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DOSC-W Scales
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A. Level of Aspiration. A high score on this scale suggests that the employee has a positive view of personal abilities and works to capacity. A low score on this scale may indicate that the employee has an unrealistic view of personal skills and potential that does not match performance.
B. Anxiety. A high score on this scale describes behavior patterns and perceptions associated with a lack of objectivity, and a heightened or exaggerated concern about performance on the job. Employees with high levels of anxiety may have a distorted view of the expectations of others and they may suffer low self-esteem as a result of having unrealistic ideals that cannot be achieved. Employees with a low score on this scale probably do not suffer excessive anxiety over work activities and may perform well as a result. A very low score might indicate a problem if the employee is not taking work seriously and performance is suffering.
C. Job Interest and Satisfaction. A high score on this scale demonstrates an enjoyment of working hard. Employees with this characteristic gain a great deal of pleasure from participating in new projects and learning new ideas. A low score may indicate that interests lie outside of job activities. It may also be possible that the employee is experiencing frustration, rather than satisfaction, at work.
D. Leadership and Initiative. A high score on this scale suggests that the employee enjoys demonstrating mastery, helping and/or directing others, being thought of as an expert and taking the initiative in starting and managing group projects. A low score suggests that the employee is shy or reserved and may have difficulty communicating with coworkers.
E. Identification vs. Alienation. A high score on this scale suggests that the employee is comfortable in the work environment and feels respected and liked by managers and coworkers. A low score on this scale may indicate feelings of rejection, isolation and hostility toward others.
F. Level of Job Stress. A high score on this scale indicates an inability to cope with deadlines, conflicts with managers and personnel, unscheduled events and other problems in the workplace. Employees with lower scores tend to have effective coping strategies that may contribute to superior job performance and high levels of job satisfaction.
B. Anxiety. A high score on this scale describes behavior patterns and perceptions associated with a lack of objectivity, and a heightened or exaggerated concern about performance on the job. Employees with high levels of anxiety may have a distorted view of the expectations of others and they may suffer low self-esteem as a result of having unrealistic ideals that cannot be achieved. Employees with a low score on this scale probably do not suffer excessive anxiety over work activities and may perform well as a result. A very low score might indicate a problem if the employee is not taking work seriously and performance is suffering.
C. Job Interest and Satisfaction. A high score on this scale demonstrates an enjoyment of working hard. Employees with this characteristic gain a great deal of pleasure from participating in new projects and learning new ideas. A low score may indicate that interests lie outside of job activities. It may also be possible that the employee is experiencing frustration, rather than satisfaction, at work.
D. Leadership and Initiative. A high score on this scale suggests that the employee enjoys demonstrating mastery, helping and/or directing others, being thought of as an expert and taking the initiative in starting and managing group projects. A low score suggests that the employee is shy or reserved and may have difficulty communicating with coworkers.
E. Identification vs. Alienation. A high score on this scale suggests that the employee is comfortable in the work environment and feels respected and liked by managers and coworkers. A low score on this scale may indicate feelings of rejection, isolation and hostility toward others.
F. Level of Job Stress. A high score on this scale indicates an inability to cope with deadlines, conflicts with managers and personnel, unscheduled events and other problems in the workplace. Employees with lower scores tend to have effective coping strategies that may contribute to superior job performance and high levels of job satisfaction.
