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Performance Motivation Assessment Test

Take the online Performance Motivation Assessment Test - AI psychologist FreudlyYou can take Performance Motivation Assessment Testhere. Online version of a simple and accurate psychological test with interpretation.en
Understand what truly drives work or study behavior in about 6 minutes. Get a clear motivation profile to guide coaching, hiring, and rewards, and spot motivation gaps fast.
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Questions: 306 minutes
08:30
October 2, 2025
October 2, 2025
Material has been updated
October 2, 2025
Material has been published
28,346 views
2,879 completions
2,445 likes
Verified by Daniel Hall
Psychologist with 25 years of experience
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Scale Explorer

How the Scales are Structured

example score
7/12
Avoidance of Punishment (AoP)
Measures how strongly a person’s compliance and effort are driven by the desire to avoid punishment or negative consequences.
Low
Moderate
High
0 – 5: Low | 6 – 8: Moderate | 9 – 12: High
A score of 7 indicates a moderate tendency to stay compliant and complete tasks partly to avoid negative outcomes.
example score
4/12
Career (C)
Assesses the extent to which diligence is driven by motivation for career growth and professional advancement.
Low
Moderate
High
0 – 4: Low | 5 – 8: Moderate | 9 – 12: High
A score of 4 suggests low career-driven motivation, with advancement playing a limited role in sustaining diligence.
example score
10/12
Duty (D)
Measures diligence driven by an internal sense of duty and responsibility for completing tasks.
Low
Moderate
High
0 – 5: Low | 6 – 8: Moderate | 9 – 12: High
A score of 10 indicates a high level of duty-based motivation, suggesting strong internal accountability for following through on tasks.
example score
5/12
Order Compliance (OC)
Measures the extent to which a person tends to comply with orders and follow managerial instructions unconditionally.
Low compliance
Moderate compliance
High compliance
0 – 4: Low compliance | 5 – 8: Moderate compliance | 9 – 12: High compliance
A score of 5 indicates a moderate tendency to follow orders, generally aligning with instructions while not relying on command-following as the primary driver.
example score
7/12
Reward (R)
Measures the degree to which diligence is driven by incentives such as rewards, bonuses, or money.
Low reward focus
Moderate reward focus
High reward focus
0 – 4: Low reward focus | 5 – 8: Moderate reward focus | 9 – 12: High reward focus
A score of 7 indicates a moderate orientation toward rewards, suggesting incentives can support diligence but are not the sole driver of effort.
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DATA-BASED USER COHORTS

Who Usually Takes This Test?

HR and recruiters
41%OF USERS
Use it during hiring or internal assessments to quickly see what motivates a candidate or employee and where motivation risks may appear.
Team leads and managers
34%OF USERS
Take it to choose the right mix of rewards, accountability, and clear instructions to improve performance and reduce friction.
Employees and students
25%OF USERS
Use it for self-understanding to identify what drives their effort and how to stay consistent when tasks get routine or stressful.
BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.
Benchmarking

See How You Compare

Once you complete the test, your results are compared with real-world data from people in your country.
Below is a preview of how scores are typically distributed across each scale.
Avoidance of Punishment (AoP)
Avoidance of Punishment (AoP)
Average
7.4
Normal range
5.3 — 9.5
min.
0
max.
12
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.
Career (C)
Career (C)
Average
3.2
Normal range
1.1 — 5.3
min.
0
max.
12
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.
Debt (D)
Debt (D)
Average
7.1
Normal range
4.9 — 9.4
min.
0
max.
12
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.
Carrying Out an Order (COaO)
Carrying Out an Order (COaO)
Average
7.5
Normal range
5.5 — 9.6
min.
0
max.
12
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.
Reward (R)
Reward (R)
Average
8.5
Normal range
6.6 — 10.4
min.
0
max.
12
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.
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SAMPLE QUESTIONS

Example Questions From the Test

    • “The important thing is not to win, but to take part” is not my motto. I prefer to receive a reward for completing an assigned task.
    • When carrying out a task, I try not to waste time.
    • a) To avoid conflict, I do what I am asked.
    • b) I am ambitious and, through my diligence, want to achieve a lot.
    • I willingly comply with requests because it may help me advance.
    • I am afraid of punishment, so I follow workplace rules.
These are 3 of the 30 real questions — the rest appear in the test. No sign-up needed to start.
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WHAT THE TEST MEASURES
About This Assessment
Assessment of Motivation for Diligence, ISP-3E Test

Performance Motivation Assessment Test - Symptoms and Signs

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This measure is designed to screen motivational factors that may influence task engagement and work or academic performance. The Performance Motivation Assessment provides a brief, structured self-report format for identifying prominent motivational drivers.

The instrument includes 30 items and typically requires about 6 minutes to complete. It yields profile-style results that can be used to support hypothesis generation in contexts such as selection, coaching, or development, and should be interpreted alongside other clinical or organizational data. The Performance Motivation Assessment is attributed to John W. Atkinson and David C. McClelland.

Author: David C. McClelland, John W. Atkinson
Literature: Kanfer, R. Work motivation: Identifying use-inspired research directions. Industrial and Organizational Psychology. 2009.
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