Job Satisfaction Check (MOAQ-JSS)MOAQ-JSS
~1 min · 3 questions · Free partial report
Three questions that measure one thing: taking your job as a whole, do you actually like it? This is the Job Satisfaction Subscale of the Michigan Organizational Assessment Questionnaire, one of the most widely used global satisfaction measures in organizational research — a meta-analysis covers 80 studies and over 30,000 workers. It does not ask about pay, your manager, or your commute; it asks for the overall verdict those pieces add up to. Three items sounds thin until you notice that the overall verdict is what predicts staying or leaving.
Taking your job as a whole — do you actually like it? Three research-grade questions, one honest verdict.
- Put a number on your overall verdict about your job — separate from any single grievance or perk — and give yourself a baseline to compare against after something changes: a new role, a new manager, a return to office.
No signup required to start. The Partial Report is free at the end. The Complete costs $6.90, if and when you want it.
What this test measures
General Job Satisfaction
Dissatisfied
Mixed Feelings
Satisfied
Highly Satisfied
Your result falls into one of these bands.
Discover where you stand on each dimension.
Start for free →No prior signup. Free partial result immediately.
From first click to report.
The process is simple: you respond, the system calculates, and the result appears. No prior signup, no form, no waiting.
- 1
Click "Start for free"
No signup required to start. You identify yourself at the end, when you want to save the result. The test opens immediately.
- 2
Answer the questions
Likert 7-point scale (Strongly Disagree to Strongly Agree). Visible progress bar. You can pause and resume from any device after identifying yourself.
- 3
Get the Partial Report
Immediate and free. A text summary of each dimension, with indication of high, medium, or low.
- 4
Decide if you want the Complete
The Partial already delivers value. The Complete adds percentiles, norm comparison, charts, applied recommendations, and a verifiable Certificate.
- 5
Explore in the Integrative Chat
Talk to an AI about your results. Ask how your profile applies to your career, what a high score means, or compare with other tests.
The Partial is yours right away. The Complete, when it makes sense.
| Free and paid, side by side | Partial Report (free, always) | Complete Report ($6.90) |
|---|---|---|
| Interpretive text per dimension, generated from your answers | ✓ | ✓ |
| Raw score for each dimension | ✓ | ✓ |
| One-paragraph overview reading | ✓ | ✓ |
| Everything in the Partial, expanded to 3–5 paragraphs per dimension | — | ✓ |
| Percentile per dimension, compared to reference norms | — | ✓ |
| Inter-dimensional chart with accessible data table | — | ✓ |
| Applied recommendations: career, relationships, self-care | — | ✓ |
| Certificate with public verification and PDF download | — | ✓ |
- ✓Everything in the Partial, expanded to 3–5 paragraphs per dimension
- ✓Percentile per dimension, compared to reference norms
- ✓Applied recommendations: career, relationships, self-care
- ✓Certificate with public verification and PDF download
You only pay after completing the test, if you want to go beyond the Partial.
- ✓Interpretive text per dimension, generated from your answers
- ✓Raw score for each dimension
- ✓One-paragraph overview reading
- ✓Free trial of the Integrative Chat, unlocked by your first test
Payment via PIX (instant) or credit card. Access for 1 year. After that, the report stays visible in read-only mode.
Why trust this instrument.
This is the Job Satisfaction Subscale of the Michigan Organizational Assessment Questionnaire (Cammann, Fichman, Jenkins & Klesh, 1979/1983), used verbatim in English: three items measuring global job satisfaction on a 7-point agreement scale, with one reverse-keyed item. A meta-analysis across 80 studies and 30,703 workers (Bowling & Hammond, 2008) supports its reliability and construct validity. Scores are reported on the raw 1-7 metric; no population norms are applied.
- Authors:
- Cammann, Fichman, Jenkins & Klesh
- Year:
- 1983
- Range
- α 0.82 – 0.82(1 scales)
- Average
- α 0.82(good)
Cronbach's alpha. Values above .70 are acceptable; above .80, good.
- Bowling, N. A., & Hammond, G. D. (2008). A meta-analytic examination of the construct validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale. Journal of Vocational Behavior, 73(1), 63-77.
The theory behind this test.
Job Attitudes
Framework treating job satisfaction as a global evaluative judgment about one's job — a pleasurable emotional state resulting from the appraisal of one's work — distinct from facet satisfactions (pay, supervision, colleagues) and from mood at work. Global measures like the MOAQ-JSS capture the overall appraisal directly rather than summing facets.
Learn more about this theory →Target Audience
Working adults who want a quick, defensible read on how they actually feel about their job as a whole.
Recommended ages: 18+
Questions the report answers.
Taking everything together — does this job work for you?
This score is the sum of the bargain: what the job gives you against what it takes. It moves slower than mood — a bad sprint should not dent it, and a good offsite should not inflate it. If it sits low across weeks, that stability is exactly what makes it worth acting on; if it swings with the news cycle of your team, you may be reading your last meeting, not your job.
Who benefits most.
Someone rehearsing their resignation in the shower
The speech has been drafted for months but never given. A clear number on the overall verdict — not the bad week, the whole job — helps separate a rough quarter from a wrong fit.
Someone six months into a new role
The honeymoon is over and the routine is real. A baseline reading now, repeated in six months, answers the question memory always distorts: is this getting better or worse?
Someone who cannot name what is wrong
Nothing about the job is obviously broken and yet Sunday evenings feel heavy. A low global score with no obvious culprit is a real, common pattern — and naming it is the first step to taking it apart.
Frequently asked questions
Can three questions really measure anything?
For this particular construct, yes — and that is an empirical statement, not a sales one. Global job satisfaction is a single overall judgment, and a meta-analysis across 80 studies found the three items hang together reliably and predict what satisfaction should predict: intent to stay, engagement, wellbeing. What three items cannot tell you is why you are satisfied or not. For the why, you need facet measures — this is the verdict, not the diagnosis.
How is this different from a workplace climate survey?
A climate survey asks about the conditions around you — leadership, fairness, communication. This asks only for your evaluation of your own job. The two can disagree: people stay satisfied in mediocre climates because the work itself fits, and people leave good climates because it does not. Measuring them separately is the point.
My score looks worse than I expected. What now?
Treat it as a flag, not a verdict on your career. A low global score says the overall bargain is not working for you; it does not say which part. The useful next step is to ask which specific things — the tasks, the people, the recognition, the growth — you would change first. If the answer is 'all of it', that is information too.
Why does one of the questions repeat the others in negative form?
That is deliberate instrument design from the 1970s original: phrasing one item in the negative catches people who agree with everything without reading. Your answers to it are reverse-scored automatically, so agreeing that you don't like your job counts, correctly, against satisfaction.
Is my employer seeing my answers?
Not from this. This is a self-assessment you run for yourself, and the result is yours. If your organization runs NOESIS assessments as part of a corporate program, that operates under separate consent and aggregation rules which are shown to you in that context.
Combine instruments for a fuller profile.
Each test measures different dimensions. The Integrative Chat crosses the results of all tests you complete, revealing connections no single instrument can show.
Transformational Leadership Assessment
~9 min·28 questions
Which of seven leadership behaviors do you actually use, and which do you only intend to? 28 statements, honestly self-scored.
Start for free →Career Interest Profiler (O*NET Mini-IP)
~5 min·30 questions
The U.S. Department of Labor's 30-item interest profiler: rate real work activities, get your Holland (RIASEC) code.
Start for free →Brazilian Psychosocial Risk Assessment (COPSOQ II-Br)
~6 min·40 questions
The validated Brazilian instrument for psychosocial risks at work — 23 dimensions, each read against published safe/attention/risk bands.
Start for free →Psychosocial Work Environment (COPSOQ III)
~9 min·60 questions
The international reference questionnaire on psychosocial working conditions — 26 dimensions of your work environment, one 0-100 reading each.
Start for free →Job Satisfaction Check (MOAQ-JSS)
No signup, no time limit. The Partial is free at the end.
The Complete costs $6.90, if and when you want it.
This test is a self-knowledge tool for informational purposes. It does not constitute a psychological or clinical diagnosis and does not replace evaluation by a qualified professional. The report indicates the AI model used in text generation.
The MOAQ Job Satisfaction Subscale (Cammann, Fichman, Jenkins & Klesh, 1979/1983) is reproduced verbatim in English as published in the original Michigan Organizational Assessment Project materials; it circulates freely in the research literature. Translations are NOESIS's own.