روانسنجی
اولین سایت تخصصی فارسی تست های روان سنجی ، روان شناسی

Goal orientations
Van Y peren & Janssen‚ 2002
ma‎stery orientation
1 (‘strongly disagree’) to 7 (‘strongly agree’); alpha .9
I feel successful on my job when . . .
1.    I acquire new knowledge or learn a new skill by trying hard.
2.    I acquire new knowledge or ma‎ster a new skill which was difficult for me in the past.
3.    I learn something that motivates me to continue.
4.    I feel I am improving.
5.    I learn something that makes me want to practice more.
6.    I learn something new that is fun to do.
7.    I get the maximum out of myself.
8.    I improve on particular aspects.
9.    I ma‎ster new knowledge or a new skill.
10.    I perform to my potential.
11.    I do my very best.
Performance orientation
Podsakoff and MacKenzie‚ 1989

نسخه پوداسکف دارای 5 گزاره است با طیف 5 گزینه ای که توسط "ینسن و همکاران، 2000" دارای 9 گزاره شده است.

1‚ “strongly disagree‚” to 7‚ “strongly agree”; alpha .85
I feel successful on my job when . . .
1.    I perform better than my colleagues.
2.    Others cannot do as well as me.
3.    Others mess up and I do not.
4.    I can clearly demonstrate that I am the best qualified person.
5.    I accomplish something where others failed.
6.    I am clearly the most productive employee.
7.    I am the only one who knows about particular things or who has a particular skill.
8.    I am the best.
Leader-member exchange
Liden & Graen‚ 1980; Scandura & Graen‚ 1984; Wayne‚ Shore‚ & Liden‚ 1997
1‚ “to a very low extent‚” to 7‚ “to a very high extent”; alpha .93
1.    My supervisor would be personally inclined to help me solve problems in my work.
2.    My working relationship with my supervisor is effective.
3.    I have enough confidence in my supervisor that I would defend and justify his/her decisions if he or she were not present to do so.
4.    My supervisor considers my suggestions for change.
5.    My supervisor and I are suited to each other.
6.    My supervisor understands my problems and needs.
7.    My supervisor recognizes my potential.
Job satisfaction
Bach‎arach‚ Bamberger‚ and Conley‚ 1991
1‚ “very dissatisfied‚” to 7‚ “very satisfied”; alpha .88
How satisfied or dissatisfied are you with . . .
1.    The progress you are making toward the goals you set for yourself in your present position.
2.    Your present job in light of your career expectations.
3.    Your present job when you compare it to jobs in other organizations.
4.    The chance your job gives you to do what you are best at.
5.    Your present job when you consider the expectations you had when you took the job.
In-role job performance
1.    This worker always completes the duties specified in his/her job description.
2.    This worker meets all the formal performance requirements of the job.
3.    This worker fulfills all responsibilities required by his/her job.
4.    This worker never neglects aspects of the job that he/she is obligated to perform.
5.    This worker often fails to perform essential duties. (r)
(1) I always complete the duties specified in my job description.
(2) I meet all the formal performance requirements of the job.
(3) I fulfill all responsibilities required by my job.
(4) I never neglect aspects of the job that I am obligated to perform.
(5) I often fail to perform essential duties.
Innovative job performance
1.    How often does this worker perform the following work activities?
2.    Creating new ideas for improvements
3.    Mobilizing support for innovative ideas
4.    Searching out new working methods‚ techniques‚ or instruments
5.    Acquiring approval for innovative ideas
6.    Transforming innovative ideas into useful applications
7.    Generating original solutions to problems
8.    Introducing innovative ideas in a systematic way
9.    Making important organizational members enthusiastic for innovative ideas
10.    Thoroughly evaluating the application of innovate ideas

شرح سایت روان سنجی: مقیاس جهت گیری اهداف از آن "وان یپرن و جنسن" است. این دو با بهره گیری از ماده های "کیفیت تبادل رهبری- عضو" (لیندن و گراین، 1980) و "مقیاس عملکرد شغلی" (پادساکف و مکنزی، 1989) و "رضایت شغلی" (بچاراچ ، بامبرگر و کانلی، 1991) مقیاسی برای مطالعه خود پدید آورنده اند.
دسته بندی و تحلیل برپایه فراوانی صورت گرفته و شواهد آماری دیگری مشاهده نشد.
اعتبار: هماهنگی درونی، آلفا جهت گیری اهداف 0.9
نمره گذاری: در بالای هر مورد ارائه شده است.
چگونگی دستیابی

This instrument can be found at: http://repository.ubn.ru.nl/bitstream/handle/2066/64290/64290.pdf?sequence=1
http://hdl.handle.net/2066/64290