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This is a reflection tool. It is not a psychological test, and the scores have no norms. You make the decision; the compass only helps you see.
What this draws on
Work values. The six values in the U.S. Department of Labor's O*NET work-importance tools: achievement, independence, recognition, relationships, support, working conditions. O*NET
Job design. Hackman and Oldham's job characteristics: skill variety, task identity, task significance, autonomy, feedback.
Basic needs. Self-determination theory: autonomy, competence, relatedness. Deci, Olafsen & Ryan, 2017
Drains and resources. The job demands-resources model: demands tend toward exhaustion, missing resources toward disengagement. Demerouti et al., 2001
Reshaping a job. Job crafting: task, relational, and cognitive changes. Berg, Dutton & Wrzesniewski
Why fit matters. Person-job fit relates to attitudes, strain, and tenure across 172 studies. Kristof-Brown et al., 2005
The matrix. A simplified quality function deployment (QFD) grid, with 1, 3, 9 weights to spread the scores.