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Facet bands stay on the original 4-24 scale: 4-12 dissatisfied, 13-15 ambivalent, 16-24 satisfied.
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| {{ row.id }} | {{ row.highLabel }} ({{ row.highScore }}) | {{ row.lowLabel }} ({{ row.lowScore }}) |
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| # | Facet | Statement | Response | Scored | Read | Support note | Copy |
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| {{ row.id }} | {{ row.facetLabel }} |
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{{ row.answerLabel }} | {{ row.score }}/6 | {{ row.readLabel }} | {{ row.supportNote }} |
Job satisfaction is the running judgment people make about whether work feels fair, supported, meaningful, and manageable. That judgment is rarely about one thing alone. Pay, recognition, supervisors, coworkers, communication, and the shape of the work itself can all pull the experience upward or downward at the same time.
This tool turns that broad question into a 36-item self-check. You respond to workplace statements on a six-step disagree-to-agree scale, and the app returns a total score from 36 to 216, a broad band label, a gauge chart, ranked higher- and lower-scoring items, and two practical rollups labeled Structure and People.
That makes it useful for private reflection, for preparing a focused conversation with a manager or mentor, or for checking whether a recent change in role, workload, team, or reward structure actually improved the day-to-day experience of the job. It is especially useful when the problem feels diffuse and you need a more concrete starting point than "work has been off lately."
The important limit is that this implementation should be treated as a JSS-style self-review rather than a formal scoring package for the published Job Satisfaction Survey. The app uses the familiar 36-item, six-response format and broad total-score interpretation, but it does not calculate the official nine facet profile. Instead, it creates its own Structure and People summaries from the item text and highlights.
The privacy picture is mostly local. The scoring and charting happen in the browser, and the bundle makes no network request to submit answers. However, the current response state is encoded into the page URL so the survey can repopulate on reload. If your answers are sensitive, treat the link itself as sensitive too.
Answer from the job you have now, not the job you wish you had and not the job you had six months ago. The value of a tool like this comes from anchoring it to a real work context. If your role changed recently, keep that change in mind while you answer so the result reflects the present rather than a blended memory.
You do not need to agonize over every statement, but you do need to answer all 36 before the result appears. The app tracks progress, lets you jump through the item list, and only computes the final result after every response is present. That prevents half-finished scores from being misread as a real pattern.
When the result appears, read it in layers. Start with the total score and band for overall direction. Then look at the Structure and People rollups to see whether the pressure is coming more from policies, rewards, and operating conditions or from support, relationships, communication, and meaning. Only after that should you look at the highest- and lowest-scoring items, because those item-level details are where the most actionable next steps usually sit.
The export buttons are useful when the result needs to leave your head and enter a conversation. CSV and DOCX exports preserve the answered items and responses, which can help with a manager discussion, coaching session, or private reflection log. The score itself matters, but the wording of the lowest-scoring items often matters more when you need to explain what is wrong.
The questionnaire uses six response choices, from strongest disagreement to strongest agreement. Each answer is stored as an integer from 1 to 6. For items flagged as reverse-worded in the code, the score is converted with 7 - response so that higher scored values always point in the same direction before the total is summed.
The app's primary score is the sum of all 36 scored items, so the possible range is 36 to 216. Its banding is simple and explicit: totals of 108 or below are labeled Dissatisfied, totals from 109 to 144 are labeled Ambivalent, and totals above 144 are labeled Satisfied. Those broad cut ranges line up with common absolute JSS interpretation conventions that translate mean item responses of 3 or less, between 3 and 4, and 4 or more into summed-score bands.
The part that differs from published JSS materials is the profile layer. Official JSS scoring documents describe nine four-item facets such as pay, promotion, supervision, fringe benefits, contingent rewards, operating conditions, coworkers, nature of work, and communication. This app does not calculate or display that nine-facet profile. Instead, it scans item wording and short labels, groups them into Structure and People buckets, converts those bucket totals into percentages, and labels each percentage as low, moderate, or high.
The app then adds a plain-language interpretation layer on top of those custom groups. It identifies the highest-scoring items as strengths, the lowest-scoring items as drivers, labels the result as balanced when the two custom percentages differ by no more than seven points, and generates next-step suggestions from the overall band, the lower custom bucket, and the wording of the weakest item.
Because the app waits for all 36 responses, there is no missing-item adjustment step. That is another difference from published JSS scoring guidance, which discusses ways to handle missing data. Here, incomplete surveys stay incomplete. The upside is clarity: every shown result is based on a full response set rather than an imputed one.
| Aspect | Published JSS materials | This app |
|---|---|---|
| Response format | 36 items with six agree-disagree choices | 36 items with six agree-disagree choices |
| Main total score | Total score range 36 to 216 after reverse scoring | Total score range 36 to 216 after reverse scoring |
| Facet profile | Nine published four-item facets | Not calculated; replaced by custom Structure and People rollups |
| Incomplete responses | Scoring guidance discusses missing-item adjustment | No score is shown until all 36 responses are present |
| Extra interpretation layer | Normative or absolute interpretation depends on the scoring guide | Band label, gauge chart, high and low items, custom next-step text, CSV and DOCX exports |
The browser-side data path is worth knowing. There is no fetch call in this bundle for scoring. Answers are kept in memory and mirrored into a 36-character query parameter named r, using digits for answered items and hyphens for unanswered ones. That is convenient for reloading the page or resuming progress, but it also means the URL can carry response state if you copy, bookmark, or share it.
The total score is the broadest signal. It tells you whether the overall pattern leans more toward dissatisfaction, mixed feelings, or satisfaction. The custom Structure and People summaries are narrower. They are not official JSS facets, but they can still be useful because they help separate problems tied to systems and rewards from problems tied to supervision, communication, connection, and meaning.
| Band | Score range | How to read it |
|---|---|---|
| Dissatisfied | 36 to 108 | The survey is picking up broad strain or mismatch. Look first at the lowest items and the lower custom bucket. |
| Ambivalent | 109 to 144 | The experience is mixed. Some parts of work are supporting you while others are dragging the total down. |
| Satisfied | 145 to 216 | The overall pattern leans positive, but that does not erase local trouble spots. A single low item can still point to a real issue. |
Do not flatten the result into one label. Someone can land in the satisfied range and still show a very weak item around promotion, paperwork, recognition, or supervisory support. Someone in the ambivalent range may have a solid people experience but a weak structure score that points to pay, operating conditions, or growth constraints. The app tries to surface that nuance by ranking the strongest and weakest items rather than leaving you with only a total.
The best comparison is usually with yourself over time under roughly similar conditions. If the role, manager, team, or workload changes, repeat the survey after the change settles. A score difference is far more useful when you can tie it to something concrete than when you treat it as a personality trait or a permanent verdict about your career.
Example 1: a positive overall score with a structure warning. Imagine someone lands in the satisfied range, but the app marks Structure as the lower bucket and the weakest items center on promotion or rewards. The overall job may still feel good, yet the result is warning that advancement or reward systems are starting to erode the experience.
Example 2: an ambivalent result with people strain. Another person might sit in the middle band while the People bucket falls below Structure. In that case, the work itself may feel acceptable, but supervision, communication, or coworker dynamics are weighing down the result. That is a very different next conversation from a complaint about pay or procedures.
Example 3: a low score with one especially weak item. If the total lands in the dissatisfied range and the lowest item is about recognition or unfair treatment, that one item can become the first practical topic to address. The point is not that one sentence explains the whole score. The point is that the item ranking helps you start somewhere concrete instead of staying with a vague sense of frustration.
No. The app uses a JSS-style 36-item format and broad total-score logic, but it does not calculate the published nine-facet JSS profile. Read it as a practical self-review tool rather than a formal research administration.
The bundle makes no scoring network request. Answers are handled in the browser, but the current response state is mirrored into the URL query string so the page can repopulate.
No. The result is shown only after all 36 responses are present. This app does not implement a missing-item correction step.
They are app-specific rollups. Structure summarizes items tied more to rewards, rules, procedures, and operating conditions. People summarizes items tied more to supervision, coworkers, communication, recognition, and meaning.
They export the answered question list and responses as CSV or DOCX so you can keep a record or discuss the result with someone else.
Not by itself. The app is useful for reflection and conversation prep, but it should not be treated as a substitute for a validated, formally administered assessment workflow.