The classic 20-item facet measure of job satisfaction, distinguishing intrinsic from extrinsic sources of satisfaction.
| Construct measured | Job satisfaction |
|---|---|
| Developed by | Weiss, Dawis, England & Lofquist (1967) |
| Original publication | Weiss, D. J., Dawis, R. V., England, G. W., & Lofquist, L. H. (1967). Manual for the Minnesota Satisfaction Questionnaire (Minnesota Studies in Vocational Rehabilitation No. 22). University of Minnesota, Industrial Relations Center. |
| Number of items | 20 (short form; the long form has 100 items covering 20 facets) |
| Response format | 5-point satisfaction scale (1 = Very dissatisfied to 5 = Very satisfied), one item per job facet |
Cronbach's alpha for the 20-item General Satisfaction score is commonly reported around .85–.92; intrinsic and extrinsic subscales are commonly in the low-to-high .80s.
Grounded in the Theory of Work Adjustment, giving strong content coverage of job facets. Decades of evidence show convergent validity with other job-satisfaction measures and criterion-related links with turnover, absenteeism and performance. CFA support for the two-factor intrinsic/extrinsic structure is mixed across samples, so researchers commonly re-check the factor structure in their own data or use the general satisfaction total.
Employees in virtually every sector — manufacturing, services, healthcare, education, government — and at all job levels; one of the most widely administered job-satisfaction instruments worldwide.
United States (University of Minnesota Work Adjustment Project). Translated into many languages and used in studies worldwide; because translations vary in quality, look for a psychometrically validated version in your target language before adapting your own.