Super Work Values Inventory (WVI)

Welcome to Super Work Values Inventory (WVI)

Instructions:

There is no time limit for this test. Please answer at your own pace.
This test consists of 52 questions in total.
The next question will appear automatically after you select an answer.
You can return to modify your answer using the "Previous" button.
All test results on this site are for reference only and do not constitute professional advice.

Introduction to the Super Work Values Inventory (Super WVI)

1. Test Origin and Core Concept

The Super Work Values Inventory (WVI) was developed in 1970 by the renowned American vocational psychologist Donald E. Super, based on the theory that "career values are the work traits and goals an individual pursues"—holding that career values directly determine a person's job satisfaction, engagement, and long-term career choices. Super divided human work values into 13 core dimensions covering three major categories (intrinsic values, extrinsic values, and extrinsic rewards), making it one of the most widely used work-values assessment tools in the world.

Based on Super's classic WVI framework and optimized for today's workplace, this test uses 52 professional questions to precisely identify your core career values from the three major dimensions of intrinsic satisfaction, extrinsic environment, and material reward, helping you sort out the priority of values such as pay, growth, and stability, and anchor long-term career satisfaction.

2. Analysis of the 13 Core Career Value Dimensions

🧠 Intellectual Stimulation: Pursues the challenge of work and longs to grow intellectually by solving new problems and learning new knowledge

❤️ Altruism: Hopes to help others and contribute to society through work, realizing social value

💰 Economic Reward: Values material rewards such as salary, bonuses, and benefits, and pursues economic security

🔄 Variability: Enjoys diversity in work content and environment, pursuing novelty and change

🆓 Independence: Longs to decide autonomously and play freely at work, free from excessive constraints

🏆 Social Status: Pursues the social recognition and prestige that work brings and hopes to earn others' respect

🎨 Aesthetics: Values the artistry and aesthetic value of work, pursuing the creation and experience of beauty

🤝 Interpersonal Relations: Values the team atmosphere at work and pursues harmonious relationships with colleagues and supervisors

🛡️ Security: Pursues job stability and hopes to avoid uncertainties such as unemployment or reassignment

👥 Social Communication: Enjoys meeting different people through work and expanding social circles and network resources

💺 Comfort: Values the comfort of the work environment and time, pursuing a relaxed working atmosphere

👑 Management: Longs to have power over others and pursues the satisfaction of leading and directing

✅ Achievement: Pursues the satisfaction that work results bring and longs to achieve personal goals

3. Test Principle and Scoring Logic

The test follows the core logic of "value-preference projection → dimension scoring → priority ranking." Each question corresponds to the core traits of a specific career value dimension; using a 5-point scale (1 - strongly disagree to 5 - strongly agree), it calculates the total score of each of the 13 value dimensions separately:

Intellectual Stimulation: 4 questions, focusing on preferences such as solving new problems, intellectual challenges, and learning new things
Altruism: 4 questions, focusing on preferences such as social welfare, helping others, and social contribution
Economic Reward: 4 questions, focusing on preferences such as bonuses, high pay, and decent income
Variability: 4 questions, focusing on preferences such as changing work content/location and diverse experiences
Independence: 4 questions, focusing on preferences such as playing freely, trying new ideas, and not being ordered around
Social Status: 4 questions, focusing on preferences such as others' envy, social recognition, and professional prestige
Aesthetics: 2 questions, focusing on preferences such as the artistry of work and beautifying the world
Interpersonal Relations: 4 questions, focusing on preferences such as a sense of team belonging and relationships with leaders/colleagues
Security: 4 questions, focusing on preferences such as promotion and raises, job stability, and opportunities for advancement
Social Communication: 4 questions, focusing on preferences such as meeting different people, going out to gatherings, and making friends
Comfort: 4 questions, focusing on preferences such as time freedom, a comfortable environment, and freedom from interruption
Management: 3 questions, focusing on preferences such as power, managing affairs, and influence
Achievement: 4 questions, focusing on preferences such as a sense of success, recognition of results, and satisfaction

Each dimension's full score varies with the number of questions (2-4 questions), and the total score ranges from 2 to 20 (5 points per question). Finally, the five highest-scoring dimensions form the ranking of your core career values. >=80% is a core value (strong preference), 60%-79% is an important value (medium preference), and 40%-59% is a potential value (weak preference), providing a reference for value priority in career choice.

4. Applicable Scenarios and Value

🔹 Career Choice Decisions

Clarify your core career values and match fitting careers and companies—for example, someone driven by economic reward suits high-paying roles, while someone driven by security suits stable units, making career choices better aligned with inner needs.

🔹 Improving Workplace Satisfaction

Identify how well your current job matches your values and find the root of dissatisfaction—for example, people who pursue achievement tire easily in repetitive work, so they can adjust work content or career direction accordingly.

🔹 Career Transition Planning

Based on your value priorities, plan a more fitting transition—for example, moving from a role that pursues variability to a stable role, or shifting from valuing economic reward to pursuing achievement.

🔹 Career Development Optimization

Based on your core values, plan a path for career advancement—for example, people who value growth can focus on skill improvement, and people who value management can develop toward leadership roles, maximizing career value.

5. Test Notes

Answer according to your true inner preferences, without considering "how it should be"; values have no right or wrong, and only honest choices reflect your core needs
The test takes about 10-12 minutes; it is recommended to complete it in a quiet environment to avoid external interference affecting your judgment
Everyone's values are diverse, and the combination of core values plus important values better reflects a complete value system
The result is only a reference for career planning; actual career choices also depend on comprehensive factors such as ability, industry trends, and life circumstances

Super Work Values Inventory (WVI)