Psychological Assessment Reports: Insights into Well-being and Performance

Job Satisfaction Scale (JSS) Report

Test Name: Job Satisfaction Scale
Tester Name: Palash
Testee Name: Rohan
Testee Education: B.Com
Testee Age: 25
Testee Gender: Male
Mental Status: Normal

Purpose

To assess the job satisfaction of an individual.

Introduction to Job Satisfaction

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one's job or job experience. It can be referred to as the general attitude of the employee toward their job. When the attitude of an employee is positive toward their job, job satisfaction exists. Dissatisfaction occurs when the attitude is negative.

Job satisfaction is important for management as it impacts turnover, productivity, absenteeism, and other job-related concepts. The factors important in job satisfaction are:

1. Personality-Job Fit: People with personality types congruent with their chosen vocations have a greater probability of achieving high satisfaction from their work.
2. Mentally Challenging Work: Employees tend to prefer jobs that give them opportunities to use their skills and abilities, and offer a variety, a level of freedom, and feedback on how they are doing.
3. Equitable Rewards: Employees want pay systems and promotion policies that they perceive as being just, unambiguous, and in line with expectations.
4. Supportive Working Conditions: Employees prefer physical conditions that are comfortable and facilitate doing a good job.
5. Supportive Supervisors & Co-workers: Employees have a need for social interaction. Therefore, having friendly and supportive co-workers and an understanding supervisor is crucial.

Introduction to the Job Satisfaction Scale (JSS)

The JSS is a brief, reliable, and valid tool developed by Dr. Amar Singh and Dr. T.R. It has 30 statements with 5 alternatives each and can be administered to any category of worker. The test-retest reliability of the scale is 0.973, and the coefficient is 0.743.

Materials Required

• Job Satisfaction Questionnaire
• Pen/Pencil
• Scoring Sheet

Method and Procedure

The participant is given a Job Satisfaction Questionnaire consisting of 10 items.

• Instructions are clearly explained; responses are collected on a 5-point Likert scale (1 = Strongly Disagree to 5 = Strongly Agree).
• Informed consent is obtained before administering the questionnaire.
• The participant completes the questionnaire independently.
• Responses are recorded and scored manually or using a spreadsheet.
• Total score and interpretation are noted.

Scoring

Scoring is done with the help of the scoring procedure given in the manual. Items no. 4, 13, 20, 21, 27, and 28 are negative, and all the others are positive. The positive statements carry 4, 3, 2, 1, and 0 weightage, and negative statements carry 0, 1, 2, 3, and 4 weightage. The total score is calculated, and the degree of job satisfaction is determined using a table.

Results

Participant’s score: 41 → Very Satisfied

Discussion

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences. The most important factors that play a role in job satisfaction are personality-job fit, mentally challenging work, equitable rewards, supportive working conditions, and supportive supervisors. Items 4, 13, 20, 21, 27, and 28 are negative, and all others are positive. The positive statements carry weightage 0, 1, 2, 3, 4. The total satisfaction is determined using a table.

Observation

The participant scored 41, indicating a very high level of job satisfaction. They are likely content with their job role, recognition, and work environment.

Conclusion

The participant showed a high level of job satisfaction, reflecting positive feelings toward their job role, growth opportunities, and workplace environment. This implies strong intrinsic and extrinsic motivators at play.

Work Motivation Questionnaire (WMQ) Report

Test Name: Work Motivation Questionnaire
Tester Name: Palash
Testee Name: Mayank
Testee Education: BA 2nd Year
Testee Age: 27
Testee Gender: Male
Mental Status: Normal

Purpose

To assess the work motivation of the subject.

Introduction to Work Motivation

Industrial psychologists generally define work motivation as the internal force that drives a worker to action, as well as external factors that encourage the action. Ability and skills determine whether a worker can do the job, but motivation determines whether the worker does it properly. Motivation is the underlying process that initiates, directs, and sustains behavior in order to satisfy physiological and psychological needs. One might explain behavior as a combination of motives – needs or desires that energize and direct behavior toward a goal.

Research has found that three individual traits, i.e., self-esteem, an intrinsic motivation tendency, and need for achievement, are significant. The purpose of motivation theories is to predict behavior: the distinction must be made between motivation, behavior, and performance. Motivation is what causes behavior; if the behavior is effective, high performance results.

Barriers to Work Motivation

• Attitude of Employee
• Work
• Goal Path
• Leadership
• Third Party Influence

Strategies to Overcome Barriers

• Job Analysis
• Human Resource Accounting
• Attitude Change
• Role Clarity

Introduction to the Work Motivation Questionnaire (WMQ)

The WMQ is a reliable and valid tool developed by K.G. Agrawal. It has 26 statements with five alternatives each. Scores of 5, 4, 3, 2, 1 are given to alternatives [a, b, c, d, e] respectively. The split-half reliability of the questionnaire is 0.994. It gives a total score as well as six different scores: Organizational Orientation, Work Group Relation, Psychological Work Incentive, Material Incentive, and Job Situation. The raw scores are converted into Z-scores and then allotted a grade to categorize work motivation. It can be used to measure the work motivation of employees of any industry or organization.

Materials Required

• Printed Work Motivation Questionnaire
• Scoring Sheet
• Pen/Pencil

Method and Procedure

• The participant is briefed about the purpose of the study.
• Informed consent is obtained.
• The 12-item questionnaire is administered.
• Responses are collected on a 5-point Likert scale (1 = Strongly Disagree to 5 = Strongly Agree).
• Responses are categorized into Intrinsic, Extrinsic, and Goal-Oriented Motivation.
• Scores for each domain are totaled and interpreted.

Scoring

Scoring is done with the help of the scoring procedure given in the manual. A score of 5 is assigned to the most positive response and 1 to the extreme negative response. In that way, scores 5, 4, 3, 2, 1 are given to a, b, c, d, e respectively.

Results

The raw score of the subject on the WMQ is 94.

Raw scores of various factors are:

• Dependence: 24
• Organizational Orientation: 18
• Work Group Relation: 14
• Psychological Work Incentive: 15
• Job Situation: 13
• Material Incentives: 10

The results indicate that the participant demonstrates a strong internal drive and clear goal orientation, suggesting they are self-motivated and purposeful in their work.

Discussion

Work motivation is an internal force that drives a worker to action, as well as the external factors that encourage the action. Motivation is the underlying process that initiates, directs, and sustains behavior in order to satisfy psychological needs. The subject has to read the statements carefully and put a tick mark. Scores 5, 4, 3, 2, 1 are given to alternatives a, b, c, d, e.

Conclusion

The Work Motivation Questionnaire effectively assessed the participant's motivational profile. Results suggest that internal satisfaction and personal goals play a more prominent role than external rewards in this case.

Formula: z = (total raw score - average score) / 5

Occupational Self-Efficacy Scale (OSES) Report

Test Name: Occupational Self-Efficacy Scale (OSES)
Tester Name: Palash
Testee Name: Rohit
Testee Education: B.A.
Testee Age: 27
Testee Gender: Male
Mental Status: Normal

Purpose

To assess the occupational self-efficacy of the subject.

Introduction to Occupational Self-Efficacy

Occupational self-efficacy reflects people's beliefs about their capability to exercise control over their own level of functioning and over the events that affect their lives. It is defined as "an individual's belief in one's capabilities to organize and execute the courses of action required to produce given attainments." Self-efficacy beliefs are changing with time. Self-efficacy can be analyzed in a general way or within a specific context, for example, work.

Occupational self-efficacy has been positively associated with professional performance, development of skills, job engagement, positive attitude towards the organization, job satisfaction, and positive affect (emotion) at work. Individuals with high levels of OSE deal more effectively with difficulties and are more likely to attain valued outcomes through persistence and thus satisfaction from the job. Some of the ways to promote self-efficacy at work include:

• Provide mastery experience
• Promote vicarious experience
• Provide positive feedback
• Encourage psychological support

Introduction to the Occupational Self-Efficacy Scale (OSES)

This scale was developed by Sanjyot Pethe, Sushma Chaudhari, and Upinder in 1999. The scale has been standardized with respect to the Indian population. The scale measures six factors through 19 items, namely: Confidence, Command, Adaptability, Personal Effectiveness, Positive Attitude, and Individuality.

Materials Required

• Occupational Self-Efficacy Scale by Sanjyot Pethe, Sushma, and Upinder
• Pen or Pencil
• Response Sheet
• Scoring Sheet or Calculator

Procedure

The scale consists of 19 statements with 5 alternatives each. Before the administration of the scale, the subject is made to sit comfortably and a rapport is established with him/her. The necessary information is filled in the booklet and proper instructions are given. The testee has to read the statements carefully and put a tick mark that suits them. The testee has to make a spontaneous choice. There is no time limit, but it is expected to be completed in 10 minutes.

After the testee has answered all the questions, they are asked to wait for a while to get the result. The testee is briefed about the result if required.

Precautions

• The instructions printed on the response sheet are sufficient to take care of the questions asked.
• Respondents should not take more than 10 minutes to complete the test.
• It should be emphasized that there are no right or wrong answers to the statements.
• No statement should be left unanswered.

Scoring

Scoring is done with the help of the scoring procedure given in the manual. There are 5 alternatives: Strongly Disagree, Disagree, Neutral, Agree, and Strongly Agree, to which scores 1, 2, 3, 4, 5 are assigned respectively. The total score is calculated, and the degree of Occupational Self-Efficacy is determined using a table.

Results

The total raw score of the subject on the OSES is 79.

The raw scores of the subject on six factors are:

• Confidence: 16
• Command: 14
• Adaptability: 12
• Personal Effectiveness: 18
• Positive Attitude: 13
• Individuality: 8

The participant shows a high belief in their capability to succeed at work. This level of confidence may lead to better problem-solving, stress management, and job satisfaction.

Discussion

Self-efficacy reflects people's beliefs about their capability to exercise control over their own level of functioning and over the events that affect their lives. It is defined as an individual's belief in one's capability. The OSES, developed by Sushma, Sanjyot, and Upinder, is administered by having the subject sit comfortably.

Conclusion

The OSES revealed that the participant possesses a strong sense of occupational competence and resilience. These qualities are essential for professional success and adaptability in changing job conditions.

Psychological Counseling Need Scale (PCNS) Report

Test Name: Psychological Counseling Need Scale
Tester Name: [Not provided]
Testee Name: [Not provided]
Testee Education: [Not provided]
Testee Gender: [Not provided]
Testee Age: [Not provided]
Mental Status: [Not provided]

Purpose

To check if the testee needs psychological counseling.

Introduction to Psychological Counseling Needs

Psychological counseling needs in the Indian context emerge against the background of tremendous social change. The world horizon has expanded; the cities where people live are large and impersonal. Perhaps in seeking counseling, people attempt to re-personalize their lives and their problems. They go to a place where they feel they will be heard and where their thoughts and feelings would be regarded as important. Blocher (1966) defined counseling as a process of helping individuals become aware of themselves and understand the way in which they are reacting to the behavioral influence of their environment. The goal of counseling is to help individuals overcome many of their needs and problems. It ministers to a variety of needs such as educational, vocational, marital, parental, and personal. If counselors are to meet the needs of their clients, they must understand the unique perspective of the population; this includes understanding the problems the client brings and how they experience the counseling process.

Common areas that adolescent counseling can help fix include problems with behavior, school discipline, depression, anxiety, anger, lack of respect, power struggles, eating disorders, sleep, substance abuse, coping with issues, lack of ambition, coping skill problems, or a general dissatisfaction with life. Gibson and Mitchell have classified three categories of adolescent problems and counseling need areas:

1. Developing as a social being, including problems of one-to-one relationships, particularly dating, love, sex, etc.
2. Developing as a unique being, the development of their own value system.
3. Developing as a positive being.

Materials Required

• Printed PCNS questionnaire
• Pen/Pencil
• Scoring guide or calculator
• Sheet for recording responses

Procedure

The scale consists of 25 statements, in which statements no. 2, 9, 12, and 20 are negative, and the rest are positive. The subject is made to sit comfortably, and rapport is established. The necessary information is filled, and proper instructions are given. The subject reads the statements and ticks the appropriate option. There is no time limit for the test. Responses are recorded using a 5-point Likert scale: 1 = Strongly Disagree to 5 = Strongly Agree. One item is reverse scored. Scores are totaled and interpreted using a pre-defined rubric.

Scoring

Of 25 statements, 21 are positive and 4 are negative. The list of positive and negative items are given in Table 2. The scale is 5-point. The minimum score is 25, and the maximum is 125.

Precautions

• The respondent has to be told and instructed properly.
• The room should be well-lit.
• Distractions should be minimized.

Results

The raw score of the subject is 68. The participant’s score indicates a high need for psychological counseling.

Discussion

The Psychological Counseling Needs Scale is used for assessing the need for psychological counseling among adolescents, a scale developed by Dr. Vijayalakshmi Chauhan and Mrs. Gungan Arora (2009). The scale consists of 25 statements with 21 positive items and 4 negative items on a five-point Likert scale. The split-half reliability of the scale is 0.90, and validity is 0.82. Positive statements are scored 5, 4, 3, 2, 1, and negative statements are scored 1, 2, 3, 4, 5.

Conclusion

The Psychological Counseling Need Scale indicated a high need for professional support, showing that the participant is emotionally aware and likely to benefit from counseling services. The individual displays high emotional strain and a strong perceived need for counseling support, suggesting readiness for psychological help.