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Sub-Organizational Identity Questionnaire

Sub-Organizational Identity Questionnaire Test

Understand how strongly employees identify with their department in just 2 minutes. Six quick items deliver clear insights to strengthen team cohesion, communication, and retention.

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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

22810 views

2484 completions

2216 likes

Scale Explorer

How the Scales are Structured

example score

6/18

Affective Component (AC)

Measures the positivity and felt emotional alignment of a person’s relationship with their department and its members.

Low

Moderate

High

3 – 9: Low | 10 – 16: Moderate | 17 – 18: High

A score of 6 falls in the Low range, suggesting relatively weak positive emotional connection and congruence with the department in current work context.

example score

9/18

Cognitive Component (CC)

Measures how strongly a person cognitively identifies with their department, including perceived belonging and alignment with its characteristics and goals.

Low

Moderate

High

3 – 8: Low | 9 – 15: Moderate | 16 – 18: High

A score of 9 indicates a moderate cognitive identification with the department, reflecting a developing sense of belonging and alignment with the team’s features and goals.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

HR and People Analytics

41%OF USERS

They use it to gauge how strongly employees identify with a department and to spot risks behind turnover, morale, or engagement dips.

Team Leaders and Managers

34%OF USERS

They take it to understand team cohesion and align communication, onboarding, and motivation within their unit.

Employees in Reorgs

25%OF USERS

They use it to reflect on how connected they feel to their department during changes like mergers, restructures, or leadership transitions.

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.

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

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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.

Affective component (Ac)

Average

12.8

Normal range

10.8 — 14.8

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.

Cognitive component (Cc)

Average

14.1

Normal range

11.8 — 16.3

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.

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CLEAR ANSWERS TO COMMON QUESTIONS

Frequently Asked Questions

Any questions left?

What does this questionnaire measure?

It assesses the strength of identification with a specific department or work group within a larger organization. It focuses on perceived belonging, importance of shared goals, and alignment with group values.

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

Completion typically takes about two minutes. The questionnaire contains six items.

How should items be answered?

Select the response option that best reflects current views about the department or work group. Answer all items using the same reference group.

How are results typically used?

Results support assessment of team climate, engagement with the department, and potential sources of turnover risk. Findings may guide communication, onboarding, and motivation strategies at the group level.

What is the appropriate reference period when responding?

Responses should reflect the present situation and recent experience in the department. Do not base answers on a single unusual event or temporary conflict.

WHAT THE TEST MEASURES

About This Assessment

Sub-Organizational Identity Questionnaire Test

identity arrange

This brief self-report measure assesses the extent to which employees identify with a specific unit, team, or subdivision within a larger organization. The Sub-Organizational Identity Questionnaire is intended to capture perceived belongingness and the personal significance of the subunit’s values and goals.

It consists of 6 items and typically requires about 2 minutes to complete. Responses can be used to inform team or organizational assessments by clarifying the strength of identification with a particular work group and its role in the employee’s self-concept.

The Sub-Organizational Identity Questionnaire is attributed to Blake E. Ashforth and Fred Mael.

Author: Blake E. Ashforth, Fred Mael

Literature: Ashforth, B. E., Harrison, S. H., & Corley, K. G. Identification in organizations: An examination of four fundamental questions. Journal of Management. 2008.

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