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Should I quit my job quiz

This "should I change jobs" quiz is a team culture comparison tool that lets you explore to what degree you’re a good fit for your team and vice-versa.
benefits

Does the team or company you work for fit your preferences?

This is a company and team culture comparison tool that helps you establish alignment between how your preferences match the way you see your company, which can impact your well-being significantly.

Benefits

Gain insights into your preferences regarding your work environment and what you feel would be an ideal workplace for your well-being and performance. We do not always join companies and teams that fit us. Over 48% of people switch jobs within 18 months of starting a new job.

Team and company alignment matters to your well-being

A company's culture significantly impacts your personal well-being, leading to potential dissatisfaction or, ideally, alignment with the organization's values. All of this influences your personal growth, resilience, and skill development opportunities.

How you can use this test?

If thoughts like “should I quit my job” or “should I change jobs” cross your mind then this test is definitely for you!
Learn more about your preferences
Become more self-aware
Share your test results with friends and colleagues to get feedback

How it works?

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Our instructions will guide
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After completing the test,
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What's Inside? Get immediate feedback by measuring these traits in you

The Power Distance Index
a measure of the extent to which individuals in a society accept and expect power and authority to be distributed unequally. A high PDI indicates a society with a significant power distance, where hierarchical structures and inequalities are accepted and respected. In such societies, individuals may feel less empowered to challenge authority or voice their opinions, which can impact job satisfaction. On the other hand, a low PDI indicates a society with a smaller power distance, where individuals expect more equality and may feel more comfortable challenging authority. In this case, job satisfaction may be influenced by the level of empowerment and autonomy individuals have in their roles.
Individualism vs. Collectivism
the degree to which individuals prioritize their own interests over the collective interests of a group or society. In individualistic societies, such as the United States, personal goals, achievements, and autonomy are highly valued. In contrast, collectivistic societies, like many Asian cultures, prioritize the needs and goals of the group or community over individual desires. Job satisfaction can be influenced by the extent to which individuals feel their personal values align with the values of their organization and whether they feel supported and valued as individuals or as part of a collective.
Masculinity vs. Femininity
a measure of the degree to which a society values traditionally masculine or feminine traits. Masculine societies prioritize assertiveness, competition, and material success, while feminine societies value cooperation, nurturing, and quality of life. Job satisfaction can be affected by the extent to which individuals' personal values align with the dominant cultural values in their workplace. For example, individuals in a highly competitive and achievement-oriented workplace may feel more satisfied if they value assertiveness and material success, while individuals in a more collaborative and nurturing environment may find greater satisfaction if they prioritize cooperation and quality of life.
The Uncertainty Avoidance Index
the extent to which individuals in a society feel uncomfortable with uncertainty and ambiguity. High UAI societies tend to have strict rules and norms to reduce uncertainty, while low UAI societies are more tolerant of ambiguity and change. Job satisfaction can be influenced by the level of structure and predictability in the work environment. Individuals who prefer clear guidelines and routines may feel more satisfied in a high UAI workplace with well-defined roles and procedures. Conversely, those who thrive in dynamic and flexible environments may find greater satisfaction in a low UAI workplace that embraces change and innovation.
Long-Term vs. Short-Term Orientation
the extent to which a society values long-term planning, perseverance, and thriftiness versus short-term gratification and immediate results. In long-term oriented societies, individuals are more likely to prioritize future rewards and invest in long-term goals, while in short-term oriented societies, immediate gratification and quick results are emphasized. Job satisfaction can be influenced by the alignment between individuals' personal values and the time horizons and goals of their organization. For example, individuals who value long-term planning and perseverance may feel more satisfied in an organization that encourages and rewards these behaviors.
Indulgence vs. Restraint
the extent to which a society allows and indulges in gratification of basic human desires and impulses versus suppressing and controlling these desires. Indulgent societies prioritize personal freedom, enjoyment, and self-expression, while restrained societies emphasize self-discipline, modesty, and adherence to social norms.

Should I quit my job quiz

The "Should I Quit My Job" Quiz, also known as job satisfaction test or career change assessment, provides guidance on job satisfaction and career decisions. It's an essential tool for anyone considering a career change or seeking to understand their job satisfaction.
The "Should I Quit My Job" Quiz finds its origins in the vast field of job satisfaction research within organizational psychology.

Assessment Insights

This "Should I Quit My Job" Quiz can guide personal growth and career decisions by helping individuals understand their job satisfaction and reasons for potential career changes. In interpersonal settings, it can foster understanding and support for individuals considering job transitions.

Moreover, this quiz can also be used by managers and employers to assess the overall job satisfaction of their team members and identify potential areas for improvement. By understanding the reasons why employees may be considering leaving their job, managers can take proactive steps to address these issues and improve employee retention. Additionally, this quiz can be used as a tool for career development and goal setting, as individuals can use their results to identify areas of their job that they enjoy and areas that they would like to improve upon. Overall, the "Should I Quit My Job" Quiz can be a valuable resource for both individuals and teams in the workplace, promoting personal growth, career development, and overall job satisfaction.

Scientific and Empirical Foundations

Job Satisfaction Theory: Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 1297-1349). Chicago, IL: Rand McNally. Job Satisfaction and Career Decisions: Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237-240. Organizational Strategies for Employee Retention: Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44(6), 1102-1121. Career Change Considerations: Eby, L. T., Butts, M., & Lockwood, A. (2003). Predictors of success in the era of the boundaryless career. Journal of Organizational Behavior, 24(6), 689-708. Job Satisfaction and Personal Growth: Judge, T. A., & Bono, J. E. (2001). Relationship of core self-evaluations traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability—with job satisfaction and job performance: A meta-analysis. Journal of Applied Psychology, 86(1), 80-92. Career Change and Interpersonal Relationships: Greenhaus, J. H., & Powell, G. N. (2006). When work and family are allies: A theory of work-family enrichment. Academy of Management Review, 31(1), 72-92.

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        Frequently asked questions

        Are burned-out employees quiet quitting their jobs?

        Yes, burnout can lead to employees "quietly quitting" their jobs. When employees are burned out, they often disengage and lose motivation, which can manifest as a reduction in productivity and overall job performance, even though they haven't formally resigned. This is a form of quiet quitting. If you might be feeling at risk of burnout make sure to try this burnout test.

        What is quiet quitting?

        "Quiet quitting" is a term used in organizational psychology to describe a phenomenon where employees disengage from their work without formally resigning. This disengagement can manifest in different ways, such as decreased productivity, reduced involvement in team activities, lack of enthusiasm, and a general decline in the quality of their work.
        Quiet quitting is often a symptom of dissatisfaction with the job or workplace. Factors that can lead to quiet quitting include a lack of job satisfaction, poor management, insufficient recognition or rewards, lack of opportunities for growth, or feeling undervalued or overworked. This type of disengagement can be detrimental to an organization's productivity and morale. It can create a negative work environment and may lead to increased turnover if not addressed. Moreover, it's often more difficult to identify than formal resignations, as employees may continue to show up physically while mentally and emotionally checking out.
        Organizations can prevent quiet quitting by fostering a positive work culture, providing clear paths for career advancement, recognizing and rewarding good performance, and ensuring effective communication between management and staff. Regular feedback, both giving and receiving, and an empathetic leadership approach can also help employees feel valued and engaged in their work.

        Should I quit my job?

        “When should I quit my damn job?” is a question that has bothered the best of us, but don’t stress! We’ve got a fun assessment that’ll help you dig into your current workplace and see if it’s a match made in heaven or a soul-sucking pit of despair. Picture this: you’re diving headfirst into the nitty-gritty of how you and your company or team are aligned or not! You’ll explore if your workplace is a lone-wolf arena or a group-hug fest, and how that vibes with your mojo.

        How to quit a job?

        Want to ditch that soul-crushing job? Here’s the lowdown on quitting your job without burning bridges.
        First up, you’ll want to master the art of the graceful exit. Start by setting up a meeting with your boss, and let them know you’re moving on to greener pastures. Keep it classy - no need to air your grievances like you’re in an episode of ‘Real Housewives.’ Just stick to the facts, thank them for the ‘opportunity’, and submit your written resignation.
        Ensure you leave on good terms, with a strong chance of nabbing a decent reference for your next, more-awesome gig. You can then spread the news to your coworkers like a gossip-loving grandma. Share the news with your closest colleagues and offer your heartfelt thanks for the memories (cue the sappy montage). Remember, quitting your job doesn’t have to be a funeral procession. Keep it light, upbeat, and focus on the exciting new adventures that lie ahead.
        But in all seriousness, quitting a job can be a serious thing and complex. Hence, read this if you’re seriously considering quitting your job. Consider this:
        1. Evaluate your reasons for leaving. If it's due to issues that could potentially be resolved, consider discussing them with your supervisor or HR first.
        2. Before you resign, have a plan in place for your next steps, whether that's another job, education or a career break.
        3. Write a formal resignation letter stating your intention to leave. Keep it concise, professional, and positive.
        4. Tell your supervisor. Show them respect.
        5. Follow your company's policy regarding notice periods.
        6. Offer to assist in the transition of duties to your successor.
        7. If your company conducts exit interviews, use this opportunity to provide constructive feedback.
        8. Stay professional to leave a good impression and not burn bridges.