The goal of this study was to develop and validate a scale to measure a new work construct: work conscientiousness. Work conscientiousness reflects pride and ego involvement in one's work and the motivation to perform a task well in the absence of external rewards (e.g., pay, promotions, status). This three part study consisted of the scale development, the assessment of discriminant validity and the assessment of construct validity. The first part of the study had four hundred and thirty-four Ss complete a 200 item work attitude survey. A factor analysis defined three factors: work conscientiousness (34 items), workaholism (26 items) and social desirability (9 items). Coefficients alpha for the scales were .92, .90 and .76 respectively. The second part of the study employed 178 Ss and compared their scores on the work conscientiousness scale and the workaholism scale with scores on Lodahl and the Kejner's (1965) job involvement scale and Blood's (1969) Protestant ethic endorsement scale. Work conscientiousness correlated .63 and .59 with the pre-existing work oriented measures, respectively; workaholism correlated .34 and .63 with the other measures, respectively. It was hypothesized that work conscientiousness represents the intrinsic factors of job involvement and Protestant ethic endorsement. Statistically significant sex differences were found in the intercorrelations of the various scales. The third part of the study correlated the ratings that 17 supervisors of individual departmental groups assigned to a total of 121 supervisees on work conscientiousness and workaholism with supervisee's scores on these scales. For the work conscientiousness scale, three of the groups yielded validity coefficients that were statistically significant (r = .65, p < .05; r = .66, p < .05; r = -.78, p < .05). For the workaholism scale, only one group yielded a statistically significant validity coefficient (r = .83, p < .05). Overall, pooling all subjects into one group yielded validity coefficients for the work conscientiousness and workaholism scales of .29 (p < .01) and .01 respectively. Further research regarding the scales' validities is strongly recommended;References;Blood, M. R. Work values and job satisfaction. Journal of Applied Psychology, 1969, 53, 456-459;Lodahl, T. M. & Kejner, M. The definition and measurement of job involvement. Journal of Applied Psychology, 1965, 49, 24-33.