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Sub-Organizational Identity Questionnaire3

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

25,390 views

2,727 completions

2,423 likes

Verified by Daniel Hall

Psychologist with 25 years of experience

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.

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.

Affective component (Ac)

Average

12.8

Normal range

10.8 — 14.8

min.

max.

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.

Cognitive component (Cc)

Average

14.1

Normal range

11.8 — 16.3

min.

max.

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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SAMPLE QUESTIONS

Example Questions From the Test

Please read the statements and rate how true they are for your unit as a whole (e.g., division, department, faculty, or similar). Select the response options that best reflect your opinion.

- Completely disagree
- Disagree
- Somewhat disagree
- Somewhat agree
- Agree
- Completely agree
- Completely disagree
- Disagree
- Somewhat disagree
- Somewhat agree
- Agree
- Completely agree
- Strongly disagree
- Disagree
- Somewhat disagree
- Somewhat agree
- Agree
- Strongly agree

These are 3 of the 6 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

Sub-Organizational Identity Questionnaire Test - Symptoms and Signs

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.