Instruments for

Theory Work
Adjustment
GATB the General Aptitude Test Battery

MIQ the General Aptitude Test Battery

MJDQ
Minnesota Job Description Questionnaire

(MSQ)
Minnesota Satisfaction Questionnaire
 the General Aptitude Test Battery
(GATB)
a professional career aptitude test which
measures 9 different aptitudes and can be used
to help assess the likelihood that you will be
successful in specific careers or training
programs.
An aptitude is something that you have the
potential to be good at; it refers to your innate
abitity to do well at tasks that require a specific
type of skill. Aptitude is not dependent on
previous learning.
 General Aptitude Test Battery (GATB)
The GATB scales measure nine specific abilities, it is
widely used by employment counseling agencies:
G- General learning ability
V- Verbal ability
N- Numerical ability
S-Spatial ability
P- Form perception
Q- Clerical ability
K- Eye/ hand coordination
F- Finger dexterity
M- Manual dexterity
 G - General Learning Ability
The ability to "catch on" or understnad instructions and
underlying principles; the ability to reason, and make
judgments. Closely related to doing well in school.

V - Verbal Aptitude
The ability to understand the meaning of words and to
use them effectively. The ability to understand
relationships between words and to understand the
meaning of whole sentences and paragraphs.

N - Numerical Aptitude
The ability to perform arithmetic operations quickly
and accurately.
S - Spatial Aptitude
The ability to think visually of geometric forms and to
comprehend the two-dimensional representation of three-
dimensional objects. The ability to recognize the relationships
resulting from the movement of objects in space.

P - Form Perception
The ability to perceive pertinent detail in objects or in pictorial or
graphic material. Ability to make visual comparisons and
discriminations and see slight differences in shapes and shading
of figures and widths and lengths of lines.

Q - Clerical Perception
The ability to perceive detail in verbal or tabular material. Ability
to observe differences in copy, to proofread words and numbers,
and to avoid perceptual errors in arithmetic computation.
K - Motor Co-ordination
The ability to coordinate eyes and hands or
fingers rapidly and accurately in making precise
movements with speed. Ability to make
movement response accurately and swiftly.

F - Finger Dexterity
The ability to move fingers, and manipulate small
objects with fingers, rapidly or accurately.

M - Manual Dexterity
The ability to move hands easily and skillfully.
Ability to work with hands in placing and turning
motions
 For example, if you took the GATB and discovered you
had a strong numerical aptitude, that means you have
the potential to do well at math.
An aptitude test seeks to measure what you have the
potential to do well at; not what you already know.
So, even if you haven't studied math in many years ago,
if the Test shows that, then you can feel quite confident
choosing a profession or training program that requires
mathematical aptitude.
You may need to brush up on your actual math skills
before you will be successful in a specific course or
career,
but if your aptitude for math is strong, you will not likely
encounter any problems in learning the skills you need.
The GATB must be administered and interpreted by
someone who has completed GATB certification.
It may be administered in its entriety, that is, you
may be asked to complete all 12 portions of this
aptitude test, or you may be asked to complete
some parts of the GATB, but not all.

For example, if someone was trying to assess your

potential to do well in post secondary education,
you may only complete the General Learning
Ability, Verbal Aptitude and Numerical Aptitude
sections of the GATB. The other sections may not
be relevant to the information required.
Minnesota Importance Questionnaire
(MIQ)
The MIQ (Rounds, Henley, Dawis, Lofquist &
Weiss, 1981) is a measure of needs. The 20
need scales it encompasses characterize work
related concepts

Using the Statistical technique of factor analysis,

Dawis and Lofquist derived 6 values from the
20 needs.
 (MIQ) Minnesota Importance Questionnaire

The scoring of the MIQ is complicated,

reading all manuals and materials available
before administration.
The Minnesota Importance Questionnaire
(MIQ) is a measure of an individual's
vocational needs and values, which are
important aspects of the work personality. It is
designed to measure the following six
vocational values (and the 20 vocational needs
from which the values derive):
 MIQ: values and need scales
Values (6) Need Scale (20)
Achievement Ability utilization Achievement
Comfort Activity Independence
Variety Compensation
Security Working conditions
Status Advancement Recognition
Authority Social status
Altruism Co-workers Moral values
Social service
Safety Company policies
and practices
Human relations
Technical
Autonomy Creativity
responsibility
 The MIQ permits the comparison of the vocational
needs of individuals with estimates of reinforcers
present in 185 occupations representative of the major
fields and levels of the world.

The correspondence of occupational reinforcers to an

individual's needs permits the prediction of job
satisfaction.

The assessment of need-reinforcer correspondence in

work complements the usual practice of measuring
vocational abilities and comparing them with the
ability requirements of occupations to predict job
performance.
 MJDQ Need Scales:
The MJDQ uses the same 20 needs as the
Minnesota Importance Questionnnaire. Thus
the needs of an individual are matched with
reinforcers provided by the job.
Using information about value patterns helps
counselors to see how the values of their clients
match the values that are met or reinforced by a
large number of occupations (Sharf, 2010)
 The Minnesota Job Description Questionnaire (MJDQ) is designed
to measure the reinforcer (need-satisfier) characteristics of jobs
along 21 reinforcer dimensions:

Ability Utilization Achievement

Activity Advancement
Authority Autonomy
Company Policies Compensation
Co-workers Creativity
Independence Moral Values
Recognition Responsibility
Security Social Service
Social Status Supervision--Human Relations
SupervisionTechnical Variety
Working Conditions
 In typical applications of the MJDQ, a group of
raters (e.g., supervisors, employees, or job
analysts) are asked to rate a specific job.
Composite scaling of the MJDQs completed by
all raters results in an Occupational Reinforcer
Pattern (ORP), which is the pattern of rated
reinforcers or need-satisfiers on a given job.
The MJDQ can also be used to obtain an
individual's perception of jobs in terms of
expected or perceived reinforcer patterns.
Format:
The MJDQ comes in two forms--Form E for
employees and Form S for Supervisors.
The forms are the same except for the
different orientation to rating the job
required by supervisors (or other "experts")
and employees.
Form E also includes the standard 20-item
short form of the Minnesota Satisfaction
Questionnaire.
 The MJDQ is appropriate for use with
individuals who can read at the fifth
grade level or higher.
Both Form S and Form E are gender
neutral.
The MJDQ can be administered to groups
or to individuals.
Either form usually requires about 20
minutes to complete.
(MSQ) Minnesota Satisfaction Questionnaire
Description

The Minnesota Satisfaction Questionnaire (MSQ) is

designed to measure an employee's satisfaction with
his or her job.
Three forms are available: two long forms (1977
version and 1967 version) and a short form.
The MSQ provides more specific information on the
aspects of a job that an individual finds rewarding than
do more general measures of job satisfaction.
The MSQ is also useful in exploring client vocational
needs, in counseling follow-up studies, and in
generating information about the reinforcers in jobs.
Format
The MSQ can be administered to groups or to
individuals, and is appropriate for use with
individuals who can read at the fifth grade
level or higher.
All three forms are gender neutral.
The MSQ Long Form requires 15 to 20 minutes
to complete.
The Short Form requires about 5 minutes.
 Measures job satisfaction on 20 item scales:

Ability Utilization Achievement Variety

Activity Advancement Authority
Company Policies Compensation Co-workers
Creativity Independence Moral Values
Recognition Responsibility Security
Social Status Social Service
Supervision--Human Relations
Supervision--Technical
Working Conditions