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iREAP™ Research Paper


Background to iREAP™ 


The iREAP™ has been used by thousands of respondents from global multinational, local and state government through to charities and non-profit organisations. 


The instrument is built on research from traditional motivational theorists such as Maslow, McClelland, Adams and Hertzberg. It is also incorporated research from more current writers including Daniel Pink, Richard Barrett. 


The engagement and commitment factors look at engagement measures and also factors which enable or limit a person’s engagement.  The engagement measures have been derived from more contemporary research from consulting firms such as Gallup and the Corporate Leadership Council.  They have also been influenced from the practical insights gained from coaching hundreds of people to enrich their careers.


In our research multiple regression analysis revealed that the satisfaction of individual motivational factors account for 53% of the variance on the level of engagement scale


Current Research Studies


A psychometric study was conducted in 2012 to explore the validity and reliability properties of the iREAP™ tool with 756 respondents. The key elements of the that study are summarised below. 


Convergent Validity


The following scales have been identified to support analysis of convergent validity:

  1. Utrecht Engagement Scale was developed by Schaufeli, Salanova, González-Romá and Bakker (2002).  This is being used to test the construct validity of the engagement measures included in the iREAP level of engagement scale. 
  2. Work Extrinsic and Intrinsic Motivation Scale developed by Deci and Ryan (2000) is being used to test the construct validity of the various work aspects in the motivational propeller model.  This scale compares intrinsic and extrinsic motivation which can be mapped and mirrored against the various blades of the motivational propeller.


The iREAP™ tool was found to have very high correlations with these scales as strong associations existed with items measuring similar constructs.


This hypothesis was tested in a convergent validity study that collected data to prove that relationship through multiple and linear regressions.  The scales used for this purpose were:


  • Endicott Work Productivity Scale (published in 1997)
  • Work Absences scale (developed by Darviri and Woods in 2006)


Another study  explored the relationship between high levels of engagement and workplace burnout. To test these hypotheses, data was collected for a multiple regression and ANNOVA analysis using the following scales:


  • Work Demands scale developed by Bolino and Turnlet (2005)
  • Maslach Burnout Inventory developed by Christina Maslach (1970’s) and distributed by Mind Garden


The results of the studies proved that engagement has a significant effect on the relationships of productivity and workplace burnout.  In particular increased engagement has been proven to be strongly correlated with:


  • Increased workplace productivity
  • Reduced cynicism
  • Reduced emotional instability
  • Reduced emotional exhaustion
  • Increased professional efficacy


Face Validity


The face validity research builds on research conducted in 2011 and supports the conclusion that the iREAP™ instrument has very high face validity with 87.5% of respondents confirming the final placement in the engagement matrix as being true and correct for them.


Internal Consistency (Reliability)


The internal consistency reliability has been measured by Cronbach’s alpha for both importance and satisfaction items as well as for the engagement measures.  Alpha coefficients were all strong ranging from .707 to .908 suggesting that the tool has strong internal reliability.


Current Technical Report now available


The technical research paper that publishes the details of this study is now available. If you would like a copy of this paper then please contact us.