Workplace Aggression Scale (WPAS) Test

Employees, managers, and people reflecting on recurring conflict can use this assessment to examine how aggression may appear in workplace relationships. The Workplace Aggression Scale (WPAS) Test organizes self-reported experiences into patterns that are easier to review than isolated incidents. As a workplace aggression assessment, it supports focused reflection on conduct, communication, and interference with colleagues’ work.

What This Assessment Explores

Items range from rumors, ridicule, profanity, and raised voices to ignored requests, delayed work, withheld information, property damage, and assault. The workplace aggression questionnaire covers direct and indirect harm.

Four displayed dimensions describe the profile:

• Overt Aggression (1-5) measures violent behavior, threats, theft, information destruction, and property damage: Low 1-2.4; Moderate 2.5-3.6; High 3.7-5.
• Obstructionism (1-5) measures impeding coworkers or supervisors through nonresponse, refusal, slowing, sabotage, or withheld information: Low 1-2.3; Moderate 2.4-3.6; High 3.7-5.
• Hostility Expression (1-5) reflects minimal hostility at low scores and verbal or symbolic hostility at higher scores: Low 1-2.3; Moderate 2.4-3.6; High 3.7-5.
• Workplace Aggression Index (1-5) reflects how frequently employees engage in varied aggression at work: Low 1-2.3; Moderate 2.4-3.6; High 3.7-5.

Methodology and Evidence Base

Each item uses five frequency choices-Never, Rarely, Sometimes, Often, and Very often. The result is presented as a four-part profile, with each score read against its named band; higher values generally indicate more frequent or pronounced aggression within that dimension.

The construct is conceptually consistent with Workplace Aggression Scale (Neuman & Baron, 1998), which distinguishes direct violence from indirect and obstructive workplace aggression; this online questionnaire is not presented as an adaptation of that instrument. Rutter and Hine (2005) and Hennessy (2008) provide workplace-aggression research contexts, but they do not validate this online version or establish its norms.

The five-point self-report format is also comparable to Buss and Perry’s Aggression Questionnaire (1992), although similar response choices do not make the instruments interchangeable.

The result is a structured snapshot when read as an aggression at work test, not a measure of intent, responsibility, or a policy finding. Responses can reflect recall, self-awareness, current stress, and concern about consequences, while the displayed bands are descriptive rather than population norms or clinical thresholds. Read the profile alongside concrete events and workplace information.