Explore our collection of evidence-based psychological scales. Select an assessment to learn more about yourself.
Assesses the standards and comparison points employees use when evaluating the fairness of organizational procedures used to make…
Measures employee perceptions of formal procedures (participation and appeal mechanisms) and informal interactions (interactive justice) concerning pay and…
Measures employee perceptions of the fairness of procedures used to make pay-related decisions.
Measures employee perceptions of procedural and interactional fairness during organizational restructuring and layoffs.
Measures employee perceptions of fairness in a skill-based pay program.
Measures employee perceptions of the fairness of the procedures and processes used during their performance evaluation.
Measures employee perceptions of procedural and distributive justice regarding organizational gainsharing programs.
Measures the extent to which employees believe that fair procedures are used to establish performance goals.
Measures the standards and comparison points employees use to assess the fairness of procedures used by an organization…
Measures employee perceptions of fairness, parental deservingness, and institutional responsibility regarding parental leave policies.
Measures employee perceptions of the fairness of procedures and quality of interpersonal treatment by management during organizational restructuring…
Measures the bi-directional conflict between work and family responsibilities.
Measures employees' perceptions of the fairness of the procedures and processes used by their supervisor during performance evaluations.
Measures the extent of inter-role conflict that occurs between work and family roles.
Measures the extent to which employees believe that fair procedures are used to establish performance goals.
Measures the bi-directional conflict between an individual's work and family roles.
Measures employee perceptions of the fairness, deservingness, and institutional responsibility of parental leave policies.
Measures the frequency of stress and strain experienced by individuals when combining work and parenting roles.
Measures the bi-directional conflict between work and family lives, assessing how work demands interfere with family and how…
Measures employee attitudes toward managing their career and family interface, including expectations for themselves and their spouses.
Measures the extent of inter-role conflict that occurs when work demands interfere with family life.
Measures the extent of spillover of work demands into four nonwork roles: spouse, parent, leisure, and home management.
Measures the bi-directional conflict between work and family roles, assessing how work demands interfere with family life and…
Assesses the extent of conflict between work and home responsibilities.
Measures the frequency with which employed parents experience stress and strain related to combining work and family/parenting roles.
Measures an employee's perceptions of control over aspects of work and family responsibilities and demands.
Measures employee attitudes toward managing their career and family interface, assessing expectations for oneself and one's spouse.
Assesses work-family conflict across time-based, strain-based, and behavior-based dimensions.
Measures the spillover of work demands into four non-work roles: spouse, parent, leisure, and home management.
Measures person-organization fit by comparing individual preferences for organizational values with the actual profile of an organization.
Measures the extent to which work demands and time commitments interfere with home, family, and social life.
Measures an employee's perceptions of control over work and family responsibilities and demands.
Measures the importance of organizational goals to assess the degree of congruence between an employee and their supervisor…
Measures the compatibility between employees and their organizations by comparing organizational characteristics with individual preferences.
Assesses work-family conflict across time-based, strain-based, and behavior-based dimensions.
Measures person-organization fit by comparing individual preferences for organizational values with the actual culture of the organization.
Measures an employee's subjective perception of compatibility between their personal values and the values of their employing organization.
Measures the perceived alignment between an employee's personal values, goals, and characteristics and those of their employing organization.
Measures the perceived importance of various organizational goals to assess goal congruence between employees and their supervisors or…
Measures the discrepancy between an employee's perceived work environment and their preferred work environment across four job dimensions.
Measures the congruence between an employee's values, needs, and personality and their organization's characteristics, systems, and image.
Measures an employee's subjective perception of their compatibility and fit with their employing organization.
Measures an employee's perception of the fit between their personal abilities and the demands of their job.
Measures the perceived alignment between an employee's personal values, goals, and characteristics and those of their employing organization.
Measures four dimensions of organizational citizenship behavior: interpersonal helping, individual initiative, personal industry, and loyal boosterism.
Measures the discrepancy between an employee's perceived work environment and their personal preferences across four job dimensions.
Measures three dimensions of workplace behavior: behaviors benefiting specific individuals (OCBI), behaviors benefiting the organization (OCBO), and required…
Measures an employee's perception of how well their skills and abilities match the demands of their job.
Measures five dimensions of discretionary workplace behaviors that go beyond basic job requirements to support organizational effectiveness.
Measures four dimensions of organizational citizenship behavior: interpersonal helping, individual initiative, personal industry, and loyal boosterism.
Measures five dimensions of organizational citizenship behavior in the context of Chinese society.
Measures organizational citizenship behaviors directed at individuals, the organization, and in-role job performance.
Measures five dimensions of discretionary workplace behaviors that exceed basic job requirements.
Measures the frequency with which employees use four types of ingratiatory behaviors in superior-subordinate relationships.
Measures five dimensions of organizational citizenship behavior in the context of Chinese society.
Measures two types of extra-role work behaviors: helping (cooperative, relationship-building actions) and voice (proactive, challenge-oriented suggestions for change).
Measures employee behaviors across positive work, psychological withdrawal, physical withdrawal, and antagonistic work dimensions.
Measures the frequency with which employees use four types of ingratiatory behaviors in superior-subordinate relationships.
Measures negative behaviors by employees that have the potential to harm individuals and/or the organization.
Measures two types of extra-role work behaviors: helping (cooperative, relationship-building actions) and voice (constructive change-oriented communication).
Measures the frequency of direct and indirect aggressive behaviors directed toward an employee by coworkers in the workplace.
Measures positive work behaviors, psychological withdrawal, physical withdrawal, and antagonistic work behaviors in the workplace.
Measures interpersonal and organizational deviant behaviors in the workplace.
Measures negative behaviors by employees that have the potential to harm individuals and/or the organization.
Measures the frequency of six distinct behavioral tactics used by subordinates to influence their supervisors.
Measures the frequency of direct and indirect aggressive victimization behaviors experienced by employees in the workplace.
Measures the personal importance of terminal values (desirable end states) and instrumental values (preferred modes of behavior).
Measures the frequency of interpersonal and organizational deviant behaviors committed by employees in the workplace.
Assesses the perceived importance of various job characteristics across comfort, competence, and status dimensions.
Measures the frequency of six types of behaviors used by subordinates to influence their supervisors.
Measures the extent to which an individual subscribes to the Protestant work ethic, emphasizing diligence, asceticism, and a…
Measures the importance and attainment of terminal values (desirable end states) and instrumental values (preferred modes of behavior).
Assesses the perceived importance of 21 job characteristics grouped into comfort and security, competence and growth, and status…
Measures the personal importance of 56 outcomes and modes of behavior grouped into ten basic value categories.
Measures the extent to which an individual subscribes to the Protestant work ethic, emphasizing diligence, asceticism, and a…
Measures an individual's ethical decision-making orientation as either utilitarian (outcome-oriented) or formal (rule-oriented).
Measures cultural values related to work across four dimensions: integration, Confucian work dynamism, human-heartedness, and moral discipline.
Measures the importance of 56 outcomes and modes of behavior across ten basic human value categories.
Measures the extent to which employees accept and support behaviors within an organization that may conflict with ethical…
Measures an individual's ethical decision-making orientation as either utilitarian (outcome-oriented) or formal (rule-oriented) using vignettes and trait ratings.
Measures the extent to which employees believe their organization values quality, innovation, cooperation, and participation in decision-making.
Measures procurement decision-making styles of companies in the B2B sector across seven dimensions.
Measures the extent to which employees accept and support behaviors within an organization that may conflict with ethical…
Measures the extent to which employees believe their organization values quality, innovation, cooperation, and participation in decision-making.
Measures an individual's propensity to work cooperatively and goal-oriented in team situations.
Measures procurement decision-making styles of companies in the business-to-business (B2B) sector.
Measures an individual's propensity to work cooperatively and goal-oriented in team situations across the dimensions of Affiliation and…
Measures the quality of rescue force training in simulated acute settings.
Measures the perceived quality of tabletop exercises in rescue force training.
Measures the perceived quality of tabletop exercises in rescue force training.
A self-report scale designed to evaluate the quality of training for rescue forces, measuring both learning processes and…
Measures the quality of training for rescue forces across learning processes and learning outcomes.
A self-report questionnaire designed to evaluate the perceived quality of basic training programs for voluntary and professional firefighters.
Measures the perceived quality of basic firefighter training at community and district levels.
A feedback instrument designed to evaluate the training quality of fire brigade and rescue forces command staff members…
A feedback instrument designed to evaluate the training quality of fire brigade and rescue forces command staff members…
Measures the perceived quality of written examinations in rescue force training across preparation, design, and cognitive load.
Measures the training quality of rescue forces in short-term seminars and workshops across learning processes and outcomes.
Measures the perceived quality of written examinations in rescue force training across preparation, design, and cognitive load.
Measures the quality of training for rescue forces in the context of short seminars and workshops.