Measures of Perceived Work Characteristics – MPWC

Q: How many questions does the Measures of Perceived Work Characteristics – MPWC have?

The Measures of Perceived Work Characteristics – MPWC contains 43 items and takes approximately 11 minutes to complete.

Q: How is the Measures of Perceived Work Characteristics – MPWC scored?

Scores range from 1 to 5. Interpretation levels: Low presence of characteristic (1-2), Moderate presence of characteristic (3-3), High presence of characteristic (4-5).

Q: Is the Measures of Perceived Work Characteristics – MPWC free?

Yes, this assessment is completely free. You will receive your results immediately after completion, with an optional AI-powered personalized interpretation.

Mohammed looti

Measures of Perceived Work Characteristics – MPWC

Measures employee perceptions of key psychosocial work characteristics including autonomy, feedback, influence, support, role clarity, role conflict, and work demands.

43 Questions

~11 min

Custom

Scale Development & Technical Details

Scale Overview

The Measures of Perceived Work Characteristics – MPWC was developed by Haynes, C.E., Wall, T.D., Bolden, R.I., & Rick, J.E. (1999). It is designed to measure Perceived work characteristics. The scale is intended for use with Healthcare workers and general employees.

Scale Structure

This instrument consists of 43 items organized into 9 factors/subscales: Autonomy and control, Feedback, Influence over decisions, Leader support, Professional compromise, Role clarity, Role conflict, Peer support, Work demands.

Factor / Subscale	Items	N
Autonomy and control	1,2,3,4,5,6	6
Feedback	7,8,9,10	4
Influence over decisions	11,12,13,14	4
Leader support	15,16,17,18,19,20	6
Professional compromise	21,22,23,24	4
Role clarity	25,26,27,28,29	5
Role conflict	30,31,32,33	4
Peer support	34,35,36,37	4
Work demands	38,39,40,41,42,43	6

Response Format

Respondents rate each item using a custom response format.

Response anchors: 1 = Not at all / Strongly disagree / To a very little extent, 2 = Just a little / Disagree / To a little extent / To a small extent, 3 = Moderate amount / Neither agree nor disagree / To some extent / Neither great nor small extent, 4 = Quite a lot / Agree / To a great extent, 5 = A great deal / Strongly agree / To a very great extent / Completely.

The scale includes 2 reverse-scored items to reduce acquiescence bias.

Scoring

Items are scored by subscale, with each subscale sum representing a distinct dimension.

Total scores range from 1 to 5. Interpretation guidelines:

Low presence of characteristic: 1 – 2
Moderate presence of characteristic: 3 – 3
High presence of characteristic: 4 – 5

Psychometric Properties

Internal Consistency: The scale has demonstrated good to excellent internal consistency with reported Cronbach’s alpha values of Varies by subscale (typically Cronbach's alpha > 0.70).

Administration

The scale is self-administered and typically takes approximately 10 minutes to complete. It can be administered individually or in group settings. No special training is required for administration.

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About You

Please provide the following information before starting the assessment. This data is used for research purposes only and will remain confidential.

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Age *

Education Level

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Instructions

Please rate the following statements regarding your job and work environment. Note that response scales vary across sections; please select the option that best describes your experience for each question.

1 Not at all / Strongly disagree / To a very little extent

2 Just a little / Disagree / To a little extent / To a small extent

3 Moderate amount / Neither agree nor disagree / To some extent / Neither great nor small extent

4 Quite a lot / Agree / To a great extent

5 A great deal / Strongly agree / To a very great extent / Completely

Determine the methods and procedures you use in your work.

Not at all / Strongly disagree / To a very little extent Just a little / Disagree / To a little extent / To a small extent Moderate amount / Neither agree nor disagree / To some extent / Neither great nor small extent Quite a lot / Agree / To a great extent A great deal / Strongly agree / To a very great extent / Completely

Choose what work you will carry out.

Decide when to take a break.

Vary how you do your work.

Plan your own work.

Carry out your work in the way you think best.

I usually know whether or not my work is satisfactory in this job.

I often have trouble figuring out whether I’m doing well or poorly on this job.

Most people on this job have a pretty good idea of how well they are performing their work.

Most people on this job have trouble figuring out whether they are doing a good or bad job.

Influence what goes on in your work area as a whole.

Have your immediate superior ask for your opinion before making decisions affecting your work.

Have the opportunity to contribute to meetings on new work developments.

Participate in decisions which affect you.

Your immediate superior encourages you to give your best effort.

Your immediate superior sets an example by working hard him/herself.

Your immediate superior offers new ideas for solving job-related problems.

Your immediate superior encourages those who work for him/her to work as a team.

You can count on your immediate superior to listen to you when you need to talk about problems at work.

You can count on your immediate superior to help you with a difficult task at work.

Having to make trade-offs between quality of patient care and cost savings.

Lack of clarity/agreement about the different responsibilities of doctors and nurses.

Being unable to achieve quality in their work because there are staff shortages.

Having to do an acceptable minimum of work rather than doing the best quality work possible.

I have clear planned goals and objectives for my job.

I know that I have divided my time properly.

I know what my responsibilities are.

Explanation is clear of what has to be done.

I know exactly what is expected of me.

I receive conflicting instructions from two or more people.

Professionals make conflicting demands of me.

Managers make conflicting demands of me.

I do things which are accepted by one person, but not by another.

Count on your colleagues to listen to you when you need to talk about problems at work.

Count on your colleagues to back you up at work.

Count on your colleagues to help you with a difficult task at work.

Really count on your colleagues to help you in a crisis situation at work, even though they would have to go out of their way to do so.

I do not have enough time to carry out my work.

I can not meet all the conflicting demands made on my time at work.

I never finish work feeling I have completed everything I should.

I am asked to do work without adequate resources to complete it.

I can not follow best practice in the time available.

I am required to do basic tasks which prevent me completing more important ones.

Answer all questions to submit