Explore our collection of evidence-based psychological scales. Select an assessment to learn more about yourself.
Measures an individual's self-disclosure across five dimensions: intent, amount, positiveness, depth, and honesty.
Measures the frequency of self-reported counterproductive work behaviors directed toward the organization or other people.
Measures the relative importance of 15 work values that influence career choice and satisfaction.
Measures employee creativity, job dissatisfaction, continuance commitment, coworker feedback/support, and organizational support for creativity.
Measures work addiction (workaholism) through two dimensions: working excessively and working compulsively.
Measures organizational culture across four key traits: Involvement, Consistency, Adaptability, and Mission.
Measures individual differences in self-disclosure across five dimensions: intent, amount, positiveness, depth, and honesty.
A multi-dimensional social environmental assessment tool designed to measure the school, family, neighborhood, and peer factors that influence…
Measures the relative importance of 15 distinct work values that influence career choice, development, and job satisfaction.
Measures cognitive and emotional engagement in work and family roles across dimensions of attention, absorption, and energy.
Measures workaholism, characterized by working excessively and working compulsively.
Measures the objective level of autonomy an employee has in their job by assessing the frequency of needing…
A multi-dimensional parent-report instrument designed to assess the social environmental assets and barriers of elementary school students across…
Measures psychological, social, and organizational factors at work to assess job demands, control, role expectations, and social interactions.
Measures the force of an individual's relationship to a goal and their determination to reach it.
Measures cognitive engagement (attention and absorption) in both work and family roles, alongside physical engagement (energy) at work.
Measures an individual's guiding principles and social values across multiple dimensions of life.
Measures the objective, factual autonomy of an employee by assessing the frequency of needing permission and receiving work…
Measures the self-reported likelihood of school personnel using different strategies to handle school bullying incidents.
A comprehensive instrument designed to assess psychological, social, and organizational factors in the work environment.
A 35-item self-report questionnaire designed to assess psychosocial working conditions and identify sources of work-related stress.
A self-report scale designed to measure an individual's level of commitment to a specific goal.
Measures the frequency with which individuals employ different impression management strategies in organizational settings.
Measures an individual's personal and social values across multiple dimensions including harmony, national strength, religiosity, personal growth, and…
Measures the frequency of interpersonal conflict and negative interactions that an employee experiences at work.
Measures the likelihood of school personnel using specific intervention strategies when responding to school bullying.
Measures job commitment and its theoretical predictors: job satisfaction (rewards and costs), quality of alternatives, and investment size.
Measures employee perceptions of psychosocial working conditions related to work-related stress.
Measures employee engagement across intellectual, social, and affective dimensions.
Measures the frequency with which individuals employ various impression management strategies in organizational settings.
Measures the frequency of tension and stress experienced by individuals in relation to their work roles and organizational…
Measures the frequency of interpersonal conflict, ranging from minor disagreements to overt rudeness and arguments, experienced by employees…
Measures the degree to which employees invest their physical, cognitive, and emotional energies into their work roles.
Measures job commitment and its predictors (satisfaction, quality of alternatives, and investment size) based on Rusbult's Investment Model.
Measures the collection of forces that influence an employee's retention and attachment to their organization and community.
Measures employee engagement across three dimensions: intellectual, social, and affective.
Measures key job characteristics and the overall motivating potential of a job role.
Measures the level of stress and tension experienced by individuals in relation to their work roles, specifically focusing…
Measures job control (timing and method control), cognitive demand (monitoring demand and problem solving), and production responsibility.
Measures the multidimensional investment of an employee's physical, cognitive, and emotional energies into their work roles.
Measures employee perceptions of core job characteristics including variety, autonomy, feedback, dealing with others, task identity, and friendship.
Measures the collection of forces that influence an employee's retention and attachment to their organization and community.
Measures employee engagement across intellectual, social, and affective dimensions.
Measures core job characteristics to determine the motivating potential of a job.
An instrument designed to measure employee attitudes about nine facets of their job, as well as overall job…
Measures dimensions of work control, cognitive demand, and production responsibility.
Measures employee perceptions of core job characteristics including variety, autonomy, feedback, dealing with others, task identity, and friendship…
Measures a wide range of negative and positive emotional reactions that people experience in their jobs.
Measures an employee's cognitive withdrawal tendencies, specifically their thoughts, estimated likelihood, and perceived desirability of quitting their job.
Measures employee engagement across intellectual, social, and affective dimensions.
A 36-item instrument designed to measure nine facets of job satisfaction as well as overall job satisfaction.
Measures and ranks an individual's work-related values to assist in career planning and decision-making.
Measures two distinct dimensions of job-related stress: time stress and job anxiety.
Measures two dimensions of job-related stress: time stress and job anxiety.
Measures the level of occupational stress, tension, and pressure experienced by an individual in their work environment.
Measures the level of perceived stress, pressure, and tension experienced by an individual in their work environment.
Measures the level of stress produced by various work-related demands and organizational conditions.
Measures the level of stress experienced by individuals arising from various work-related demands and conditions.
Measures the level of perceived stress and tension experienced by an individual in their work environment.
Measures the level of perceived stress and tension experienced by an individual in their work environment.
Measures the multidimensional quality of the working relationship between an employee and their supervisor.
Measures the quality of the working relationship between a follower and their supervisor across four dimensions: Affect, Loyalty,…
Measures an individual's belief in their own capability to perform job tasks and their belief in their work…
Measures an individual's belief in their own capability to perform job tasks and their belief in their work…
Measures the perceived task-oriented and relationship-oriented leadership behaviors of a supervisor.
Measures the frequency of positive and negative emotional reactions that employees experience in response to their job.
Measures an employee's cognitive withdrawal and intentions to quit their job.
Measures individual values that guide behavior and decision-making across various life roles.
A self-report instrument designed to assess the two core dimensions of occupational burnout: exhaustion and disengagement.
Measures and ranks an individual's work-related values and preferences to assist in career development.
Measures task-oriented and relational leadership styles of a supervisor as perceived by subordinates.
A multidimensional self-report scale designed to measure job stress, role expectation conflict, coworker support, and work-life balance.
Measures affective disposition by assessing an individual's level of satisfaction with a variety of everyday, neutral objects and…
Measures work and life values to assist in career development, personal growth, and decision-making.
A self-report instrument designed to assess the two core dimensions of burnout: exhaustion and disengagement from work.
Measures professional burnout across three dimensions: emotional exhaustion, depersonalization, and personal accomplishment.
Measures job stress, role expectation conflict, coworker support, and work-life balance in organizational settings.
Measures the relative importance of various career and life values to assist in career planning and work-life balance.
Measures affective disposition by assessing an individual's satisfaction with a variety of everyday, neutral objects and situations.
Measures followers' perceptions of their athletic director's transformational leadership behaviors.
Measures occupational burnout across three dimensions: emotional exhaustion, depersonalization, and personal accomplishment.
Measures the frequency of voluntary behaviors performed by employees that benefit their co-workers or organization.
Measures an employee's psychological attachment and commitment to their organization.
Measures the relative importance of various career and life values to assist in work-life design and career planning.
Measures three distinct forms of employee commitment to an organization: affective, continuance, and normative commitment.
Measures three distinct components of organizational commitment: affective (emotional attachment), continuance (perceived costs of leaving), and normative (perceived…
Measures the frequency of voluntary, non-mandatory behaviors performed by employees that benefit the organization or its members.
Measures an employee's commitment to their organization across three dimensions: willingness to exert effort, desire to maintain membership,…
Measures the frequency of organizational constraints that make it difficult or impossible for employees to perform their jobs.
Measures three distinct forms of employee commitment to an organization: affective (emotional attachment), continuance (perceived cost of leaving),…
Measures an individual's preferences for organizational culture values to assess person-organization fit.
Measures three distinct dimensions of employee commitment to their organization: affective, continuance, and normative commitment.
Measures multidimensional trust within an organization, specifically focusing on supervisors, peers, upper management, and the organization as a…
Measures the frequency of encountering organizational constraints that make it difficult or impossible for employees to perform their…
Measures person-organization fit by assessing an individual's preferences for various organizational values and culture characteristics.
Measures educators' perceptions of fairness, equity, and ethical behavior within their school organization.
Measures an employee's overall cognitive and affective evaluation of their job satisfaction.
Measures trust within an organization across four distinct dimensions: supervisor, peers, upper management, and the organization itself.
Measures the self-perceived value that individuals have of themselves as organization members acting within an organizational context.
Measures teachers' perceptions of fairness, equity, and ethical behavior within their school organization.