Purposes: This study developed an instrument to measure employees' self-concordance in order to understand the degree to which the task-related goals of an employee express real and enduring interest and values. Methods: Self-concordance theory was applied to generate primary 52 items. Two experts review and conduct expert validity. A convenience sampling method was used to obtain 391 participants. They completed primary 52 items, which was analyzed with item analysis, exploratory factor analysis, and reliability analysis. The scale was comprised of 4 subscales with a 31 total items. The 4 subscales focused on external motivation, introjected motivation, identified motivation, and intrinsic motivation. An additional 250 participants completed the scale, which was analyzed with confirmatory factor analysis, for discriminant validity and convergent validity. Results: The results suggest that this scale has good reliability and validity. Conclusions: This scale is well-suited to evaluate the degree of employees' self-concordance.