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Organizational Trust Beliefs Assessment3

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

08:30

October 2, 2025

October 2, 2025
Material has been updated

October 2, 2025
Material has been published

25,711 views

3,059 completions

2,572 likes

Verified by Daniel Hall

Psychologist with 25 years of experience

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.

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.

Caring for Others (CfO)

Average

2.3

Normal range

1.7 — 2.9

min.

max.

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.

Integrity (I)

Average

2.4

Normal range

1.8 — 3.1

min.

max.

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.

Effectiveness (E)

Average

Normal range

2.3 — 3.6

min.

max.

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.

Expert (E)

Average

2.2

Normal range

1.5 — 2.9

min.

max.

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.

Emotional (E)

Average

3.4

Normal range

2.8 — 4

min.

max.

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.

Organizational (O)

Average

2.3

Normal range

1.8 — 2.9

min.

max.

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

You will be presented with 72 statements organized into 24 blocks, with 3 statements in each block. These statements reflect views about trust within an organization, which may or may not correspond to your own views. Based on your experience working in an organization, compare the statements within each block and indicate which statement you agree with most and which you agree with least. Rate your level of agreement with each statement using a 5-point scale, where 1 indicates complete disagreement and 5 indicates complete agreement. Ratings from 2 to 4 may be used if you partially agree with a statement. Higher scores indicate a higher level of agreement. Within a single block, the same score may not be assigned to more than one statement. For example, if within a block you rate the first statement as 4, you may assign the remaining two statements scores of 1, 2, 3, or 5 (but not 4). If the first two statements are rated 4 and 5, the third statement may be assigned only 1, 2, or 3.

- An employee's professionalism and ability to organize work are not criteria that lead others to trust them.
- Sometimes a person who treats others unfairly can still earn others' trust.
- A hostile attitude toward employees does not contribute to undermining their trust in management.

These are 1 of the 24 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

Identifying Perceptions of Trust Within the Organization Test

Organizational Trust Beliefs Assessment Test - Symptoms and Signs

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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.