Job Apathy Scale (JAS) Test

See whether low motivation at work reflects apathy, not just fatigue, in about 2 minutes. Fast, 10-item check-in helps spot early risk and guide timely support to protect morale and performance.

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Questions: 102 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

27,517 views

2,159 completions

1,877 likes

Verified by Daniel Hall

Psychologist with 25 years of experience

Scale Explorer

How the Scales are Structured

example score

9/25

Apathetic Actions (AA)

Measures the tendency toward reduced initiative and minimal effort in work-related actions and responsibilities.

Low apathy in actions

Moderate apathy in actions

High apathy in actions

5 – 11: Low apathy in actions | 12 – 18: Moderate apathy in actions | 19 – 25: High apathy in actions

A score of 9 falls in the Low apathy in actions range, suggesting generally preserved motivation and a lower tendency to avoid responsibility in work tasks.

example score

14/25

Apathetic Thoughts (AT)

Measures the degree of disengaged, purposeless thinking about work and avoidance of mental effort.

Low

Moderate

High

5 – 11: Low | 12 – 18: Moderate | 19 – 25: High

A score of 14 falls in the Moderate range, suggesting some reduction in perceived meaning and interest in work with occasional avoidance of cognitive effort.

example score

22/50

Job Apathy Scale (JAS)

Measures the overall degree of apathy in professional activity, reflecting reduced interest and motivation at work.

Low apathy

Moderate apathy

High apathy

10 – 23: Low apathy | 24 – 36: Moderate apathy | 37 – 50: High apathy

A score of 22 falls in the Low apathy range, suggesting generally preserved engagement and motivation in work tasks.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

Burned-out employees

41%OF USERS

People who feel emotionally flat at work and want to understand whether it’s apathy rather than just tiredness.

Team leads and managers

34%OF USERS

Leaders who notice drops in initiative or ownership and want a quick check to decide how to support the team.

HR and workplace psychologists

25%OF USERS

Specialists who screen for early disengagement during assessments to prevent burnout and turnover.

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

RESULTS YOU CAN ACTUALLY USE

Scale Results
— Explained Clearly

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AI-Powered
Interpretation

You’ll receive a structured, clinically-grounded explanation. Our AI analyzes patterns and relationships between scales to provide a coherent interpretation, without exaggerated language.

Statistical
Comparison

See how your results compare to others. Anonymized platform data is used to create a percentile scale, which identifies whether your results are typical.

Practical
Recommendations

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AI-Powered
Insights

Get insights on behavioral and thought patterns you might not notice on your own. By uncovering subtle connections between your responses, you’ll better understand what may be driving your current results.

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

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Used in 52+ countries

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.

Apathetic actions (Aa)

Average

16.5

Normal range

13 — 19.9

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.

Apathetic thoughts (At)

Average

18.2

Normal range

15.4 — 20.9

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.

Scale of Professional Apathy (SoPA)

Average

33.2

Normal range

26.7 — 39.6

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 scale measure?

It screens for reduced emotional engagement and motivation in work settings. It covers apathetic thoughts (loss of meaning and value) and apathetic actions (reduced initiative and problem-solving).

How long does it take and how many items are included?

Completion time is about 2 minutes. The scale includes 10 items.

How should responses be selected?

Answer each item based on typical experience at work in the recent period. Select the option that best matches the usual level of agreement or frequency.

How are the results interpreted?

Higher scores indicate stronger signs of professional apathy across thoughts and actions. Results are screening indicators and should be interpreted alongside other information.

Is this a diagnostic tool for burnout or depression?

No; it is a brief screening measure and does not provide a clinical diagnosis. Elevated results may indicate a need for further assessment or supportive intervention.

WHAT THE TEST MEASURES

About This Assessment

Job Apathy Scale (JAS) Test - Symptoms and Signs

apathy arrange work stress burnout

This brief self-report measure screens for reduced interest, emotional engagement, and motivation in the work context. The Job Apathy Scale (JAS) is designed to capture cognitive and behavioral features commonly associated with work-related apathy.

The instrument consists of 10 items and typically takes about 2 minutes to complete. Item content addresses apathetic thoughts (e.g., diminished sense of meaning or value in one’s work) and apathetic behaviors (e.g., lowered initiative and follow-through), supporting a rapid check of apathy-related symptoms in occupational settings.

The Job Apathy Scale (JAS) may be used as a screening tool in routine organizational assessments or as part of a broader evaluation when concerns arise about disengagement, reduced motivation, or possible burnout risk. Results should be interpreted in context and are not a standalone diagnosis.

Author: christina-maslach, michael-p-leiter

Literature: Maslach, C., Schaufeli, W. B., & Leiter, M. P. Job burnout. Annual Review of Psychology. 2001.; Shirom, A. Job-related burnout: A review. In J. C. Quick & L. E. Tetrick (Eds.), Handbook of occupational health psychology. American Psychological Association. 2003.

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