Overall Job Satisfaction Test

In about six minutes, the Overall Job Satisfaction Test guides you through 32 questions about workplace experiences, relationships, motivation, achievements, and responsibility. Your result highlights patterns shaping your experience at work, helping you reflect on what supports your well-being and where changes or conversations may be useful.

Questions: 326 minutes

Overall Job Satisfaction Test: sample question card

October 2, 2025October 2, 2025Material has been updatedOctober 2, 2025Material has been published

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Scale Explorer

How the Scales are Structured

Professional ResponsibilityPR

Professional responsibility reflects how conscientiously a person approaches fulfilling work duties and adhering to commitments.

example score2/8

2/8Lowexample score

0 – 2Low

3 – 5Moderate

6 – 8High

A score of 2 suggests a low level of professional responsibility, with a tendency toward less consistent attention to duties and follow-through.

Work PreferenceWP

This scale measures the extent to which a person values meaningful work over higher earnings.

example score4/8

4/8Balancedexample score

0 – 2Earnings-first

3 – 5Balanced

6 – 8Meaning-first

A score of 4 suggests a balanced preference, with meaning in work and earnings seen as similarly important.

Level of AspirationLoA

Measures the degree of ambition and drive to achieve higher results in professional activity.

example score5/8

5/8Moderate aspirationexample score

0 – 2Low aspiration

3 – 5Moderate aspiration

6 – 8High aspiration

A score of 5 indicates a moderate level of aspiration, suggesting a generally steady desire to achieve more without a strong push for maximal advancement.

Satisfaction With ManagementSWM

This scale measures how satisfied a person is with their relationship with management, including perceived trust and support from supervisors.

example score3/8

3/8Moderate satisfactionexample score

0 – 2Low satisfaction

3 – 5Moderate satisfaction

6 – 8High satisfaction

A score of 3 suggests moderate satisfaction with management, indicating some trust or support is present but there may be notable areas of friction or unmet expectations.

Satisfaction With ColleaguesSWC

This scale measures how satisfied a person is with relationships and day-to-day interactions with colleagues and management at work.

example score5/8

5/8Moderateexample score

0 – 2Low

3 – 5Moderate

6 – 8High

A score of 5 indicates moderate satisfaction with workplace relationships, suggesting generally acceptable interactions with some areas that may feel strained or could be improved.

Satisfaction With AchievementsSWA

This scale measures how satisfied a person is with their achievements and results at work.

example score2/8

2/8Lowexample score

0 – 2Low

3 – 5Moderate

6 – 8High

A score of 2 indicates low satisfaction with work achievements, suggesting the person may feel their results are not meeting their expectations.

Interest in WorkIiW

Interest in Work measures how engaged and positively oriented a person feels toward the work they do.

example score2/8

2/8Low interestexample score

0 – 2Low interest

3 – 5Moderate interest

6 – 8High interest

A score of 2 indicates low interest in the work, suggesting limited engagement and enjoyment in day-to-day tasks.

Overall Job SatisfactionOJS

Measures the overall, integrative level of a person's satisfaction and well-being in their work environment.

example score77/100

77/100Highexample score

0 – 44Low

45 – 55Average

56 – 100High

A score of 77 falls in the High range, indicating a generally strong sense of satisfaction with work and the team environment.

Satisfaction With Working ConditionsSWWC

This scale measures how well the physical and organizational work environment aligns with an employee’s needs and expectations.

example score2/8

2/8Low satisfactionexample score

0 – 2Low satisfaction

3 – 5Moderate satisfaction

6 – 8High satisfaction

A score of 2 indicates low satisfaction with working conditions, suggesting the current work environment is not meeting expectations in several areas.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

Burnout and boredom seekers

41%OF USERS

People who feel drained, bored, or stuck at work take it to pinpoint what exactly is making their job unsatisfying.

Career change deciders

34%OF USERS

People considering a new role or industry use it to compare what they want from work with what they actually experience now.

Managers checking team morale

25%OF USERS

Leaders and HR specialists use it as a quick pulse check to spot issues with conditions, pay priorities, or relationships in a team.

BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.

Benchmarking

See How You Compare

Once you complete the test, your results are compared with real-world data from people in your country.
Below is a preview of how scores are typically distributed across each scale.

Shaded area — where most people score

Dot — the average

You — your score lands on each curve after the test— your score, after the test

Professional ResponsibilityPR

You?

Average2.7

Typical rangeTypical1.4 – 4

Possible0 – 8

Work PreferenceWP

You?

Average2.1

Typical rangeTypical1.1 – 3.1

Possible0 – 8

Level of aspirationLoa

You?

Average5.1

Typical rangeTypical3.7 – 6.4

Possible0 – 8

Satisfactory with managementSwm

You?

Average5.9

Typical rangeTypical4.9 – 7

Possible0 – 8

Employee SatisfactionES

You?

Average3.4

Typical rangeTypical2.2 – 4.7

Possible0 – 8

Satisfied with achievementsSwa

You?

Average5.7

Typical rangeTypical4.2 – 7.2

Possible0 – 8

Interest in WorkIiW

You?

Average3.1

Typical rangeTypical2.1 – 4.2

Possible0 – 8

Overall Job SatisfactionOJS

You?

Average38

Typical rangeTypical23.1 – 52.9

Possible0 – 100

Satisfied with working conditionsSwwc

You?

Average2.3

Typical rangeTypical1 – 3.6

Possible0 – 8

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SAMPLE QUESTIONS

Example Questions From the Test

- Yes
- Partly
- No
- Yes
- Partly true
- No
- Yes
- Not with everyone
- No

These are 3 of the 32 real questions — the rest appear in the test. No sign-up needed to start.

WHAT THE TEST MEASURES

Overall Job Satisfaction Test - Description and methodology of the test

job satisfaction

For employees reflecting on workplace experience, the Overall Job Satisfaction Test offers a structured profile of working conditions, relationships, motivation, achievement, and responsibility. It is useful when you want to examine relationships, motivation, achievement, and responsibility rather than reduce experience to one impression. This overall job satisfaction assessment can support focused self-reflection or a constructive workplace conversation.

What This Assessment Explores

This job satisfaction questionnaire covers:

Satisfaction With Working Conditions (0-8) measures fit with expectations/needs; Satisfaction With Management (0-8) measures trust/support: Low satisfaction 0-2; Moderate satisfaction 3-5; High satisfaction 6-8.
Satisfaction With Colleagues (0-8) measures group relations; Satisfaction With Achievements (0-8) measures satisfaction with professional success: Low 0-2; Moderate 3-5; High 6-8.
Interest in Work (0-8) measures task engagement: Low interest 0-2; Moderate interest 3-5; High interest 6-8.
Work Preference (0-8) values work over pay: Earnings-first 0-2; Balanced 3-5; Meaning-first 6-8.
Level of Aspiration (0-8) measures ambition; Professional Responsibility (0-8) measures conscientiousness: Low 0-2; Moderate 3-5; High 6-8. Overall Job Satisfaction (0-100) integrates work-group well-being: Low 0-44; Average 45-55; High 56-100.

Methodology and Scientific Basis

Each item is a first-person statement about work, answered with three graded choices such as Yes, Partly, or No. The questionnaire reports domain scores alongside an overall score, and the displayed bands provide the available interpretation. This format separates broad workplace impressions from more specific patterns, so a single overall result can be read alongside the domains that contribute to it.

The closest source is Integral Job Satisfaction (Batarshev, 2002), an instrument that brings conditions, management, colleagues, achievement, interest, aspiration, and responsibility into one profile. This questionnaire is conceptually consistent with that work, not a direct adaptation. The source offers a comparison for the grouped workplace dimensions but does not establish the online questionnaire's measurement properties.

The online questionnaire is a workplace satisfaction test with unstandardized scoring: its displayed scores have no population norms or clinical cutoffs. Current circumstances, self-awareness, and response bias can shape answers, so the profile is best used to identify patterns for reflection and discussion.

Author: Edwin A. Locke

Literature:

Batarshev, A. V. (2002). Integral Job Satisfaction. In N. P. Fetiskin, V. V. Kozlov, and G. M. Manuilov (Eds.), Socio-Psychological Diagnostics of Personality Development and Small Groups (pp. 470-473). Moscow: Institute of Psychotherapy Publishing House.
Barysheva, T. A., and Danilova, A. A. (2023). Assessment of Satisfaction with Work in Teams with Different Levels of Staff Turnover. Bulletin of Chelyabinsk State University. Education and Healthcare, 22(2), 41-46. 10.47475/2409-4102-2023-22-2-41-46.
Skripnichenko, L. (2021). Professional Personnel Adaptation: Essence and Features. Management of Personnel and Intellectual Resources in Russia, 10(5), 34-40. 10.12737/2305-7807-2021-10-5-34-40.

Updated: 2025-10-02