The Eysenck Personality Questionnaire, or EPQ, was originally published in 1975. Human Resource professionals typically measure job satisfaction by conducting online surveys, running focus groups or holding personal interviews with employees. In the 1960s psychologists Hans Jürgen and Sybil Eysenck developed a personality model to describe a person's temperament. They theorized that personality has three dimensions, or traits: known as psychoticism, extraversion and neuroticism. Current psychologists additionally assess personality in terms of openness and conscientiousness. Measuring job satisfaction with the EPQ involves requiring employees to complete a questionnaire. HR professionals use the EPQ results to measure psychoticism, extraversion, neuroticism, and lying to correlate the results to job satisfaction.
Instruct employees to complete a free questionnaire using an Internet website, such as the Trans4mind website, or purchase an assessment instrument. The standard form contains 100 questions. The short form contains 57 questions. It typically takes about 30 minutes to complete the standard form. It takes about 15 minutes to complete the short form. An online questionnaire presents a series of questions. For example, participants register using their email address and country. To complete the questionnaire, they click a box next to the question to answer either "Yes," "No" or "Maybe" as honestly as they can. They see their scores immediately. Scores reflect how a person behaves relative to the majority of people's behavior.
Gather scores by instructing employees to print their online reports and give them to you. If you administer the questionnaire using paper-based form, score the assessment using an overlay key or pay for a scoring service. The scoring service typically provides computer scoring and reporting and plotting of individual profiles. These reports display a summary of the means and variances.
Use reporting results to enable people to identify aspects of their personality that they want to change to improve their job satisfaction. Neurotic people tend to view life negatively. As a result, they experience diminished levels of job satisfaction. Extraverts tend to view life in a positive manner. They have more friends and find social interactions rewarding. They typically experience higher levels of job satisfaction. Extreme scores may indicate a neurotic compulsion that impacts job satisfaction and require professional assistance to overcome. Recommend tools, tips and resources to help people transform. For example, the Trans4mind website provides free resources for improving relationships, self-esteem and concentration.
Analyze results to understand the types of people who work at your company. Correlate this information to data related to job satisfaction. The Society for Human Resource Management publishes an annual job satisfaction survey report. Use this information to understand how to make work more gratifying for your employees. Satisfied employees typically work more productively and stay at the company longer. Increased employee retention usually leads to employer savings due to decreased recruiting, hiring and new employee orientation costs.