Uchida-Kraepelin Mental Examination and Motivation Considerations
Momoto Uchida1), Lê Nhật Trường Chinh 2), Keiko Yasui1)
1) Nisseiken, Inc. 2) SUCCESS PARTNER
[Background and Purpose] The Uchida-Kraepelin Psychological Test (hereinafter referred to as the UK) is often used for the purpose of vocational aptitude tests in employment examinations. Motivation of workers is also an important factor in predicting occupational performance, but it is considered difficult to predict the motivation of examinees from the results of the UK, which consists of continuous addition work. We tried to analyze the relationship between the UK and motivation using data from Vietnamese and Singaporeans. [Method] As a test to measure motivation, the Motivation Questionnaire (hereinafter referred to as MQ) was used. In an online questionnaire test, respondents who answered 126 questions on a six-point scale scored on multiple scales, including the Individual Sustainable Motivation Index (IMI), a comprehensive measure of motivation, such as Positivity and Burnout risk. The data were based on UK and MQ results for 22 managers (male-to-female ratio: 19:3, mean age 38.5 years ±7.6) working for IT companies in Vietnam. For the analysis, correlation analysis between each scale was performed using two scales, AV and PF from the UK, and IMI, a comprehensive evaluation index from MQ, and 7 subscales. Since the MQ score is a rank scale, Spearman’s rank correlation coefficient was used for the analysis, and less than 5% was treated as the significance level. Results and Discussion As a result of the analysis, (1) a negative correlation (-0.518) was found between AV and Promotion Need (hereinafter referred to as PN), and (2) a negative correlation (-0.498) was found between AV and Satisfaction Gap (hereinafter referred to as SG). There was no significant correlation between the other scales, and overall it was confirmed that the UK and MQ tests each measure different psychological traits. Next, we consider the relationship between the scales in which significant differences were confirmed. Previous studies have confirmed that the UK scale AV is positively correlated with IQ, and generally refers to the speed and workload of a job, as well as its ability to adapt to more complex tasks. The MQ scale PN means willingness to be promoted and promoted. The SG scale of MQ means that motivators (15 types of rewards, learning opportunities, etc.) feel that they are not being met as much as they want, and a high score on this scale is considered to be a high risk of retirement. Besides, a positive correlation (0.535) between PN and SG was significantly confirmed. (1) The negative correlation between AV and PN means that employees who process work quickly (high ability level) are less motivated to be promoted or promoted. (2) The negative correlation between AV and SG means that employees with higher levels of ability are more satisfied with their own motivation and have a lower risk of turnover. Combining the considerations of (1) and (2), many employees with high AV feel that they are being treated and evaluated by the company in a way that satisfies their motivation, and the risk of resignation is low. Conversely, it was suggested that employees with low AV had an unfulfilled motivator and a higher risk of resignation.
