Interpersonal Identity Diagnostic Assessment Test

People who want to understand why particular workplace relationships feel similar, emotionally important, or influential in daily conduct can use this assessment as a focused self-reflection tool. The Interpersonal Identity Diagnostic Assessment Test considers how connection with selected colleagues enters perception, feeling, and behavior. As a workplace identity assessment, it can help readers organize a profile of belonging, emotional congruence, and behavioral alignment.

What This Assessment Measures

Rather than treating similarity as one broad trait, the interpersonal identity questionnaire separates recognition of connection, emotional experience, and behavioral expression. It suits readers reflecting on meaningful workplace relationships in which colleagues influence opinions, expectations, self-perception, or conduct. A result indicates the reported strength of a component, not a fixed identity label.

The three displayed dimensions are:

• Cognitive Component (3-18) measures perceived belonging, integrative connection, and recognition of current characteristics in oneself or the other; bands: Low 3-7, Moderate 8-13, and High 14-18.
• Affective Component (3-18) measures emotional connectedness and positivity, including congruence with self, another person, and relevant events; bands: Low connection 3-7, Moderate connection 8-13, High connection 14-18.
• Behavioral Component (2-12) measures reproducing another’s significant features and acting according to personal or interpersonal expectations; bands: Low alignment 2-5, Moderate alignment 6-9, and High alignment 10-12.

Methodology and Evidence Base

Each statement uses six ordered choices, from Strongly disagree to Strongly agree. Items move from shared thinking and interests to approval, distress over disagreement, concern about expectations, imitation, and behavioral similarity, linking three aspects of connection.

As an interpersonal identity test, it uses a structured self-report profile: responses are grouped into three displayed dimensions and read within their ranges and bands. The questionnaire provides component ranges and result bands, but it states no item-weighting, reverse-keying, or population-norm procedure; interpret the profile as a questionnaire-specific self-report result.

The closest source is the Questionnaire of Interpersonal Identity, described by Sidorenkov. Sidorenkov and Trishkina support cognitive, affective, and behavioral manifestations in groups. Sidorenkov and Pavlenko address group profiling; Sidorenkov, Shipitko, Shtilnikov, and Stroh extend organizational context. Its standardization and validation status is not stated, so the profile should not be treated as equivalent to a normed version of the Questionnaire of Interpersonal Identity.

Read the profile in current workplace context. Self-report may reflect mood, self-awareness, social desirability, and changing group dynamics, so results describe a present perspective rather than an unchanging identity or clinical diagnosis.