Explore our collection of evidence-based psychological scales. Select an assessment to learn more about yourself.
Measures the perceived quality of independent study exercises in rescue force training courses.
Measures the perceived quality of exercises for independent work in rescue force training.
Measures the perceived quality of group work and learning-conducive interactions in rescue force training.
Measures the collective perception in a team that all members share, discuss, and integrate their specific knowledge to…
Measures team processes across transition, action, and interpersonal phases to evaluate team collaboration and effectiveness.
Measures the collective perception in a team that all members share, discuss, and integrate their specific knowledge to…
Measures an individual's perception of the quality of shared information from a sender across five dimensions: disclosure, clarity,…
Measures the affective facet of organizational commitment, reflecting an employee's identification with and involvement in their organization.
Measures transition, action, and interpersonal team processes to assess the quality of collaboration within a team.
Measures employee retention across four distinct dimensions: affective, cognitive, normative, and contractual commitment.
Measures an individual's perception of the quality of shared information from a sender (e.g., a supervisor) across five…
Measures the extent to which employees believe that their organization values their contributions and cares about their well-being.
Measures an employee's identification with, involvement in, and affective commitment to their organization.
Measures subjective job characteristics across four dimensions: skill variety, decision latitude, job stressors, and social interaction.
Measures teachers' occupational satisfaction, perceived pedagogical aptitude, and experienced work-related stress.
Measures employee retention across four distinct dimensions: affective, cognitive, normative, and contractual commitment.
Measures the extent to which employees believe that their organization values their contributions and cares about their well-being.
Measures the extent to which work is viewed primarily under the aspect of money acquisition and securing one's…
Measures subjective job characteristics across four dimensions: task variety, decision autonomy, mental demands, and social interaction.
Measures the relative importance of various job characteristics and work values.
Measures a person's conviction that they can successfully carry out behaviors and cope with difficulties in a professional…
Measures personality traits of teachers across three dimensions: job satisfaction, perceived aptitude, and experienced stress.
Measures the extent to which work is viewed primarily under the aspect of money acquisition and securing one's…
A short screening instrument designed to measure the psychological states of experiencing meaning and competence in the workplace.
Measures the personal importance of various job characteristics and work orientation.
Measures attitudes and multidimensional commitment (affective, continuance, and normative) towards the organization, occupation, and specific form of employment.
Measures an individual's general conviction in their ability to successfully perform tasks and handle challenges within a professional…
A short screening instrument to assess the psychological states of experiencing meaning and competence at work.
Measures the affective commitment and loyalty of employees to their organization.
Measures multidimensional commitment (affective, continuance, and normative) toward one's organization, occupation, and specific employment status.
A multidimensional instrument designed to measure employee experience across job satisfaction, organizational commitment, individual engagement, and collective engagement.
Measures the affective loyalty, identification, and involvement of employees with their organization.
Measures the degree to which individuals ascribe meaning to their work or view it as meaningless.
Measures employee experience across job satisfaction, organizational commitment, individual engagement, and collective engagement.
A multidimensional self-report instrument measuring the job-related self-concepts of prospective teachers across six professional competence domains.
Measures the degree to which individuals perceive their work as meaningful or meaningless.
Measures the five core success factors of high-performing teams: psychological safety, performance standards, clarity, meaning, and impact.
Measures the extent to which an employee has adopted traditional work standards, including fulfillment of duties and commitment.
A multidimensional instrument designed to assess the occupation-related self-concepts of prospective teachers across six professional domains.
Measures the shared expectations of work group members to overcome impediments and achieve positive results.
Measures key psychological success factors of high-performing teams, including psychological safety, performance standards, clarity, meaning, and impact.
Measures the extent to which an employee has adopted traditional work standards such as fulfillment of duties and…
Measures performance-related attitude and behavior symptoms in an employee's self-perception across career orientation, work attitude, and fear of…
Measures the shared expectations of team members to overcome challenges and achieve positive results.
Measures the degree to which the actions of service employees are oriented toward customer satisfaction.
Measures individual performance-related attitude and behavior symptoms across career orientation, work attitudes, and fear of failure.
Measures the degree to which the actions and attitudes of service employees are oriented toward customer satisfaction.
Measures the shared perception of team members that the team is safe for interpersonal risk-taking and that speaking…
Measures the shared perception of team members that the team is safe for interpersonal risk-taking and that speaking…
Measures occupational self-efficacy expectations, mapping motivational and skill-related aspects of professional confidence.
A 5-item economic scale measuring occupational self-efficacy expectations, mapping motivational and skill-related aspects of professional confidence.
Measures the conviction of teachers that they can successfully deal with bullying situations between students.
Measures collective speak-up behavior (voice behavior) within a work group or team.
Measures the subjective importance of various occupational characteristics across intrinsic, extrinsic, and social dimensions.
Measures a teacher's conviction in their ability to successfully recognize, intervene in, and resolve bullying situations among students.
Measures individual differences in the habitual use of two emotion regulation strategies: Cognitive Reappraisal and Expressive Suppression.
Measures the subjective importance of various occupational characteristics across intrinsic, extrinsic, and social dimensions.
Measures the quality of the unique exchange relationship between an employee and their supervisor across four distinct dimensions.
Measures two distinct emotion regulation strategies: cognitive reappraisal (antecedent-focused) and expressive suppression (response-focused).
Measures the quality of the exchange relationship between an employee and their supervisor across four dimensions: affect, loyalty,…
Measures the quality of the relationship between an employee and their supervisor across the dimensions of respect, trust,…
Measures transformational, transactional, and passive-avoidant leadership styles.
Measures leadership behavior across four meta-categories: task-orientation, relation-orientation, change-orientation, and external orientation.
Measures the quality of the relationship between an employee and their supervisor across the dimensions of respect, trust,…
Measures the dyadic relationship between supervisor and employee across two dimensions: the promotion of employee self-esteem by the…
Measures Yukl's four meta-categories of leadership behavior: task, relation, change, and external orientation.
Measures the quality of communication between employees and their supervisors from the employee's perspective.
Measures the dyadic relationship between supervisor and employee across the dimensions of supervisor promotion of self-esteem and employee…
Measures the quality of the working relationship between an employee and their supervisor.
Measures how employees perceive the quality of communication between themselves and their direct supervisor.
Measures the extent to which an employee perceives themselves as occupying a subordinate or superior role within their…
Measures the quality of the working relationship between an employee and their supervisor based on mutual trust, respect,…
Measures the verbal communication behavior of managers from the perspective of their employees.
Measures the extent to which employees perceive themselves as operating in subordinate versus supervisory roles within their workplace…
Measures general job satisfaction and specific attitudes toward working life across four dimensions: self-realization, resignation, satisfaction with payment,…
Measures the verbal communication behavior of managers from the perspective of their employees.
A multi-dimensional self-report instrument designed to measure cognitive-evaluative job satisfaction across seven distinct facets of the work environment.
A multidimensional instrument designed to assess individual aspects of working life and general attitudes toward work.
A multi-dimensional self-report scale designed to measure job satisfaction across seven distinct facets of the work environment.
Measures subjective job satisfaction, working atmosphere, and occupational stress based on the Lazarus stress model.
Measures subjective job satisfaction, working atmosphere, and occupational stress based on Lazarus' stress model.
Measures the subjectively perceived workload of nursing staff across coordination/information problems and psychophysical overload.
A brief unidimensional instrument to assess workplace mobbing exposure in the general working population.
Measures the subjectively perceived workload of nursing staff across coordination, information, and psychophysical overload dimensions.
A brief unidimensional instrument to assess workplace mobbing exposure in the general working population.
Measures structural, company-specific role conflicts across five dimensions: quantitative workload, orientation deficits, feedback deficits, professional conflicts, and sender…
Measures role conflict in organizational settings across five distinct conflict and deficit areas.
Measures the intensity of social stressors and relationship problems with colleagues and supervisors in the workplace.
Measures work-family conflict as a two-directional process: work interference with family and family interference with work.
Measures the intensity of social stressors resulting from relationship problems with colleagues and supervisors in the workplace.
Measures the generalized positive attitude toward education and the extent to which higher educational attainment is viewed as…
Measures work-family conflict as a bidirectional process consisting of work interference with family and family interference with work.
Measures students' multidimensional perception of academic study requirements across six key areas.
Measures the generalized positive attitude toward education and the extent to which higher educational attainment is viewed as…
Measures the multidimensional tendency of dual students to drop out of their university course or training company.
Measures how students perceive and cope with academic, personal, organizational, and social demands during their studies.
Measures the multidimensional tendency of dual-system university students to drop out, focusing on both study-related and training-company-related factors.
Measures parents' realistic expectations and certainty regarding their child's future academic qualifications.
Measures the strength of parents' motivation to maintain their social status and their perception of how likely different…