The RIASEC model describes your interests (what kind of activities appeal to you), but it doesn't explain what you look for from the job itself once you have it. That's what work values are for, a framework based on René Dawis and Lloyd Lofquist's Theory of Work Adjustment (1984) and used today by the U.S. Department of Labor's O*NET, the same source behind the RIASEC model.
- Achievement: seeing concrete results from your effort.
- Independence: deciding and working your own way.
- Recognition: having what you contribute noticed and valued.
- Relationships: a good atmosphere and real camaraderie.
- Support: a manager who trains and backs you up.
- Working conditions: stability, schedule, and workplace wellbeing.
15 questions, about 4 to 5 minutes. Pairs well with the RIASEC career test: one measures what interests you doing, this one measures what you need in return.
All possible results
Achievement
You need to see concrete results from your effort. A job with no visible impact drains you more than a demanding one does.
See the detail
The value of achievement, according to Dawis and Lofquist's Theory of Work Adjustment, describes the need to use your own abilities and see a tangible result from that effort.
What this result means
What motivates you most is being able to point at something concrete and say "I made this." A job with no visible results, even a comfortable or well-paid one, tends to wear you down more than a demanding one with a clear goal.
How to look for it in a job
- Roles with measurable goals and a clear definition of "a job well done."
- Positions where your individual contribution can be identified, not diluted into some huge process.
- Cross this value with your RIASEC career test result to narrow down the kind of achievement that fulfills you most.
An important note
This result is orientation-only and informational, inspired by the O*NET's work values model, based on Dawis and Lofquist's Theory of Work Adjustment (1984): it's a starting point for exploring your priorities, not a closed answer.
Independence
You need room to decide how you work. Constant supervision wears on you more than the demands of the job itself.
See the detail
The value of independence describes the need to plan your own work with little supervision, making the decisions yourself.
What this result means
What motivates you most is having real autonomy over how you do things. Having every step controlled, even toward a reasonable end goal, wears you down more than the difficulty of the task itself.
How to look for it in a job
- Roles evaluated by results, not by how you get there.
- Positions with real decision-making room, not just on paper.
- Cross this value with your RIASEC career test result to see what kind of task you want that autonomy in.
An important note
This result is orientation-only and informational, inspired by the O*NET's work values model, based on Dawis and Lofquist's Theory of Work Adjustment (1984): it's a starting point for exploring your priorities, not a closed answer.
Recognition
You need what you contribute to be noticed and valued. Someone else taking credit for your work weighs on you especially heavily.
See the detail
The value of recognition describes the need to advance, be visible, and feel valued for what you contribute, beyond the result itself.
What this result means
What motivates you most is having your effort noticed and acknowledged, whether through a promotion, a public mention, or simply some sign that someone has seen what you've done.
Working well in silence, with no one noticing, feels unsustainable to you over the long run.
How to look for it in a job
- Environments with clear, visible paths for advancement.
- Teams and managers who acknowledge work out loud, not just in writing.
- Cross this value with your RIASEC career test result to see what kind of achievement you want to be recognized for.
An important note
This result is orientation-only and informational, inspired by the O*NET's work values model, based on Dawis and Lofquist's Theory of Work Adjustment (1984): it's a starting point for exploring your priorities, not a closed answer.
Relationships
You need a good atmosphere and real camaraderie. A cold or competitive environment drains you more than the workload itself.
See the detail
The value of relationships describes the need for a friendly, non-competitive work environment, and a sense that what you do matters to others, not just to yourself.
What this result means
What motivates you most is the kind of bond you have with your team.
A toxic or overly competitive atmosphere wears you down more than the workload itself, and a good relationship with your coworkers can make up for other shortcomings in a job.
How to look for it in a job
- Small teams or ones with an explicit culture of camaraderie.
- Environments where the work has a recognizable service or usefulness to others.
- Cross this value with your RIASEC career test result, especially if your profile is Social.
An important note
This result is orientation-only and informational, inspired by the O*NET's work values model, based on Dawis and Lofquist's Theory of Work Adjustment (1984): it's a starting point for exploring your priorities, not a closed answer.
Support
You need to feel you can count on real help and training. Facing a problem alone weighs on you especially heavily.
See the detail
The value of support describes the need for management that backs its employees up, with training and fair treatment, not just a demand for results.
What this result means
What motivates you most is knowing that if something goes wrong or you're not sure how to proceed, there's someone to turn to.
An environment where you're left alone with problems, even if you like the work itself, is harder for you to sustain than it is for other profiles.
How to look for it in a job
- Companies with clear training and onboarding processes (real mentoring, not just paperwork).
- Managers known for backing up their team, not just demanding results.
- Cross this value with your RIASEC career test result to see where you need that kind of support most.
An important note
This result is orientation-only and informational, inspired by the O*NET's work values model, based on Dawis and Lofquist's Theory of Work Adjustment (1984): it's a starting point for exploring your priorities, not a closed answer.
Working Conditions
You need stability, good hours, and workplace wellbeing. Last-minute changes or instability weigh on you more than average.
See the detail
The value of working conditions describes the need for a stable environment, with good material conditions, reasonable variety, and job security.
What this result means
What motivates you most is the stability and wellbeing surrounding the job itself: hours, pay, job security, a comfortable physical environment. Constantly shifting conditions wear you down more than the difficulty of the task at hand.
How to look for it in a job
- Companies known for stability and good conditions, not just a good atmosphere.
- Roles with clear hours and pay from the start, with no surprises.
- Cross this value with your RIASEC career test result so you don't sacrifice it for an interest that, without this foundation, turns out to be unsustainable.
An important note
This result is orientation-only and informational, inspired by the O*NET's work values model, based on Dawis and Lofquist's Theory of Work Adjustment (1984): it's a starting point for exploring your priorities, not a closed answer.
Indicative result. It describes tendencies based on what you answered today, not a fixed trait or a closed label. It is not a diagnosis.
How this test was built
This test measures which work value predominates for you among six possible ones: achievement, independence, recognition, relationships, support, and conditions.
This result is informational, not a binding recommendation about which job to choose, nor a diagnosis of your current work situation.
This is a popular-audience, self-administered adaptation of the O*NET work values model, not the official Work Importance Locator or a fully validated instrument.
See the full methodology
What it measures
This test measures which work value predominates for you among six possible ones: achievement, independence, recognition, relationships, support, and conditions. It doesn't measure what activities interest you, but what you need to receive from a job to feel good in it.
What model it uses
The model describes six work values:
- Achievement: using one's own abilities and seeing tangible results.
- Independence: deciding and planning one's own work with little supervision.
- Recognition: advancing, being visible, and feeling valued.
- Relationships: a friendly, non-competitive environment.
- Support: management that trains and backs up its team.
- Conditions: stability, a good physical environment, and job security.
Where that model comes from
The framework comes from the Theory of Work Adjustment by René Dawis and Lloyd Lofquist (1984), developed at the University of Minnesota. Today it's applied by the U.S. Department of Labor's O*NET in its Work Importance Locator, the same source behind the RIASEC model of interests.
How the result is calculated
The test has 15 questions with six response options each, one per value. Each answer chosen adds 2 points to the corresponding value; there are no cross-checking or control questions. The result highlights your value with the most points, although it's common to prioritize several values at once, with one or two standing out more than the rest.
What your result means
The result points to what you need to receive from a work environment to feel good in it, beyond the specific task you do. It complements (doesn't replace) an interests test like RIASEC: one indicates what you're drawn to doing, this one indicates what you need in return.
What it does NOT mean
This result is informational, not a binding recommendation about which job to choose, nor a diagnosis of your current work situation. It doesn't replace guidance from a career or vocational guidance professional.
Limitations
This is a popular-audience, self-administered adaptation of the O*NET work values model, not the official Work Importance Locator or a fully validated instrument. Like any self-report questionnaire, it depends on how you perceive yourself at the moment you answer, and your priorities can change over time and with circumstances.
Academic references
- Dawis, R. V., & Lofquist, L. H. (1984). A Psychological Theory of Work Adjustment. University of Minnesota Press.
Frequently asked questions
How is this different from an interest test like RIASEC?
RIASEC describes what kind of activities interest you; work values describe what you need to get from your work environment (recognition, stability, autonomy...) to feel good, regardless of the specific task.
Where does this six-value model come from?
From René Dawis and Lloyd Lofquist's Theory of Work Adjustment (1984), used today by the U.S. Department of Labor's O*NET in its Work Importance Locator, the same source behind the RIASEC interest model.
Can I have several values that matter equally?
Yes. The result highlights your most dominant value based on your answers, but most people prioritize several values at once, with one or two standing out more than the rest.
Is this test reliable?
It's an orientation-only, informational approximation inspired by the O*NET model: it doesn't replace a validated career-counseling tool or guidance from a specialist.
How long does the test take?
About 4 to 5 minutes: 15 questions with six answer options each.
See all 6 questions
Is it free?
Yes, it's completely free: no sign-up or payment needed to take the test and see your result.
