Answer the past month
A recent window asks about current experience rather than claiming a permanent motivation identity. Retakes remain separate snapshots.
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This motivation test maps six reasons that can coexist behind recent work, learning, personal projects, and responsibilities. See each signal separately, with exact ties, response-pattern cautions, guardrails, and small real-life experiments—never a made-up total motivation score.
What the result preserves
Six independent signals
Interest, value, three forms of pressure, and unclear agency are never collapsed into one total.
Literal scoring
Each dimension shows a keyed raw sum out of 16 and its transparent response-range position.
Quality-aware reading
Uniform, narrow, endpoint-heavy, and midpoint-heavy patterns change how confidently comparisons are shown.
Bounded experiments
Every dimension includes a question and one practical way to test the interpretation.
The response design
Think about the past month across work, learning, personal projects and responsibilities. Rate what was usually true, not what you wish were true. The fixed form rotates routine, learning, commitment, and setback situations so one kind of activity does not occupy an entire section.
A recent window asks about current experience rather than claiming a permanent motivation identity. Retakes remain separate snapshots.
Every statement uses strongly disagree through strongly agree. The midpoint is valid for mixed, uncertain, or context-dependent experience.
Some statements point in the opposite direction. The hidden key and construct assignments remain on the server; the browser receives only reviewed prompts and a validated canonical result.
The six dimensions
Self-Determination Theory distinguishes the orientation of motivation, not just its amount. These original dimensions are scored independently because several reasons can be present in the same action.
Autonomous reason · Intrinsic motivation
Energy that comes from finding the activity itself interesting, absorbing or enjoyable.
This is not a creativity or curiosity score, and worthwhile activity does not have to feel enjoyable all the time.
Autonomous reason · Identified regulation
Energy from personally accepting an activity as important or worthwhile, even when the activity is not enjoyable.
A stronger signal is not proof that every commitment is wise; people can deeply value goals that compete with one another.
Controlled reason · Introjected regulation
Energy from internal demands such as guilt, contingent self-worth or a need to prove oneself.
Inner pressure can produce real effort; this result does not diagnose perfectionism, shame or any mental-health condition.
Controlled reason · External regulation — social contingencies
Energy shaped by approval, criticism, reputation or the wish to avoid disappointing other people.
Responsiveness to others can support trust and coordination; lower endorsement does not mean indifference to people.
Controlled reason · External regulation — material contingencies
Energy shaped by concrete rewards, credentials, targets, losses or penalties linked to an activity.
External incentives are not inherently bad and lower endorsement is not proof of financial security or superior values.
Agency-gap signal · Amotivation
Difficulty seeing a worthwhile reason to act, an effective path from effort to outcome, or both.
This is not laziness, burnout, depression, executive dysfunction or a diagnosis; context and available resources can strongly shape agency.
Important evidence boundary
The construct map is informed by Self-Determination Theory, while all 24 statements and interpretation copy are original Ikigain wording. The form is not the MWMS, a diagnosis, a hiring instrument, or proof of willpower, performance, character, or environmental support.
No reliability, validity, population norms, meaningful-difference threshold, or predictive claims have been established for this original form. Use it to generate questions, then check those questions against real situations.
Construct references, not copied content
Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions
Open sourceSelf-determination theory and work motivation
Open sourceThe Multidimensional Work Motivation Scale
Open sourceMotivation profiles at work: A self-determination theory approach
Open sourceQuestions before you begin
No. It separates six reasons that may accompany effort: inherent interest, personal value, inner pressure, social expectations, tangible outcomes, and unclear agency. They are never added into a total motivation, willpower, productivity, or character score.
No. Reasons for effort are different from available energy, habits, executive support, workload, health, persistence, output, or performance. The result cannot screen applicants, predict whether someone will finish a task, or decide whether low effort reflects a person rather than their conditions.
Because real effort can have several causes. You might value a difficult task, care about another person's reaction, and also want a concrete outcome. Exact top ties remain ties; the fixed display order never manufactures one dominant motive.
No. Each number only shows where four keyed answers sit inside that dimension's possible response range. External incentives and social obligations can support useful coordination, while interest can coexist with poor priorities. Unclear agency is a signal to investigate context—not a diagnosis or moral label.
A recent time window is more concrete than describing your permanent identity. The statements sample routine, learning, commitment, and setback situations, but a broad profile can still hide domain differences. You can retake later or answer with one domain in mind when comparing change.
The result keeps transparent response-pattern notes. One repeated option with forward- and reverse-keyed statements withholds comparative interpretation; narrower or highly concentrated patterns add caution. A flag invites review and never proves careless or dishonest responding.
No. Motivation Conditions is an original Ikigain reflection informed by Self-Determination Theory. It does not reproduce the Multidimensional Work Motivation Scale, and it has not been psychometrically validated for diagnosis, screening, hiring, or another high-stakes use.
No. The complete result appears immediately. Progress uses the secure assessment service, with only a short-lived bounded retry copy when a save is interrupted. Retaking creates a new immutable server result instead of overwriting the earlier one.
Ready to look beneath effort?
The complete result is free, no email is required, and a scoring interruption never discards your saved semantic responses.