistic, conventional, and social). A good example of a test based on the same principle in western applied psychology can be F. Herzbeg’s test of motivation. 28 pairs of descriptions grouped by 8 factors are used in this test. The factor system of STM is broader. The diagnostic formulations are adapted to the lexicon of ordinary people who do not have psychological background. In 2004 a new STM-2B version was developed with the inputs by E.A. Kupriyanov. In this version each factor has three different descriptions which are used in pairwise comparisons.

Representativity. The initial STM version was standardized on the sample of 200 students of Moscow universities. Later the norms were renewed based on the test data that were gathered from 300 employees and managers of different organizations that were clients of HR-Lab and were using HR-Lab tests.

Reliability of STM test was checked during the practical training for Lomonosov Moscow State University students specializing in industrial and work psychology. Spearman’s correlation coefficients for individual rates of motives according to STM results between initial test completion and two-weeks retest vary from 0,99 to 0,5 (M=0,76), which is a good index for tests of this type.

Validity of STM test was confirmed in experimental comparative studies and also during the observations in real organizational context (expert judgments). For most scales (excluding “Helping others”, “Serving the society”, “Recognition” and “Following traditions”) significant correlations were shown between STM and GOL methods (Group Personality Assessment) as well as other questionnaires measuring the same factors. The above mentioned correlation coefficients range from 0,3 to 0,4 (diploma thesis of E. Kupriyanov, 2003, semester thesis of A. Naumenko, 2003).

We can schedule the demonstration either in the customer’s office or in our demonstration hall.
Kutuzovsky prospect, 36-3-3, office 306, Moscow.
Tel. (495) 514-3115, 703-3919.
Website: http://www.ht.ru
E-mail: test@ht.ru.