Building on the past qualitative and mixed-method studies, I present the third round of instrument validation study on the Meaning-of-Work (MOW) Theory for High Performance. The MOW Theory is primarily built on Deci and Ryan’s Self-Determination Theory (SDT), Ryff’s Psychological Well-Being model, and Csikszentmihalyi’s Flow. This theory is comprehensive and captures the conceptual complexity of meaningful work. Its independent variables (IDs) are: higher purpose, competence, autonomy, relatedness, learning, creativity, personal growth, contribution, values, and self-identification with work and the organization.
The 2017 quantitative study collapsed these IDs into three factors, or “Work Resonance,” “Organizational Resonance,” and “Spiritual Resonance.” These three types of resonance together constitute the “Individual and Organizational Existential Competency,” which could serve as a foundation for high performance. The study indicated the MOW Theory has significant explanatory power on how we construct meaning in our work.
The 2019 study aims to replicate the 2017 study results with a different sample and further investigate the relationship between respondents’ perceived meaningfulness of work and the performance levels recognized by their supervisors. With further validation of the instrument, the MOW Theory may be positioned as a good counterpart to Gallup’s Q12 and happiness indicators designed for leadership and organizational development.