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Organizational Trust Beliefs Assessment

Organizational Trust Beliefs Assessment Test

Understand how trust feels across your team in just 5 minutes. Get clear insights on effectiveness, integrity, and care to strengthen communication and reduce conflict.

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Questions: 245 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

October 2, 2025
Material has been published

22889 views

2808 completions

2365 likes

Scale Explorer

How the Scales are Structured

example score

3/5

Caring for Others (CfO)

Measures the extent to which colleagues are perceived as considerate, supportive, and attentive to one another’s needs.

Low care

Moderate care

High care

1 – 3.1: Low care | 3.2 – 3.9: Moderate care | 4 – 5: High care

A score of 3 indicates low perceived care, suggesting support and consideration among colleagues may be inconsistent or limited.

example score

3/5

Integrity (I)

Integrity measures the perceived honesty, fairness, and consistency of colleagues and leadership in following agreed norms.

Low integrity trust

Moderate integrity trust

High integrity trust

1 – 3: Low integrity trust | 3.1 – 3.6: Moderate integrity trust | 3.7 – 5: High integrity trust

A score of 3 indicates low integrity trust, suggesting participants perceive honesty and fairness as inconsistent or not yet well established across the organization.

example score

3/5

Performance Effectiveness (PE)

Effectiveness measures perceived staff professionalism and how reliably colleagues deliver quality work against goals.

Needs improvement

Adequate

Strong

1 – 3: Needs improvement | 3.1 – 3.7: Adequate | 3.8 – 5: Strong

A score of 3 suggests perceived effectiveness is in the Needs improvement range, indicating inconsistent confidence in colleagues’ task execution and results.

example score

3/5

Expertise (E)

Measures perceived professional competence, domain expertise, and effectiveness in solving work problems within the organization.

Needs Development

Adequate

Strong

1 – 2.4: Needs Development | 2.5 – 3.7: Adequate | 3.8 – 5: Strong

A score of 3 indicates an adequate level of perceived expert competence, suggesting generally reliable professionalism with some room to strengthen expertise or consistency.

example score

4/5

Emotional (E)

Measures emotional competence in the workplace, including fairness, objectivity toward others, and the ability to build constructive team relationships.

Developing

Solid

Strong

1 – 2.5: Developing | 2.6 – 3.7: Solid | 3.8 – 5: Strong

A score of 4 indicates strong emotional competence, suggesting you generally approach others fairly and maintain constructive working relationships.

example score

2/5

Organizational Competence (OC)

Organizational competence reflects how effectively the organization structures work, maintains quality, and runs internal processes.

Low

Moderate

High

1 – 2.4: Low | 2.5 – 3.7: Moderate | 3.8 – 5: High

A score of 2 indicates low organizational competence, suggesting internal processes and coordination are perceived as inconsistent and may hinder reliable work quality.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

Team Leads and Managers

41%OF USERS

They use it to spot trust gaps in effectiveness, integrity, and care so they can reduce friction and improve collaboration.

HR and People Partners

34%OF USERS

They run it as a quick pulse check to guide culture, engagement, and conflict-prevention efforts across teams.

Change and Project Teams

25%OF USERS

They take it before or during major initiatives to identify communication risks and strengthen cross-team trust.

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.

Caring for Others (CfO)

Average

2.3

Normal range

1.7 — 2.9

min.

max.

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.

Integrity (I)

Average

2.4

Normal range

1.8 — 3.1

min.

max.

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.

Effectiveness (E)

Average

Normal range

2.3 — 3.6

min.

max.

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.

Expert (E)

Average

2.2

Normal range

1.5 — 2.9

min.

max.

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.

Emotional (E)

Average

3.4

Normal range

2.8 — 4

min.

max.

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.

Organizational (O)

Average

2.3

Normal range

1.8 — 2.9

min.

max.

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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CLEAR ANSWERS TO COMMON QUESTIONS

Frequently Asked Questions

Any questions left?

What does this questionnaire measure?

It measures perceptions of trust in the work setting across effectiveness, integrity, and care. Results indicate strengths and gaps in the current trust climate.

How long does it take, and how many items are included?

Completion typically takes about 5 minutes. The questionnaire includes 24 items.

What time frame should be used when answering?

Answer based on typical experiences in the current work environment. If conditions have recently changed, use the most recent several weeks as the reference.

How should responses be selected if a statement does not fully fit?

Select the response that most closely matches overall experience rather than a single event. Avoid spending excessive time on any one item.

How are the results used?

Scores summarize perceived trust by component and overall. The results can guide actions related to transparency, fairness, support, and work quality.

WHAT THE TEST MEASURES

About This Assessment

Identifying Perceptions of Trust Within the Organization Test

Organizational Trust Beliefs Assessment Test

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This measure assesses employees’ beliefs about trust within an organizational context. The Organizational Trust Beliefs Assessment is designed to characterize perceived trust-related expectations in workplace relationships and the broader organization.

It is a brief self-report questionnaire consisting of 24 items and typically requires about 5 minutes to complete. Items reflect perceptions of others’ reliability and competence, integrity and fairness, and interpersonal care or support, yielding a profile of trust-related beliefs rather than a single global impression.

The Organizational Trust Beliefs Assessment may be used to inform organizational consultation, team development, and change management by identifying areas of relative strength and concern in trust perceptions. Authors: R. C. Mayer, J. H. Davis, F. D. Schoorman.

Author: F. D. Schoorman, J. H. Davis, R. C. Mayer

Literature: Mayer, R. C., Davis, J. H., & Schoorman, F. D. An integrative model of organizational trust. Academy of Management Review. 1995.

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