A groundbreaking advancement in organizational psychology has emerged from Southeast Asia, as researchers have successfully conducted a psychometric validation of the Existence, Relatedness, and Growth (ERG) scale specifically tailored for Indonesian Generation Z employees. This comprehensive study, poised to significantly influence workplace motivation theories and practices, offers nuanced insights into the distinctive motivational frameworks pertinent to a rapidly evolving workforce in Indonesia. The published work, appearing in BMC Psychology, represents a critical pivot point in culturally sensitive psychometric assessment, extending beyond the traditional Western-centric models that have dominated the field.
The ERG theory, originally conceptualized by Clayton Alderfer, refines Maslow’s hierarchy of needs by condensing human needs into three core categories: existence, relatedness, and growth. While the ERG model has been widely explored globally, its applicability varies dramatically across different cultural frontiers. The research team led by Elgeka, Hidayat, and Pratono has addressed a crucial gap—whether this motivational framework robustly evaluates the psychological needs of Indonesia’s newest workforce generation, Generation Z, which is ethnographically and socioeconomically distinct from prior cohorts.
This study’s methodological underpinning involved rigorous psychometric techniques, including exploratory and confirmatory factor analyses, to ascertain the scale’s validity and reliability within this demographic. Generation Z, a cohort born between the late 1990s and early 2010s in Indonesia, is recognized for its digital nativity, progressive social views, and distinct labor market expectations. Understanding their motivational drivers is imperative for organizations striving to optimize employee satisfaction, productivity, and retention in an increasingly competitive business environment.
In-depth statistical analyses revealed a nuanced three-factor model congruent with Alderfer’s original theory. However, the Indonesian context introduced unique cultural inflections, such as a greater emphasis on community and familial interdependence, which predominantly influenced the relatedness construct. These cultural mediators underscore the importance of validating motivational scales in culturally diverse settings. Reliance on unvalidated scales risks misinterpretation of employee needs and could potentially lead to ineffective management strategies.
The researchers meticulously adapted the ERG scale to fit linguistic and conceptual nuances inherent in Bahasa Indonesia while ensuring semantic equivalence with the original instrument. This cross-cultural adaptation process entailed extensive qualitative interviews, back-translation procedures, and pilot testing phases to guarantee that the scale items accurately resonated with Generation Z employees’ lived experiences and values. As a result, this adaptation enhances the instrument’s relevance and precision in capturing motivational dynamics in Indonesia’s unique socio-cultural tapestry.
Significantly, this validation study also highlights dynamic factors affecting Generation Z’s motivational priorities, such as economic fluctuations, digital transformation pressures, and evolving organizational structures. These elements uniquely modulate how existence needs, primarily linked to job security and physical wellbeing, interplay with relatedness and growth needs, especially as younger employees increasingly seek meaningful social connections and professional development opportunities.
The investigative team utilized advanced psychometric performance indicators—Cronbach’s alpha, composite reliability, and average variance extracted (AVE)—to benchmark the ERG scale’s internal consistency and construct validity. The results confirmed strong reliability and validity coefficients across all three dimensions, affirming the scale’s suitability for empirical research and practical application within Indonesian organizational contexts. These findings are crucial for human resource professionals aiming to craft evidence-based motivational programs aligned with Generation Z’s preferences.
Moreover, the study sheds light on the intersection between cultural collectivism and individualistic growth aspirations in Indonesia’s emerging workforce. Generation Z employees demonstrate a dual motivational pattern encapsulating both group-oriented relatedness and personal achievement growth. This duality substantially enriches the psychological understanding of workforce motivation, suggesting that organizational leaders must balance collective inclusion with opportunities for individual advancement.
The research also underscores the adaptability of the ERG framework to technological advancements shaping work environments. Generation Z’s profound digital engagement alters how growth needs are conceptualized and pursued. Virtual collaboration, e-learning, and remote work redefine growth opportunities, setting new psychosocial milestones that traditional models inadequately captured. The validated ERG scale accommodates these shifts, providing a flexible tool for contemporary motivational assessment.
Furthermore, this psychometric validation invites a reevaluation of motivational constructs in light of Indonesia’s developmental challenges, such as economic disparities and labor market volatility. The ERG scale’s capacity to detect subtle motivational shifts affords organizations a predictive lens for workforce engagement trends amid socio-economic flux. Such insight is invaluable for policymakers and corporate strategists endeavoring to foster resilient and motivated employee populations.
The study’s implications extend to multinational corporations operating in Indonesia, which often face dilemmas in standardizing motivational strategies across diverse cultures. This locally validated ERG tool equips global entities with a culturally attuned metric that respects Indonesian socio-cultural contexts while maintaining theoretical rigor. Consequently, this fosters enhanced intercultural management and sustainable employee development practices.
Additionally, the research contributes to academic discourse by enriching cross-cultural psychology literature with empirical evidence reinforcing the universality yet cultural specificity of motivational theories. It addresses criticisms of Western psychological models’ overgeneralization by demonstrating how cultural adaptation enhances theoretical fidelity and practical applicability. The Indonesian Generation Z case acts as a model for future studies aiming to transcend cultural boundaries in psychological measurement.
Emerging from this study is a call for more longitudinal research to capture temporal shifts in motivational needs as Generation Z employees progress through career stages and life transitions. Understanding these evolving psychological demands will facilitate the creation of dynamic frameworks adapting to workforce demographics and societal changes over time, ensuring sustained organizational effectiveness and employee wellbeing.
In summary, the psychometric validation of the ERG scale for Indonesian Generation Z employees represents a landmark contribution to the understanding of workforce motivation within a culturally complex environment. By integrating sophisticated statistical validation, cultural adaptation, and contemporary workforce analysis, the study establishes a robust foundation for both academic research and practical application in organizational psychology and human resource management. This advancement not only enhances motivational theory but also catalyzes culturally relevant interventions that resonate deeply with Indonesia’s future workforce.
Subject of Research: Psychometric validation of the Existence, Relatedness, and Growth (ERG) motivational scale adapted for Indonesian Generation Z employees.
Article Title: Psychometric validation of the Existence, Relatedness, and Growth (ERG) scale for Indonesian generation Z employees.
Article References: Elgeka, H., Hidayat, R. & Pratono, A.H. Psychometric validation of the Existence, Relatedness, and Growth (ERG) scale for Indonesian generation Z employees. BMC Psychol (2026). https://doi.org/10.1186/s40359-026-04044-0
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