What the O*NET measures
Job satisfaction is not primarily driven by salary. According to the Theory of Work Adjustment (TWA), a worker is only satisfied if the rewards provided by the work environment align with the worker's fundamental needs. If an employee values "Independence" above all else, but is placed in a highly micromanaged, lucrative corporate role, they will inevitably burn out and quit. The Work Importance Profiler categorizes these needs into 6 universal values.
The dimensions it assesses
- Achievement: The need to use one's strongest abilities and see tangible results/accomplishments.
- Independence: The need to work alone, make decisions autonomously, and try out one's own ideas.
- Recognition: The need for prestige, leadership potential, and being acknowledged by others.
- Relationships: The need to provide service to others and work with friendly, non-competitive co-workers.
- Support: The need for a supportive management team that stands behind employees and trains them well.
- Working Conditions: The need for job security, good compensation, and a stable, predictable environment.
What your score means
Sum the scores for the items in each of the 6 Work Value categories. (Note: Because the number of items per category varies slightly in this short form, divide the sum by the number of items to get an Average Score of 1 to 5 for each Value).
| Score | Interpretation | What it suggests |
|---|---|---|
| Top 2 Scores (Primary Values) | These are the non-negotiables. If a job does not fulfill these top two needs, the user will experience chronic dissatisfaction, regardless of salary or title. | |
| Middle 2 Scores (Secondary Values) | These are "nice to have" benefits. A lack of these will cause minor annoyance but will not trigger resignation. | |
| Bottom 2 Scores (Irrelevant Values) | The user is actively indifferent to these factors. For example, a person scoring lowest on "Relationships" will not care if their coworkers are unfriendly, as long as their Primary Values are met. |
These ranges describe groups of people, not individuals. A score near a boundary is not meaningfully different from one just across it, and no range on this table is a diagnosis.
What to do with your result
- The Startup vs. Corporate Trap: Users who score high on Independence but low on Working Conditions (Security) are prime candidates for startups or entrepreneurship. Users who score high on Working Conditions and Support but low on Independence will suffer massive anxiety in a startup and should target large, legacy corporations or government work.
- The "Golden Handcuffs" Syndrome: This occurs when a user's lowest value is "Working Conditions" (they don't care about money/security), but their highest is "Achievement," yet they are stuck in a high-paying, boring job. They must be coached to realize that salary cannot compensate for a lack of their primary values.
- Managerial Application: Managers should have their direct reports take this test. A manager cannot motivate an employee who values "Relationships" by offering them a competitive bonus (which targets "Recognition/Working Conditions").
Common questions about the O*NET
- What does the O*NET measure?
- Measurement of core "Work Values" to determine which occupational environments will provide the highest job satisfaction.
- Can the O*NET diagnose me?
- No. What You Want From Work (O*NET) is a screening questionnaire, not a diagnostic tool. It can flag that something may need a closer look. It cannot tell you what is causing it. It describes tendencies rather than diagnosing anything, and no result here is a condition or something to fix.
- How long does the O*NET take?
- 21 questions, which most people finish in 5 – 8 minutes. There is no time limit, and answering honestly matters more than answering quickly. The results page checks for patterns suggesting the questions were rushed.
- Is this O*NET test really free?
- Yes. No account, no email address, no payment. Psychometrics Today is funded by donations rather than advertising, which is also what allows us to publish instruments whose authors permit free but non-commercial use.
- Are my answers stored or shared?
- No. Your answers are scored inside your browser and never sent to us. There is no database of responses, because we never receive any. Closing the tab erases them, which is why results cannot be recovered afterwards.
- How often should I retake the O*NET?
- Traits and preferences move slowly, so retaking this every few months is more informative than retaking it often. Larger shifts usually follow a genuine change in circumstances.
- Who created the O*NET, and is this the real version?
- It was published by US Department of Labor, O*NET Resource Center. US federal government work, explicitly released for public use. The items here are the published ones rather than a paraphrase, and the scoring follows the original rules. Both are documented on this page so they can be checked.
- How accurate is the O*NET?
- Screening questionnaires are good at flagging that something merits attention and poor at establishing what it is. This one is sensitive to how you feel on the day you take it, and many instruments were validated on narrow populations whose cut-offs may not transfer cleanly to everyone. The references at the foot of this page are the primary sources.
Sources
Rights held by US Department of Labor, O*NET Resource Center. Developed and validated by the researchers cited below.
- Dawis, R. V., & Lofquist, L. H. (1984). A psychological theory of work adjustment. University of Minnesota Press.
- National Center for O*NET Development. (2023). O*NET Work Importance Profiler. U.S. Department of Labor.
Licensing
Public domain. US federal government work, explicitly released for public use.