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Basic Needs Satisfaction at Work Scale Test

Understand how free, capable, and connected you feel at work in just 4 minutes. Get clear, actionable insight to boost engagement, improve culture, and help prevent burnout.
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Questions: 214 minutes
Hi! My name is Freudly, i am an AI therapist, I will give you an interpretation of the test after you complete it.
08:30
October 2, 2025
October 2, 2025
Material has been updated
20166 views
1544 completions
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Scale Explorer
How the Scales are Structured
example score
3/7
Relatedness Need Satisfaction (RNS)
Measures how supported, accepted, and socially connected a person feels at work.
Low connectedness
Moderate connectedness
High connectedness
1 – 4.2: Low connectedness | 4.3 – 6: Moderate connectedness | 6.1 – 7: High connectedness
A score of 3 indicates low perceived connectedness at work, suggesting limited feelings of support or belonging with others.
example score
3/7
Competence Need (CN)
Measures how effective and capable a person feels in handling their work tasks and challenges.
Low competence satisfaction
Moderate competence satisfaction
High competence satisfaction
1 – 4.2: Low competence satisfaction | 4.3 – 5.9: Moderate competence satisfaction | 6 – 7: High competence satisfaction
A score of 3 suggests lower satisfaction of the need for competence, indicating you may often feel less effective or confident in completing work tasks.
example score
5/7
Autonomy Need (AN)
Measures how much a person feels choice, self-direction, and alignment with their own values in their work activities.
Low autonomy
Moderate autonomy
High autonomy
1 – 3.9: Low autonomy | 4 – 5.6: Moderate autonomy | 5.7 – 7: High autonomy
A score of 5 indicates a moderate sense of autonomy at work, with some personal choice and self-direction but also notable constraints or external direction.
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DATA-BASED USER COHORTS
Who Usually Takes This Test?
Employees Checking Well-Being
44%OF USERS
People take it to understand whether they feel free to make choices, capable in their role, and connected to coworkers.
Managers and Team Leads
31%OF USERS
Leaders use it to spot motivation blockers in their team and adjust how work is structured, supported, and communicated.
HR and People Ops
25%OF USERS
HR teams use it to measure morale and evaluate the impact of changes like reorganizations, new policies, or training.
BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.
RESULTS YOU CAN ACTUALLY USE
What You’ll See After You Finish the Test
Scale Results
— Explained Clearly
Your scores across each test scale, translated into plain, usable insights. Not just numbers, but what they actually mean for your daily life, emotional state, and overall well-being.
AI-Powered
Interpretation
A structured, clinically grounded explanation. Our AI analyzes patterns and relationships between scales to provide a coherent interpretation — without alarmist language.
Statistical
Comparison
See how you compare to others. Your scores are placed in a statistical context, showing percentiles and trends based on anonymized platform data to help you understand what`s typical.
Practical
Recommendations
Actionable guidance tailored to your profile. Receive clear, realistic suggestions you can apply immediately — focused on coping, self-regulation, and realistic next steps.
AI-Detected
Insights
Key patterns you might not notice on your own. Surfacing subtle connections in your responses that help you better understand what may be driving your current results.
Discuss with
an AI Psychologist
Clarify, reflect, and explore right away. Talk through your outcomes, ask questions, and explore meanings in a calm, non-diagnostic dialogue environment.
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Used in 52+ countries
Benchmarking
See How You Compare
Once you finish the test, your results will be compared with real-world data from people in your country.
Below is a preview of the benchmarks we use to place your score in context.
The Need for Connectedness (TNfC)
Average
4.9
Normal range
3.8 — 5.9
min.
1
max.
7
majority
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.
The Need for Competence (TNfC)
Average
3.5
Normal range
2.6 — 4.3
min.
1
max.
7
majority
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.
The Need for Autonomy (TNfA)
Average
3.5
Normal range
2.4 — 4.5
min.
1
max.
7
majority
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.
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Trusted by 22k+ Users Worldwide
CLEAR ANSWERS TO COMMON QUESTIONS
Frequently Asked Questions

Any questions left?

What does this questionnaire measure?
It measures satisfaction of three basic psychological needs at work: autonomy, competence, and relatedness. Scores indicate how much the work setting supports motivation and well-being.
How long does it take to complete and how many items are included?
Completion typically takes about 4 minutes. The questionnaire contains 21 items.
How should responses be selected?
Each item should be rated based on current experiences at work. Responses should reflect typical feelings rather than unusual events.
How are results interpreted?
Higher scores indicate greater satisfaction in the relevant area, and lower scores indicate potential unmet needs. Results are usually reviewed by subscale rather than as a single total score.
Is there a right or wrong way to answer?
There are no correct answers. Accurate results depend on responding honestly and consistently.
WHAT THE TEST MEASURES
About This Assessment
Basic Needs Satisfaction Scale at Work Test

Basic Needs Satisfaction at Work Scale Test

arrangeself-determinationjob satisfaction

This self-report measure assesses perceived satisfaction of core psychological needs in the workplace. The Basic Needs Satisfaction at Work Scale is used to evaluate employees’ experiences of autonomy, competence, and relatedness in their work setting.

The instrument includes 21 items and typically takes about 4 minutes to complete. Results can support organizational assessment and research by characterizing the extent to which the work environment is experienced as self-directed, effective, and socially connected, which may inform hypotheses about motivation and well-being.

Scores from the Basic Needs Satisfaction at Work Scale are generally interpreted at the subscale level (autonomy, competence, relatedness) and may be used to monitor change over time (e.g., following organizational interventions) when administered under consistent conditions.

Author: edward-l-deci, richard-m-ryan
Literature: Deci, E. L., & Ryan, R. M. The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry. 2000.; Deci, E. L., Ryan, R. M., Gagné, M., Leone, D. R., Usunov, J., & Kornazheva, B. Need satisfaction, motivation, and well-being in the work organizations of a former Eastern bloc country: A cross-cultural study of self-determination. Personality and Social Psychology Bulletin. 2001.
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