Loyalty Test

With 25 questions taking about 5 minutes, this loyalty test explores how strongly work, professional development, and commitment to an organization shape employees’ attitudes. Results offer a profile of workplace priorities and involvement, helping you reflect on motivation, career focus, organizational connection, and the meaning you attach to work.

Questions: 255 minutes

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

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2,547 completions

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Scale Explorer

How the Scales are Structured

Work LoyaltyWL

Measures how meaningful and central work is to the employee and how willing they are to invest effort beyond minimum requirements.

example score53/75

53/75Moderateexample score

15 – 38Low

39 – 57Moderate

58 – 75High

A score of 53 falls in the Moderate range, suggesting work is generally valued and the person is often engaged, though extra effort may depend on circumstances.

Professional LoyaltyPL

Measures the extent to which an employee is committed to developing in their profession and building a career in their field.

example score37/75

37/75Lowexample score

15 – 50Low

51 – 63Moderate

64 – 75High

A score of 37 falls in the Low range, suggesting professional specialization and career growth in the field are less central, with greater openness to varied types of work.

Disloyal BehaviorDB

Measures the extent to which a person is inclined toward disloyal behaviors versus adherence to organizational norms and long-term commitment to the company.

example score12/25

12/25Low commitmentexample score

5 – 13Low commitment

14 – 18Moderate commitment

19 – 25High commitment

A score of 12 falls in the Low commitment range, suggesting a weaker sense of obligation to the organization and a greater readiness to leave if a better offer arises.

Organizational InvolvementOI

Measures how strongly an employee wants to participate in organizational activities and contribute to the company’s success.

example score8/25

8/25Low engagementexample score

5 – 14Low engagement

15 – 19Moderate engagement

20 – 25High engagement

A score of 8 falls in the low engagement range, suggesting detachment from organizational affairs and limited motivation to take part in the company’s successes and challenges.

Pride in the OrganizationPitO

Measures how strongly an employee feels proud of their organization and views its reputation as positive and superior to others.

example score19/25

19/25Moderate prideexample score

5 – 15Low pride

16 – 20Moderate pride

21 – 25High pride

A score of 19 indicates moderate pride in the organization, suggesting a generally positive view of its reputation without consistently strong feelings of superiority.

Organizational LoyaltyOL

Measures how strongly an employee identifies with the company’s values and goals and is willing to contribute to its success.

example score42/75

42/75Lowexample score

15 – 45Low

46 – 57Moderate

58 – 75High

A score of 42 falls in the Low range, suggesting limited attachment to the organization and lower motivation to invest extra effort in its development.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

HR and People Ops

41%OF USERS

They use it to quickly gauge organizational, professional, and work loyalty to spot retention risks and plan engagement actions.

Team Leads and Managers

34%OF USERS

They take it to understand what motivates their team members and where loyalty is strong or slipping across different areas.

Employees Reflecting on Fit

25%OF USERS

They complete it to clarify how attached they feel to the company, their profession, and the work itself, especially during career decisions.

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

Loyalty to WorkLtW

You?

Average59.5

Typical rangeTypical51.6 – 67.3

Possible15 – 75

Professional LoyaltyPL

You?

Average56.8

Typical rangeTypical49.1 – 64.5

Possible15 – 75

Disloyal BehaviorDB

You?

Average14.3

Typical rangeTypical10.8 – 17.7

Possible5 – 25

Engagement in organizational activitiesEioa

You?

Average13.3

Typical rangeTypical10.6 – 16

Possible5 – 25

Pride in the organizationPito

You?

Average10.5

Typical rangeTypical7.2 – 13.7

Possible5 – 25

Organizational LoyaltyOL

You?

Average49.5

Typical rangeTypical38.8 – 60.2

Possible15 – 75

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SAMPLE QUESTIONS

Example Questions From the Test

Please indicate the extent to which you agree or disagree with the statements below. Depending on the instructions provided by the researcher, rate either (1) your attitudes toward the organization where you currently work or (2) your attitudes toward the organization where you would like to work.

- Strongly disagree
- Disagree
- Not sure
- Agree
- Strongly agree
- Strongly disagree
- Disagree
- Not sure
- Agree
- Strongly agree
- Strongly disagree
- Disagree
- Not sure
- Agree
- Strongly agree

These are 3 of the 25 real questions — the rest appear in the test. No sign-up needed to start.

WHAT THE TEST MEASURES

Loyalty Test - Description and methodology of the test

loyalty

arrange

Employees and managers deciding whether a role still fits can use this loyalty test to examine the match between current work priorities, career aims, and commitment to one organization. The result helps frame questions about staying, contributing, and identifying with the employer, making an employee commitment assessment a practical starting point for reflection before a workplace decision.

What This Assessment Explores

The scales separate work values from organizational attachment, giving this workplace loyalty questionnaire a clear structure. Together, they show whether motivation centers on work, professional mastery, staying, participation, pride, or responsibility:

Work Loyalty (15-75) shows work’s importance and willingness to take on extra effort: Low 15-38; Moderate 39-57; High 58-75.
Professional Loyalty (15-75) measures development and career focus: Low 15-50; Moderate 51-63; High 64-75.
Disloyal Behavior (5-25) contrasts readiness to leave with adherence to norms: Low commitment 5-13; Moderate commitment 14-18; High commitment 19-25.
Organizational Involvement (5-25) measures participation and effort for success: Low engagement 5-14; Moderate engagement 15-19; High engagement 20-25.
Pride in the Organization (5-25) reflects pride, reputation, and perceived superiority: Low pride 5-15; Moderate pride 16-20; High pride 21-25.
Organizational Loyalty (15-75) summarizes attachment, responsibility, and contribution: Low 15-45; Moderate 46-57; High 58-75.

Methodology and Scientific Basis

Each statement uses a five-point agreement format, moving from strong disagreement to strong agreement, with a middle option for uncertainty. The items address work centrality, professional development, willingness to stay, participation, reputation, responsibility, and pride. Responses are combined into six displayed scale results, but the online version does not document item weighting or reverse-scoring; answer choices alone therefore cannot reconstruct a points formula.

Baranskaya’s Loyalty Measurement Method (2011) offers a conceptual comparison because it treats loyalty as multidimensional. Meyer and Allen’s three-component commitment model, along with the extension tested by Meyer, Allen, and Smith in 1993, offers a second conceptual comparison for the organizational themes. These works do not make the questionnaire an adaptation of their published instruments or validate its scores.

As a workplace loyalty assessment, the result is best read in context: working conditions, team identification, role fit, current pressures, honesty, and self-awareness can affect responses. The displayed low, moderate, and high bands are the questionnaire’s result categories for interpreting each score. The result cannot by itself establish a diagnosis or explain every employment decision.

Author: J. P. Meyer, N. J. Allen

Literature:

Baranskaya, S. S. (2011). Loyalty Measurement Method. Psychological Studies, 4(15). 10.54359/ps.v4i15.867
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89. 10.1016/1053-4822(91)90011-Z
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to Organizations and Occupations: Extension and Test of a Three-Component Conceptualization. Journal of Applied Psychology, 78(4), 538-551. 10.1037/0021-9010.78.4.538

Updated: 2025-10-02