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Organizational Trust Beliefs Assessment3

Organizational Trust Beliefs Assessment Test

Designed for people exploring trust at work, the Organizational Trust Beliefs Assessment Test contains 24 questions and takes about 5 minutes. Its profile shows how several trust-related dimensions are perceived in an organization, helping respondents reflect on workplace relationships, collaboration, and areas for development.

Questions: 245 minutes

Organizational Trust Beliefs Assessment: test ticket with numbers

October 2, 2025October 2, 2025Material has been updatedOctober 2, 2025Material has been published

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3,490 completions

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Scale Explorer

How the Scales are Structured

EmotionalE

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

example score4/5

4/5Strongexample score

1 – 2.5Developing

2.6 – 3.7Solid

3.8 – 5Strong

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

Organizational CompetenceOC

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

example score2/5

2/5Lowexample score

1 – 2.4Low

2.5 – 3.7Moderate

3.8 – 5High

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

ExpertiseE

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

example score3/5

3/5Adequateexample score

1 – 2.4Needs Development

2.5 – 3.7Adequate

3.8 – 5Strong

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

Caring for OthersCfO

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

example score3/5

3/5Low careexample score

1 – 3.1Low care

3.2 – 3.9Moderate care

4 – 5High care

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

IntegrityI

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

example score3/5

3/5Low integrity trustexample score

1 – 3Low integrity trust

3.1 – 3.6Moderate integrity trust

3.7 – 5High 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.

Performance EffectivenessPE

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

example score3/5

3/5Needs improvementexample score

1 – 3Needs improvement

3.1 – 3.7Adequate

3.8 – 5Strong

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

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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.

Shaded area — where most people score

Dot — the average

You — your score lands on each curve after the test— your score, after the test

EmotionalE

You?

Average3.4

Typical rangeTypical2.8 – 4

Possible1 – 5

OrganizationalO

You?

Average2.3

Typical rangeTypical1.8 – 2.9

Possible1 – 5

ExpertE

You?

Average2.2

Typical rangeTypical1.5 – 2.9

Possible1 – 5

Caring for OthersCfO

You?

Average2.3

Typical rangeTypical1.7 – 2.9

Possible1 – 5

IntegrityI

You?

Average2.4

Typical rangeTypical1.8 – 3.1

Possible1 – 5

EffectivenessE

You?

Average3

Typical rangeTypical2.3 – 3.6

Possible1 – 5

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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.

WHAT THE TEST MEASURES

Organizational Trust Beliefs Assessment Test - Description and methodology of the test

arrange

People who want to understand how trust is formed and maintained at work can use the Organizational Trust Beliefs Assessment Test to examine perceptions of colleagues, managers, and the organization. It is suitable for employees and leaders considering cooperation, fairness, competence, and support. As an organizational trust assessment, its profile can highlight relational strengths and possible areas for constructive discussion.

What This Assessment Explores

The items examine trust as a perception shaped by how people treat one another, perform responsibilities, manage emotions, and organize work. In this workplace trust questionnaire, the six displayed dimensions are:

Caring for Others (1-5) shows consideration and support: Low care 1-3.1; Moderate care 3.2-3.9; High care 4-5.
Integrity (1-5) shows sincerity, consistency, and norms: Low integrity trust 1-3; Moderate integrity trust 3.1-3.6; High integrity trust 3.7-5.
Performance Effectiveness (1-5) shows work quality, professionalism, initiative, and contribution: Needs improvement 1-3; Adequate 3.1-3.7; Strong 3.8-5.
Expertise (1-5) shows knowledge, experience, innovation, and problem-solving: Needs Development 1-2.4; Adequate 2.5-3.7; Strong 3.8-5.
Emotional (1-5) shows objectivity, fairness, and constructive relationships: Developing 1-2.5; Solid 2.6-3.7; Strong 3.8-5.
Organizational Competence (1-5) shows organized activity, quality work, and internal processes: Low 1-2.4; Moderate 2.5-3.7; High 3.8-5.

Methodology and Scientific Basis

Items present trust-related statements about employees, managers, or the organization. Most invite agreement; one task asks for the statement you agree with most and the one you agree with least. Supportive and critical wording should be read separately.

Responses are combined into profile scores on five-point scales. The displayed ranges and bands categorize results, but they do not show how many points any answer adds, so an item-by-item weighting rule should not be inferred.

The approach is conceptually consistent with Organizational Trust Instrument (Mayer & Davis, 1999), which examines trust in management alongside performance-appraisal conditions. This questionnaire is not presented as a reproduction or validated adaptation. It also aligns with the integrative organizational trust model of Mayer, Davis, and Schoorman (1995), revisited by Schoorman, Mayer, and Davis (2007), where ability, benevolence, and integrity are central considerations.

For this organizational trust questionnaire, standardized norms, reliability, and validity estimates are not established. Self-report results may vary with current experiences, interpretation of wording, and willingness to answer candidly, so the profile is best used for reflection and discussion rather than diagnosis.

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

Literature:

Mayer, R. C., & Davis, J. H. (1999). The effect of the performance appraisal system on trust for management: A field quasi-experiment. Journal of Applied Psychology, 84(1), 123-136. DOI 10.1037/0021-9010.84.1.123
Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of Management Review, 20(3), 709-734. DOI 10.5465/amr.1995.9508080335
Schoorman, F. D., Mayer, R. C., & Davis, J. H. (2007). An integrative model of organizational trust: Past, present, and future. Academy of Management Review, 32(2), 344-354. DOI 10.5465/amr.2007.24348410

Updated: 2025-10-02