Home
Psychological tests
Organizational Commitment Scale (OCS)

Organizational Commitment Scale (OCS) Test

In 4 minutes, understand how strongly employees are committed to your organization and what motivates them to stay. Get clear, actionable insights to strengthen engagement and retention strategies.

Start Online Test

Questions: 184 minutes

Hi! My name is Freudly, i am an AI therapist, I will give you an interpretation of the test after you complete it.

08:30

October 2, 2025

October 2, 2025
Material has been updated

October 2, 2025
Material has been published

25612 views

2540 completions

2245 likes

Scale Explorer

How the Scales are Structured

example score

4/7

Normative Commitment (NC)

Measures the extent to which an employee feels a sense of duty or moral obligation to remain with the organization.

Low obligation

Moderate obligation

High obligation

1 – 2.3: Low obligation | 2.4 – 5.3: Moderate obligation | 5.4 – 7: High obligation

A score of 4 indicates a moderate sense of obligation to the organization, suggesting staying is partly influenced by duty but not strongly driven by it.

example score

4/7

Continuance Commitment (CC)

Measures how strongly an employee stays with the organization due to perceived costs and losses associated with leaving.

Low perceived costs

Moderate perceived costs

High perceived costs

1 – 2.7: Low perceived costs | 2.8 – 5.1: Moderate perceived costs | 5.2 – 7: High perceived costs

A score of 4 indicates a moderate awareness of potential losses from leaving, suggesting staying is partly influenced by practical considerations rather than strongly constrained by them.

example score

5/7

Affective Commitment (AC)

Measures the employee’s emotional attachment, identification, and engagement with the organization.

Low

Moderate

High

1 – 2.8: Low | 2.9 – 5.4: Moderate | 5.5 – 7: High

A score of 5 indicates a moderate level of affective loyalty, suggesting a generally positive emotional connection to the organization that may vary in strength across situations.

example score

3/7

Organizational Commitment (OC)

Measures an employee’s overall commitment to the organization, integrating emotional attachment, perceived costs of leaving, and felt obligation to stay.

Low commitment

Moderate commitment

High commitment

1 – 2.9: Low commitment | 3 – 5.1: Moderate commitment | 5.2 – 7: High commitment

A score of 3 indicates moderate overall organizational commitment, suggesting a present but not strong attachment and willingness to remain with the organization.

Start Online Test

just completed the test

DATA-BASED USER COHORTS

Who Usually Takes This Test?

HR and People Ops

41%OF USERS

Use it to understand what drives employee loyalty and to shape retention, onboarding, and engagement programs.

Team Leads and Managers

34%OF USERS

Take it to spot whether their team stays out of passion, necessity, or obligation and adjust leadership and culture accordingly.

Employees in Transition

25%OF USERS

Complete it to clarify their own attachment to the company when considering a job change or evaluating fit.

BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.

RESULTS YOU CAN ACTUALLY USE

What You’ll See After You Finish the Test

Scale Results
— Explained Clearly

Your scores across each test scale, translated into plain, usable insights. Not just numbers, but what they actually mean for your daily life, emotional state, and overall well-being.

AI-Powered
Interpretation

A structured, clinically grounded explanation. Our AI analyzes patterns and relationships between scales to provide a coherent interpretation — without alarmist language.

Statistical
Comparison

See how you compare to others. Your scores are placed in a statistical context, showing percentiles and trends based on anonymized platform data to help you understand what`s typical.

Practical
Recommendations

Actionable guidance tailored to your profile. Receive clear, realistic suggestions you can apply immediately — focused on coping, self-regulation, and realistic next steps.

AI-Detected
Insights

Key patterns you might not notice on your own. Surfacing subtle connections in your responses that help you better understand what may be driving your current results.

Discuss with
an AI Psychologist

Clarify, reflect, and explore right away. Talk through your outcomes, ask questions, and explore meanings in a calm, non-diagnostic dialogue environment.

Start Online Test

Used in 52+ countries

Benchmarking

See How You Compare

Once you finish the test, your results will be compared with real-world data from people in your country.
Below is a preview of the benchmarks we use to place your score in context.

Normative Loyalty (NL)

Average

3.5

Normal range

2.5 — 4.4

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Continued Loyalty (CL)

Average

4.5

Normal range

3.6 — 5.5

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Affective Loyalty (AL)

Average

4.8

Normal range

3.7 — 5.9

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Organizational Commitment Scale (OCS)

Average

3.5

Normal range

2.4 — 4.5

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Start Online Test

Featured On

Rated 4.8/5 by Our Customers

“Freudly really helped me discover parts of my personality I hadn’t noticed before. It strengthened the areas where I needed to grow and made me feel more grounded and confident in the parts that already worked well.”

— Emma C., US

“I wanted to understand how serious my ADHD is, and now I finally do. I also realized I need to work on my self-esteem. It has been low for a long time, and that makes daily life harder than it should be.”

— Mateo R., CA

“Reading each question felt like someone really understood me. Even though I’ve already dealt with much of this, reflecting still helped me learn something new about myself.”

— Caroline F., US

“The process is simple. The test covers everything you need, and you’ll get a clear breakdown of your results. For just a few dollars, it’s a great value.”

— Klara N., CZ

“I kept thinking there might be a small chance, but now I know for sure. The questions were easy to understand, and the whole process was straightforward.”

— Bruno M., BR

“I really enjoyed this experience. I learned a lot, and it helped me make sense of my thoughts and the feeling I’ve had for a long time that I may have grown up with undiagnosed ADHD.”

— Alice B., FR

“Great platform — the insights were genuinely meaningful!”

— Daniel W., DE

“Everything was easy to follow. The tools you get at the end are genuinely helpful for self-growth, and the price is very reasonable. I really appreciate that.”

— Sofia M., ES

“Surprisingly accurate — honestly didn’t expect it to nail things so well.”

— Adir B., IL

“There are lots of different tests to pick from, and the price is surprisingly low for how much insight you get.”

— Olivia W., CA

“I was pleasantly surprised when I read the results. It was as if someone had sorted out my messy thoughts and given me useful tips to help me speak with more confidence.”

— Grace O., IE

“It was really solid, very detailed, and it actually helped me make sense of a lot of things.”

— Carla T., TT

“I was really impressed with the report. It was clear, thoughtful, and it reflected things I’ve been noticing about myself.”

— Jade H., US

“The questions made me think deeply and helped me become more self-aware.”

— Brooke S., US

“Reading through most of the questions made me feel understood. Although I’ve already worked through some of these issues, the questions still gave me useful insights and helped me learn more about myself.”

— Ryan M., US

“I usually take one or two tests each month, and this has become a good way for me to see how I’m doing.”

— Lucas W., US

“Most of the time, my results are in the 90 to 98th percentile compared to others. It really makes me feel like there’s something unique about me.”

— Ethan C., US

“I tried out some of the AI’s suggestions, and to be honest, they worked much better than I thought they would. Maybe this thing really is smarter than me.”

— Reece D., AU

Trusted by 22k+ Users Worldwide

CLEAR ANSWERS TO COMMON QUESTIONS

Frequently Asked Questions

Any questions left?

What does this questionnaire measure?

It measures commitment to an organization across emotional attachment, perceived costs of leaving, and a sense of obligation to stay.

How long does it take to complete?

Completion typically takes about 4 minutes.

How many items are included and how are responses recorded?

It includes 18 statements. Responses indicate the level of agreement or disagreement with each statement.

Are there right or wrong answers?

There are no correct answers. Accurate results depend on responding based on typical thoughts and feelings rather than preferred impressions.

How should the results be interpreted?

Scores are reported separately for each of the three dimensions. Interpretation focuses on the pattern across dimensions rather than a single overall score.

WHAT THE TEST MEASURES

About This Assessment

Organizational Commitment Scale (OCS) Test

loyalty arrange

This measure assesses an employee’s commitment to their organization across commonly recognized attitudinal components. The Organizational Commitment Scale (OCS) provides a brief self-report approach to characterizing the nature and strength of organizational attachment.

The instrument includes 18 items and typically requires about 4 minutes to complete. It is commonly used in organizational and applied psychology settings to support research, program evaluation, and workforce assessments where commitment-related attitudes are of interest. The Organizational Commitment Scale (OCS) was developed by Allen and Meyer.

Author: Allen, N., Meyer, J.

Literature: Meyer, J. P., & Allen, N. J. A three-component conceptualization of organizational commitment. Human Resource Management Review. 1991.

Test Question Form