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Professional Well-Being Assessment3

Professional Well-Being Assessment Test

After 36 questions completed in about 7 minutes, the Professional Well-Being Assessment Test helps you explore how you experience your work, including motivation, confidence, relationships, autonomy, and satisfaction. Your result can highlight strengths and areas for reflection, supporting a clearer understanding of your working life.

Questions: 367 minutes

Professional Well-Being Assessment Test: situation and reply bubbles

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

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Scale Explorer

How the Scales are Structured

Positive Relationships in the TeamPRitT

Assesses the quality of interpersonal interactions and perceived support within the workplace team.

example score15/30

15/30Moderateexample score

6 – 14Low

15 – 22Moderate

23 – 30High

A score of 15 indicates a moderate level of positive workplace relationships, suggesting some supportive interactions alongside areas where connection and support could be strengthened.

Professional GoalsPG

Assesses how clearly a person defines and pursues professional plans and ambitions at work.

example score19/30

19/30Developing focusexample score

6 – 14Unclear goals

15 – 22Developing focus

23 – 30Strong direction

A score of 19 suggests a moderate level of professional goal focus, with some clear aims present but room to strengthen direction and consistency.

Professional GrowthPG

Professional Growth measures how actively a person develops job-related skills and expands professional competencies at work.

example score21/30

21/30Moderate growth focusexample score

6 – 13Low growth focus

14 – 22Moderate growth focus

23 – 30High growth focus

A score of 21 falls in the Moderate growth focus range, suggesting a generally steady effort to build skills and broaden competencies with room to increase development intensity.

Professional DevelopmentPD

Professional Development measures motivation to learn, grow, and pursue new goals in one’s work role.

example score43/90

43/90Moderateexample score

18 – 41Low

42 – 65Moderate

66 – 90High

A score of 43 falls in the Moderate range, suggesting a present but not consistently strong drive for professional growth and skill development at work.

Satisfaction With Professional AchievementsSWPA

Measures how satisfied a person feels with their professional achievements and work outcomes.

example score23/30

23/30High satisfactionexample score

6 – 14Low satisfaction

15 – 22Moderate satisfaction

23 – 30High satisfaction

A score of 23 falls in the High satisfaction range, suggesting a generally positive evaluation of personal accomplishments at work.

Satisfaction With Level of CompetenceSWLoC

Measures how satisfied a person feels with their professional knowledge, skills, and abilities at work.

example score19/30

19/30Moderateexample score

6 – 13Low

14 – 22Moderate

23 – 30High

A score of 19 falls in the Moderate range, suggesting generally adequate confidence in competence with some room for strengthening specific skills or mastery.

Professional Self-AcceptancePSA

Measures how positively a person accepts themselves as a professional, including confidence in their qualities and the perceived significance of their work.

example score33/60

33/60Moderateexample score

12 – 27Low

28 – 44Moderate

45 – 60High

A score of 33 falls in the Moderate range, suggesting a generally adequate professional self-view with some areas of self-doubt or unclear sense of professional significance.

Autonomy in Professional ActivityAiPA

Measures how independently a person can self-direct their work and make decisions in their professional role.

example score15/30

15/30Moderate autonomyexample score

6 – 13Low autonomy

14 – 22Moderate autonomy

23 – 30High autonomy

A score of 15 indicates moderate autonomy, suggesting some independence in organizing tasks and decisions while still relying on guidance or constraints in key areas.

Professional Well-BeingPWB

Measures overall satisfaction with professional activity and the sense of meaning and significance a person experiences in their work.

example score119/180

119/180Moderateexample score

36 – 83Low

84 – 131Moderate

132 – 180High

A score of 119 falls in the Moderate range, suggesting generally stable professional well-being with some areas that may feel less aligned or consistently satisfying.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

HR and People Ops

41%OF USERS

They use it to monitor team well-being, spot burnout risks early, and evaluate the impact of workplace changes.

Team Leads and Managers

34%OF USERS

They take it to understand what drives or drains their team’s motivation and to adjust workload, support, and expectations.

Employees Under Strain

25%OF USERS

They use it to check their own work satisfaction, emotional resources, and sense of meaning when feeling stressed or stuck.

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

Positive Relationships in the WorkplacePRitW

You?

Average20.2

Typical rangeTypical16.1 – 24.2

Possible6 – 30

Professional GoalsPG

You?

Average23.1

Typical rangeTypical19 – 27.2

Possible6 – 30

Professional GrowthPG

You?

Average19.6

Typical rangeTypical16.2 – 23

Possible6 – 30

Professional DevelopmentPD

You?

Average69.1

Typical rangeTypical56.4 – 81.7

Possible18 – 90

Satisfaction with professional achievementsSwpa

You?

Average12.5

Typical rangeTypical8.6 – 16.5

Possible6 – 30

Satisfied with the level of competenceSwtloc

You?

Average18.3

Typical rangeTypical14.9 – 21.7

Possible6 – 30

Professional Self-AcceptancePS

You?

Average31.7

Typical rangeTypical25.3 – 38.1

Possible12 – 60

Autonomy in professional activityAipa

You?

Average12.9

Typical rangeTypical9 – 16.9

Possible6 – 30

Professional Well-beingPW

You?

Average125.6

Typical rangeTypical103.6 – 147.6

Possible36 – 180

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SAMPLE QUESTIONS

Example Questions From the Test

Please rate the extent to which you agree with the statements below regarding how you feel about yourself and your work. Select the response option that most accurately reflects your level of agreement with each statement, using the scale provided.

- Strongly disagree
- Somewhat disagree
- Neither agree nor disagree
- Somewhat agree
- Strongly agree
- Strongly disagree
- Somewhat disagree
- Neither agree nor disagree
- Somewhat agree
- Strongly agree
- Strongly disagree
- Somewhat disagree
- Neither agree nor disagree
- Somewhat agree
- Strongly agree

These are 3 of the 36 real questions — the rest appear in the test. No sign-up needed to start.

WHAT THE TEST MEASURES

Professional Well-Being Assessment Test - Description and methodology of the test

existential psychology

arrange

job satisfaction

People reflecting on their working lives can use the Professional Well-Being Assessment Test to examine how motivation, confidence, meaning, relationships, and independence fit together. It is intended for adults who want a structured view of their current professional experience rather than a single overall impression. A workplace well-being assessment can highlight strengths, tensions, and areas worth exploring further.

What This Assessment Explores

The occupational well-being test organizes the result into these dimensions:

Positive Relationships in the Team (6-30) measures team support: Low (6-14), Moderate (15-22), High (23-30).
Professional Goals (6-30) measures direction: Unclear goals (6-14), Developing focus (15-22), Strong direction (23-30); Professional Growth (6-30) measures development: Low growth focus (6-13), Moderate growth focus (14-22), High growth focus (23-30).
Professional Development (18-90) measures improvement drive: Low (18-41), Moderate (42-65), High (66-90).
Satisfaction With Professional Achievements (6-30) measures outcome satisfaction: Low satisfaction (6-14), Moderate satisfaction (15-22), High satisfaction (23-30); Satisfaction With Level of Competence (6-30) measures confidence: Low (6-13), Moderate (14-22), High (23-30).
Professional Self-Acceptance (12-60) measures self-regard: Low (12-27), Moderate (28-44), High (45-60); Autonomy in Professional Activity (6-30) measures independence: Low autonomy (6-13), Moderate autonomy (14-22), High autonomy (23-30); Professional Well-Being (36-180) measures overall meaning and alignment: Low (36-83), Moderate (84-131), High (132-180).

Methodology and Evidence Base

Methodologically, this self-report questionnaire uses statements about learning, goals, meaning, competence, relationships, independence, and work demands. Each statement uses a five-point agreement format ranging from strong disagreement to strong agreement. Responses form dimension scores and an overall score. The displayed ranges and bands support interpretation, but they do not justify inferring an unstated item-weighting rule.

The evidence base is conceptually consistent with the Occupational Well-Being Inventory (Rut, 2016), not presented as an adaptation of it. Ponomarenko (2023) links professional well-being with social characteristics, while Oboznov, Petrovich, Kozhanova, and Bessonova (2020) describe occupational well-being as multidimensional. Ryff (1989) offers a compatible framework of self-acceptance, positive relations, autonomy, purpose, and growth. These sources clarify the construct; they do not establish validation for this online questionnaire.

Because responses are self-reported, this workplace well-being questionnaire can reflect current workload, role changes, comparison standards, and self-awareness. The result is descriptive rather than norm-based: it can reveal patterns to reflect on, but cannot explain their causes or replace broader assessment when significant difficulties persist.

Author: Christina Maslach, Michael P. Leiter

Literature:

Rut, E. I., & Avgustova, L. I. (2017). Professional well-being of employees of commercial organizations: Criteria and assessment methodology. Scientific Research of Graduates of the Faculty of Psychology at Saint Petersburg State University, 5, 72-78.
Ponomarenko, Ivan. (2023). The role of social characteristics of personality in the professional well-being of rescuers. Problems of Extreme and Crisis Psychology, 2(6), 72-79. 10.52363/dcpp-2023.2.6
Oboznov, A. A., Petrovich, D. L., Kozhanova, I. V., & Bessonova, Y. V. (2020). The construct of subjective occupational well-being: Russian sample testing. RUDN Journal of Psychology and Pedagogics, 17(2), 247-262. 10.22363/2313-1683-2020-17-2-247-262
Ryff, C. D. (1989). Happiness is everything, or is it? Explorations on the meaning of psychological well-being. Journal of Personality and Social Psychology, 57(6), 1069-1081. 10.1037/0022-3514.57.6.1069

Updated: 2025-10-02