Job Satisfaction Check (MOAQ-JSS)MOAQ-JSS
~1 min · 3 問 · 無料の簡易レポート
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.
登録不要で開始できます。簡易レポートは最後に無料で提供されます。 完全レポートは$6.90です。必要なときにお支払いください。
このテストで測定されるもの
General Job Satisfaction
Dissatisfied
Mixed Feelings
Satisfied
Highly Satisfied
あなたの結果はこれらのバンドのいずれかに該当します。
クリックからレポートまで。
手順はシンプルです：回答し、システムが計算し、結果が表示されます。事前登録不要、フォーム不要、待ち時間なし。
- 1
「無料で始める」をクリック
開始時に登録は不要です。結果を保存したいときに、最後に本人確認を行います。テストはすぐに始まります。
- 2
質問に答える
Likert 7-point scale (Strongly Disagree to Strongly Agree)。進捗バーが表示されます。本人確認後は、どのデバイスからでも中断・再開可能です。
- 3
簡易レポートを受け取る
即座に無料で提供。各次元のテキスト要約と、高・中・低の指標が含まれます。
- 4
完全レポートが必要か決める
簡易レポートだけでも十分な価値があります。完全レポートには、パーセンタイル、基準比較、チャート、応用的推奨、検証可能な修了証が追加されます。
- 5
統合チャットで探求する
AIとあなたの結果について対話できます。プロフィールがキャリアにどう活かせるか、高いスコアの意味、他のテストとの比較などを尋ねられます。
簡易レポートはすぐにあなたのものに。完全レポートは必要に応じて。
| 無料版と有料版の比較 | 簡易レポート (常に無料) | 完全レポート ($6.90) |
|---|---|---|
| 回答に基づいて生成された各次元の解釈テキスト | ✓ | ✓ |
| 各次元の素点スコア | ✓ | ✓ |
| 1段落の概要 | ✓ | ✓ |
| 簡易レポートの全内容を、各次元3〜5段落に拡張 | — | ✓ |
| 各次元のパーセンタイル（基準群との比較） | — | ✓ |
| アクセシブルなデータテーブル付きの次元間チャート | — | ✓ |
| キャリア、人間関係、セルフケアへの応用的推奨 | — | ✓ |
| 公開検証とPDFダウンロード付き修了証 | — | ✓ |
- ✓簡易レポートの全内容を、各次元3〜5段落に拡張
- ✓各次元のパーセンタイル（基準群との比較）
- ✓キャリア、人間関係、セルフケアへの応用的推奨
- ✓公開検証とPDFダウンロード付き修了証
テスト完了後、簡易レポートの先に進みたい場合のみお支払いいただきます。
PIX（即時）またはクレジットカードでお支払い。レポートへのアクセスは1年間。その後、レポートは読み取り専用モードで閲覧可能です。
このツールを信頼できる理由。
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.
- 著者:
- Cammann, Fichman, Jenkins & Klesh
- 年:
- 1983
- デジタルオブジェクト識別子 — ジャーナル記事への直接リンク。:
- 10.1016/j.jvb.2008.01.004
- 範囲
- α 0.82 – 0.82(1 尺度)
- 平均
- α 0.82(良好)
クロンバックのα係数。.70以上が許容範囲、.80以上が良好。
- 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.
このテストの背景にある理論。
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.
この理論について詳しく見る →ターゲット
Working adults who want a quick, defensible read on how they actually feel about their job as a whole.
推奨年齢: 18+
レポートが答える質問。
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.
最も効果的な方。
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.
よくある質問
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.
より充実したプロフィールのために、ツールを組み合わせましょう。
各テストは異なる次元を測定します。統合チャットは完了したすべてのテストの結果を横断し、単一のツールでは見えないつながりを明らかにします。
Career Futures Profile
Twenty-eight items measuring career adaptability, optimism, and market knowledge.
無料で始める →Career Anchors Profile
Forty items mapping eight career anchors — the values you would not sacrifice.
無料で始める →Portrait Values Assessment
Ten basic human values mapped through 21 portrait descriptions, scored ipsatively.
無料で始める →Career Decision Difficulties Assessment
Ten specific barriers to career decision-making across three clusters.
無料で始める →このテストは情報提供を目的とした自己理解のためのツールです。心理学的または臨床的な診断を構成するものではなく、資格を持つ専門家による評価に代わるものでもありません。レポートにはテキスト生成に使用されたAIモデルが示されます。
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.