Explore our collection of evidence-based psychological scales. Select an assessment to learn more about yourself.
Measures the design characteristics of jobs within a work unit across three dimensions: complexity, variety, and interdependence.
Measures the degree of routinization, formalization, pervasiveness of rules, and record-keeping requirements within an organization.
Measures the degree of reciprocal interdependence and task independence in an employee's job.
Measures employee perceptions of the extent to which their work is monotonous.
Measures the proportion of the workday spent in computer activities and the cognitive demands of those tasks.
Measures the extent to which workers perceive they have control over numerous aspects of their work environment.
Measures employee perceptions of supportive and non-controlling supervisory behaviors in the workplace.
Measures the level of job control, cognitive demand, and production responsibility experienced by an employee in their work…
Measures employee perceptions of the level of career and performance support they receive from their supervisor.
Measures job control and work complexity in terms of an employee's ability to influence working conditions and the…
Measures the formal and informal developmental experiences a job affords employees, focusing on discretionary organizational investments in training…
Measures job design characteristics across three dimensions: job complexity, job variety, and job interdependence.
Measures the extent to which employees perceive they understand important aspects of the performance appraisal system related to…
Measures the degree of reciprocal interdependence and independence in an employee's job tasks.
Measures the extent to which employees believe that higher job performance will lead to rewards such as pay,…
Measures the proportion of the workday spent in computer activities and the cognitive demands of those tasks.
Measures the extent to which employees believe they are empowered in their jobs across four dimensions: meaning, competence,…
Measures employee perceptions of supervisory support and the extent to which supervisors use a non-controlling approach.
Measures the perceived social support an employee receives from their supervisor, co-workers, and spouse, family, or friends.
Measures employee perceptions of the extent to which they receive career guidance, performance feedback, and developmental opportunities from…
Measures employee perceptions of the degree to which their organization values their contributions and cares about their well-being.
Measures the formal and informal developmental experiences a job affords employees, focusing on discretionary organizational investments in training…
Assesses employee perceptions of the extent to which their work environment is political in nature.
Measures the extent to which employees perceive they understand important aspects of the performance appraisal system related to…
Measures an employee's psychological or psychosomatic symptoms associated with tension experienced at work.
Measures the extent to which employees believe that higher levels of job performance will be rewarded with pay,…
Measures employee perceptions of job stress, role overload, and psychological symptoms of work-related tension.
Measures the extent to which employees believe they are psychologically empowered in their work roles across four dimensions:…
A 21-item self-report instrument designed to assess physical, emotional, and mental exhaustion as indicators of burnout.
Measures the perceived social support an employee receives from their supervisor, co-workers, and spouse, friends, and relatives.
Assesses three dimensions of employee stress and strain: work-related depression, anxiety, and irritation.
Measures employee perceptions of the extent to which their organization values their contributions and cares about their well-being.
Assesses the extent to which employees find their job frustrating.
Measures employee stress levels across six distinct work-related stressors: role ambiguity, role conflict, quantitative role overload, qualitative role…
Assesses employee perceptions of the extent to which their job setting is political in nature.
Measures job-related stress across two dimensions: time stress (feelings of constant pressure) and anxiety.
Measures an employee's psychological or psychosomatic symptoms associated with tension experienced at work.
Measures employee perceptions of job stress, role conflict, and role overload.
Measures the frequency of stressful occurrences in a nursing job.
Measures physical, emotional, and mental exhaustion to assess an individual's level of burnout.
Measures the frequency with which employees are bothered by stressful occurrences across five occupational dimensions.
Measures three dimensions of employee stress and strain: work-related depression, anxiety, and irritation.
Assesses the extent to which employees find their job frustrating.
Measures perceived job stress by assessing both the lack of positive work/life features and the presence of negative…
Measures employee stress levels across six distinct categories of individual-level job stressors.
Measures the cognitive and affective strain experienced by employees due to the length, hassles, safety concerns, and worries…
Measures job-related stress across two dimensions: time stress and anxiety.
Assesses employee control problems across workload demands, limited growth opportunities, personal/family crises, and working conditions.
Measures the frequency of stressful occurrences in a nursing or hospital job context.
Measures the occurrence and perceived impact (positive or negative) of stressful industrial relations events in the workplace.
Measures the frequency with which employees are bothered by stressful occurrences across five occupational dimensions.
Measures the level of role conflict and role ambiguity experienced by employees within an organization.
Measures perceived job stressors by assessing both the lack of positive features in work and life (associated with…
Measures the level of role conflict and role ambiguity experienced by employees in their work environment.
Measures the degree to which employees experience cognitive and affective strain due to the length, hassles, safety concerns,…
Measures an employee's perceived role overload, defined as the conflict between work demands and the time or resources…
Measures employee control problems across workplace demands, limited growth opportunities, personal/family crises, and working conditions.
Measures specific episodes of role conflict, role ambiguity, and role overload experienced over the past 2 weeks and…
Measures the occurrence and perceived positive or negative impact of stressful industrial relations events in the workplace.
Measures three dimensions of work-related role stress: role conflict, role ambiguity, and role overload.
Measures the level of role conflict and role ambiguity experienced by employees in organizational settings.
Measures employee perceptions of role conflict and role ambiguity in the workplace.
Measures employee perceptions of fairness regarding how role senders respond when expectations are not met due to job-related…
Measures an employee's perceived role overload, defined as the mismatch between demanded work tasks and the time or…
Measures employee uncertainty regarding work methods, scheduling, and performance evaluation criteria.
Measures the frequency and perceived disruption of workplace role conflict, role ambiguity, and role overload experienced over the…
Measures two dimensions of role ambiguity: clarity about job outcome goals and objectives, and clarity about job processes.
Measures three dimensions of work-related role stress: role conflict, role ambiguity, and role overload, designed for cross-cultural equivalence.
Measures the extent to which employees believe their job role gives them discretion to make choices about how…
Measures the extent to which an employee's work role and various nonwork roles conflict with or facilitate one…
Measures the extent to which employees perform their job tasks differently from their predecessors or organizational peers.
Measures employee perceptions of fairness when role expectations are not met due to limiting job conditions.
Measures employee perceptions of organizational fairness regarding procedures and the distribution of rewards.
Measures employee uncertainty regarding work methods, work scheduling, and performance evaluation criteria.
Measures employee perceptions of fairness in organizational outcomes (distributive justice) and the processes used to determine those outcomes…
Measures two dimensions of role ambiguity: clarity about job outcome goals and objectives, and clarity about the work…
Measures employee perceptions of fairness in the allocation of rewards and organizational decision-making processes.
Measures the extent to which employees believe their job role gives them discretion to make choices about how…
Measures employee perceptions of fairness regarding work outcomes, formal procedures, and interpersonal treatment by managers.
Measures the extent to which employees introduce changes to their work roles compared to predecessors or peers.
Measures the degree to which rewards received by employees are perceived to be fair and related to their…
Measures employee perceptions of the fairness of organizational procedures and the distribution of rewards.
Measures employee perceptions of the fairness of the processes and procedures used to determine organizational outcomes and rewards.
Measures employee perceptions of fairness in organizational decisions (distributive justice) and the level of input they have in…
Measures employee perceptions of the fairness of formal organizational procedures and the interpersonal treatment received from supervisors.
Measures employee perceptions of fairness in reward allocation and decision-making processes within an organization.
Measures employee perceptions of procedural justice regarding performance appraisal and pay raise decisions.
Measures employee perceptions of fairness regarding work outcomes, formal decision-making procedures, and interpersonal treatment by managers.
Measures employee perceptions of procedural fairness, employee voice, and management justification regarding organizational decisions.
Measures the degree to which rewards received by employees are perceived to be related to their performance inputs.
Measures the extent to which employees perceive unfair treatment and injustice within their workplace.
Measures employee perceptions of the fairness of the processes used to determine organizational outcomes and rewards.
Measures employee perceptions of formal procedures (participation, appeal mechanisms) and informal interactions (interactive justice) regarding pay and performance…
Measures employee perceptions of the fairness of formal organizational procedures and the quality of interpersonal treatment by supervisors.
Measures employee perceptions of the fairness of procedures used for making pay-related decisions.
Measures employee perceptions of procedural justice in performance appraisal and pay raise decisions.
Measures employee perceptions of fairness regarding a skill-based pay program, including certification objectivity and overall program equity.
Measures employee perceptions of procedural fairness, voice, and management justification regarding organizational relocation decisions.
Measures employee perceptions of procedural and distributive justice regarding organizational gainsharing programs.
Measures the extent to which employees perceive unfair treatment and practices within their workplace.