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Organizational Identification Scale

Organizational Identification Scale Test

Understand how strongly employees feel they belong and align with company goals in about 2 minutes. Get a fast read on emotional and cognitive engagement to spot culture gaps and strengthen cohesion.

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Questions: 62 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

26,607 views

2,793 completions

2,343 likes

Verified by Daniel Hall

Psychologist with 25 years of experience

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How the Scales are Structured

example score

19/30

Organizational Identification (OI)

Measures how strongly an employee identifies with the organization through perceived belonging, emotional attachment, and alignment with its goals and norms.

Low identification

Moderate identification

High identification

6 – 13: Low identification | 14 – 22: Moderate identification | 23 – 30: High identification

A score of 19 indicates a moderate level of organizational identification, suggesting a generally positive sense of belonging and alignment with the organization that may still be uneven across situations or contexts.

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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 how strongly employees feel they belong to their department and the company, especially during change.

Team Leads and Managers

34%OF USERS

They take it to spot engagement gaps in their teams and understand whether people share goals and working norms.

Employees in Transition

25%OF USERS

New hires or staff after reorganizations take it to reflect on how connected they feel to the group and the wider organization.

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

RESULTS YOU CAN ACTUALLY USE

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Used in 52+ countries

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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.

Organizational Identification Scale (OIS)

Average

Normal range

20.3 — 27.7

min.

max.

Majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

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CLEAR ANSWERS TO COMMON QUESTIONS

Frequently Asked Questions

What does this questionnaire measure?

It measures the degree of psychological connection to the department and to the organization. It reflects perceived belonging, shared goals and rules, and emotional attachment.

How is the questionnaire structured?

It includes 6 items divided into two sections: items about the department and items about the organization as a whole. Each item is rated on a brief agreement scale.

How long does it take to complete?

Typical completion time is about 2 minutes. Responses are intended to be made quickly without extended reflection.

How should responses be chosen?

Select the option that best matches the current impression, not an ideal or expected position. Use the same rating approach for all items.

How are results used in practice?

Results are used to compare identification across teams or over time, such as after restructuring, mergers, or strategy changes. Lower scores may indicate gaps between stated values and perceived experience.

WHAT THE TEST MEASURES

About This Assessment

Organizational Identification Scale Test - Symptoms and Signs

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This brief self-report measure assesses the degree to which an employee experiences a sense of belonging and psychological attachment to their organization. The Organizational Identification Scale is intended to capture identification-related attitudes that may reflect perceived membership, alignment with organizational values, and emotional connection.

The measure includes 6 items and typically requires about 2 minutes to complete. Items are generally rated using a fixed response format and can be used in organizational or applied research contexts (e.g., monitoring integration following organizational change). The Organizational Identification Scale is commonly cited in the literature (Mael, F.) and is interpreted at the group level or individual level depending on the assessment purpose.

Author: Mael, F.

Literature: Mael, F., & Ashforth, B. E. Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior. 1992.; Lipponen, J. Organizational identifications: Antecedents and consequences of identifications in a shipyard context. Department of Social Psychology, University of Helsinki. 2001.

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