My Attitude Toward Work Questionnaire Test

People considering a role, coping with workplace strain, or reviewing their professional direction can use the My Attitude Toward Work Questionnaire Test to examine how organizational conditions shape their experience. It is intended for employees who want structured reflection on satisfaction, relationships, influence, recognition, and pressure. As a work attitude test, it produces a profile that can clarify strengths and areas needing attention.

What This Assessment Explores

Work attitudes are treated as fit with job conditions. This workplace satisfaction questionnaire identifies alignment, fairness, support, rewards, autonomy, and difficulty. The scales and bands are:

• Values (0-20) measures alignment: Low alignment 0-7; Moderate alignment 8-13; High alignment 14-20.
• Fairness (0-20) measures trust: Low fairness 0-8; Moderate fairness 9-14; High fairness 15-20.
• Work Team measures cohesion: Strained/isolated 0-7; Mixed/variable 8-14; Supportive/cohesive 15-20.
• Rewards (0-20) measures recognition: Low reward 0-6; Moderate reward 7-13; High reward 14-20.
• Control (0-20) measures autonomy: Low control 0-9; Moderate control 10-14; High control 15-20.
• Workload (0-20) measures pressure and challenge: Low workload 0-6; Moderate workload 7-13; High workload 14-20.
• Overall Attitude Toward Work (1-10) integrates the profile: Strained fit 1-4; Mixed fit 5-7; Healthy fit 8-10.

Methodology and Scientific Basis

Each item rates a concrete workplace condition, including demands, breaks, communication, authority, pay, promotion, respect, and organizational mission. Three ordered responses move from completely satisfied to more dissatisfied than satisfied and completely dissatisfied.

The display organizes responses into six 0-20 dimensions and a 1-10 overall result. It supplies bands for interpretation, but does not state how answers become points; no extra formula should be inferred.

Conceptually, the questionnaire is consistent with the Areas of Worklife Scale (AWS), which links workload, control, reward, community, fairness, and values with burnout-related conditions. Leiter and Maslach’s six-area model is the closest comparison, while Maslach and Leiter’s 2008 study examines early predictors of burnout and engagement. With seven outputs, this version is not the AWS itself or an adaptation of it. A workplace attitude questionnaire organizes reflection without claiming the published scale’s evidence.

Current circumstances, expectations, self-awareness, and response style can shape answers; the cited studies do not establish identical reliability, validity, or standardized norms for this version, and its bands describe workplace patterns rather than clinical categories.