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

Equity Preference Questionnaire (EPQ)
Sauley & Bedeian‚ 2000

1.    I prefer to do as little work as possible at work while getting as much as I can from my employer. (R)
2.    If I could get away with it‚ I would try to work just a little bit slower than the boss expects. (R)
3.    When I am at my job‚ I think of ways to get out of work. (R)
4.    It is really satisfying to me when I can get something for nothing at work. (R)
5.    It is the smart employee who gets as much as he or she can while giving as little as possible in return. (R)
6.    If I had to work hard all day at my job‚ I would probably quit. (R)
7.    I am most satisfied at work when I have to do as little as possible. (R)
8.    Employees who are more concerned about what they can get from their employer rather than what they can give to their employer are the wisest ones. (R)
9.    At work‚ I feel uneasy when there is little work for me to do.
10.    I would become very dissatisfied with my job if I had little or no work to do.
11.    All other things being equal‚ it is better to have a job with a lot of duties and responsibilities than one with few duties and responsibilities.
12.    A job that requires me to be busy during the day is better than a job which allows me a lot of loafing.
13.    At work‚ my greatest concern is whether or not I am doing the best job I can do.
14.    Even if I receive low wages and poor benefits from my employer‚ I would still try to do my best at my job.
15.    I feel obligated to do more than I am paid to do at work.
16.    When I have completed my task for the day‚ I help out other employees who have yet to complete their tasks.

entitlement factor and benevolence factor

The authors reported that the EPQ scores were significantly related to external locus of control‚ Machiavellianism‚ and the Protestant work ethic (correlations ranging from -.35 to .27)‚ and the EPQ scores successfully predicted pay satisfaction and overall job satisfaction‚ demonstrating the criterion validity of the measure. (Jeon‚ 2011)

1 (disagree strongly) to 5 (agree strongly).

This instrument can be found at: https://core.ac.uk/download/pdf/4837477.pdf

Huseman‚ R. C.‚ Hatfield‚ J. D.‚ & Miles‚ E. W. (1985). Test for individual perception of job equity: Some preliminary findings. Perceptual and Motor Skills‚ 62‚ 1055-1064.
Huseman‚ R.C.‚ Hatfield‚ J.D. & Miles‚ E.W. (1987). A New Perspective on Equity Theory: The Equity Sensitivity Construct. The Academy of Management Review‚ 12‚ 222-234
Miles‚ E. W.‚ Huseman‚ R. C.‚ & Hatfield‚ J. D. (1994). Equity sensitivity and outcome importance. Journal of Organizational Behavior‚ 15‚ 585–596.
Sauley‚ K. S.‚ & Bedeian‚ A. G. (2000). Equity sensitivity: construction of a measure and examination of its psychometric properties. Journal of Management‚ 26‚ 885-910.
Taylor‚ S. G.‚ Kluemper‚ D. H.‚ & Sauley‚ K. S. (2009). Equity sensitivity revisited: Contrasting unidimensional and multidimensional approaches. Journal of Business and Psychology‚ 24‚ 299-314.
Jeon‚ Gahyun. (2011). Equity sensitivity versus equity preference: validating a new viewpoint on equity sensitivity. M.A. Thesis. University of Illinois at Urbana-Champaign. http://hdl.handle.net/2142/29613