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Organizational Culture Industry Types Questionnaire Test

Take the online Organizational Culture Industry Types Questionnaire Test - AI psychologist FreudlyYou can take Organizational Culture Industry Types Questionnaire Testhere. Online version of a simple and accurate psychological test with interpretation.en
See how well someone fits your company’s culture in 1 minute. Five quick items support smarter hiring and team planning to reduce friction and improve cohesion.
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Questions: 51 minute
08:30
October 2, 2025
October 2, 2025
Material has been updated
October 2, 2025
Material has been published
17,886 views
1,711 completions
1,428 likes
Verified by Daniel Hall
Psychologist with 25 years of experience
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Scale Explorer

How the Scales are Structured

example score
3/5
Administrative (A)
Measures preference for a structured, rule-driven, hierarchical work environment with low risk and slower feedback.
Low administrative fit
Moderate administrative fit
High administrative fit
0 – 1: Low administrative fit | 2: Moderate administrative fit | 3 – 5: High administrative fit
A score of 3 indicates a high inclination toward stability, clear procedures, and working comfortably within formal hierarchy.
example score
2/5
Investment (I)
Measures alignment with an Investment organizational culture that values patience, expertise, and long-term results despite slow feedback and higher risk.
Low fit
Moderate fit
High fit
0 – 2: Low fit | 3: Moderate fit | 4 – 5: High fit
A score of 2 indicates low alignment with an Investment culture, suggesting a weaker preference for long-horizon work with delayed outcomes.
example score
3/5
Speculative (S)
Measures preference for a high-feedback, risk-tolerant culture emphasizing competition, individual initiative, and personal achievement.
Low alignment
Moderate alignment
High alignment
0 – 2: Low alignment | 3: Moderate alignment | 4 – 5: High alignment
A score of 3 suggests a moderate alignment with speculative culture traits, indicating comfort with some competitive, risk-oriented environments while still valuing balance.
example score
2/5
Sales (S)
Measures alignment with a trading organizational culture characterized by rapid feedback, teamwork, and short-term results in a relatively low-risk environment.
Low fit
Moderate fit
High fit
0 – 2: Low fit | 2 – 3: Moderate fit | 3 – 5: High fit
A score of 2 indicates low-to-moderate alignment with a trading culture, suggesting some comfort with fast feedback and team-driven short-term goals but not a strong preference for this environment.
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DATA-BASED USER COHORTS

Who Usually Takes This Test?

Recruiters and hiring managers
41%OF USERS
They use it to gauge whether candidates will thrive in the company’s pace, risk tolerance, communication style, and rules.
Team leads and executives
34%OF USERS
They run it across teams or departments to spot culture mismatches, reduce friction, and guide culture development.
Employees exploring fit
25%OF USERS
They take it to understand which culture type best matches their work style and how easily they may adapt in a role.
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.
Administrative (A)
Administrative (A)
Average
3.5
Normal range
2.7 — 4.3
min.
0
max.
5
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.
Investment (I)
Investment (I)
Average
2.1
Normal range
1.4 — 2.7
min.
0
max.
5
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.
Speculative (S)
Speculative (S)
Average
3.5
Normal range
2.8 — 4.2
min.
0
max.
5
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.
Trading (T)
Trading (T)
Average
3.4
Normal range
2.7 — 4.1
min.
0
max.
5
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.
Start Online Test
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SAMPLE QUESTIONS

Example Questions From the Test

    • I do not like waiting too long
    • There is no point in waiting; you need to act
    • Success comes to those who know how to wait
    • Any issue takes time to resolve
    • Risk should be justified.
    • Nothing ventured, nothing gained.
    • Risk should be based on precise calculation.
    • You should not take risks without direction from above.
    • I like interacting with people
    • I strive to be the best
    • I strive for professional excellence
    • I try to carry out everything I am assigned exactly
These are 3 of the 5 real questions — the rest appear in the test. No sign-up needed to start.
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WHAT THE TEST MEASURES
About This Assessment
Questionnaire on Industry-Specific Types of Organizational Culture Test

Organizational Culture Industry Types Questionnaire Test - Symptoms and Signs

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organizational culture

It is designed to provide a brief, structured snapshot of perceived fit with common patterns of workplace norms and practices. The Organizational Culture Industry Types Questionnaire is used to elicit preferences related to work pace, risk tolerance, communication style, and reliance on rules or hierarchy in organizational settings.

The measure includes 5 items and typically requires about 1 minutes to complete. Responses are commonly summarized to indicate relative alignment with broad culture-type profiles; results are best interpreted as descriptive rather than diagnostic and should be integrated with role requirements, organizational context, and other assessment data. The Organizational Culture Industry Types Questionnaire is attributed to Edgar H. Schein and Geert Hofstede.

Author: Edgar H. Schein, Geert Hofstede
Literature: Cameron, K. S., & Quinn, R. E. Diagnosing and changing organizational culture: Based on the competing values framework. Jossey-Bass. 2011.
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