A searchable reference of established measurement scales used in Management, HRM, OB and Marketing research — what each scale measures, its items, dimensions, reliability, validity, licensing, and how to cite it.
Bibliographic and methodological information only — no copyrighted questionnaire items are reproduced here. Obtain instruments from the original sources.
45 scales
Tick Add to compare on 2–3 scale cards below, then press Compare to see them side by side — items, dimensions, response format, reliability, contexts, and licensing.
How people evaluate their job and bind to their organization — satisfaction, commitment, identification, and intention to leave.
6 scalesEnergy and strain at work — engagement, burnout, stress, and psychological capital.
5 scalesHow followers rate their leaders — exchange quality, transformational, servant, and abusive leadership.
4 scalesDiscretionary behavior and interpersonal climate — citizenship behavior, psychological safety, and incivility.
3 scalesThe motivating structure of work itself — job characteristics, work design, and psychological empowerment.
2 scalesFairness perceptions and the felt support of the organization — organizational justice and perceived organizational support.
3 scalesConflict between life domains and insecurity about work — work–family conflict and job insecurity.
6 scalesStable traits and self-beliefs — self-efficacy, core self-evaluations, personality, emotional intelligence, proactivity, and stress.
9 scalesConsumer and technology-user perceptions — service quality, satisfaction, technology acceptance, purchase intention, brand relationships, and consumer values.
How people evaluate their job and bind to their organization — satisfaction, commitment, identification, and intention to leave.
Job satisfaction
The classic 20-item facet measure of job satisfaction, distinguishing intrinsic from extrinsic sources of satisfaction.
Job satisfaction (facets)
A checklist-format measure of satisfaction with five distinct facets of the job — work, pay, promotion, supervision, and co-workers.
Overall (global) job satisfaction
The classic global job-satisfaction index; its 5-item short version popularized by Judge and colleagues is a workhorse of survey research.
Organizational commitment (affective, continuance, normative)
The dominant three-component measure of organizational commitment — wanting to stay, needing to stay, and feeling obliged to stay.
Organizational commitment (attitudinal)
The classic 15-item measure of attitudinal commitment — identification, involvement, and loyalty to the organization.
Turnover intention
A validated 6-item measure of the intention to quit, drawn from Roodt's 15-item Turnover Intention Scale.
Organizational identification
The standard 6-item measure of how far members define themselves through their organization's identity and successes.
Energy and strain at work — engagement, burnout, stress, and psychological capital.
Work engagement (vigor, dedication, absorption)
The world's most used work-engagement measure, capturing vigor, dedication and absorption in 17 or 9 items.
Burnout (exhaustion, depersonalization/cynicism, reduced accomplishment/efficacy)
The gold-standard burnout measure — and a commercially licensed instrument that cannot be freely reproduced.
Burnout (exhaustion and disengagement)
A free, balanced-wording burnout measure with two dimensions — exhaustion and disengagement from work.
Burnout (personal, work-related, client-related)
A free public-domain burnout inventory that separates personal, work-related and client-related fatigue and exhaustion.
Perceived stress
The most widely used measure of how unpredictable, uncontrollable and overloaded respondents find their lives.
Psychological capital (hope, efficacy, resilience, optimism)
The standard measure of PsyCap — the higher-order positive resource of hope, efficacy, resilience and optimism (HERO).
How followers rate their leaders — exchange quality, transformational, servant, and abusive leadership.
Leader–member exchange quality
The standard 7-item measure of the quality of the dyadic relationship between a leader and a follower.
Transformational, transactional, and passive-avoidant leadership
The dominant full-range leadership measure — and a commercially licensed instrument distributed by Mind Garden.
Transformational leadership (global)
A free, 7-item global measure of transformational leadership — the standard short alternative to the licensed MLQ.
Servant leadership
The most used multidimensional servant-leadership measure, with a validated 7-item short form.
Abusive supervision
The standard 15-item measure of subordinates' perceptions of sustained hostile verbal and non-verbal supervisor behavior.
Discretionary behavior and interpersonal climate — citizenship behavior, psychological safety, and incivility.
Organizational citizenship behavior (five dimensions)
The classic five-dimension OCB measure based on Organ's framework — altruism, conscientiousness, sportsmanship, courtesy, civic virtue.
Organizational citizenship behavior (individual- and organization-directed) and in-role behavior
The standard target-based OCB measure separating citizenship aimed at individuals (OCBI) from citizenship aimed at the organization (OCBO).
Psychological safety
The definitive 7-item measure of whether a team is safe for interpersonal risk taking — speaking up, admitting errors, asking for help.
Experienced workplace incivility
The standard measure of exposure to low-intensity rude, discourteous behavior at work with ambiguous intent to harm.
The motivating structure of work itself — job characteristics, work design, and psychological empowerment.
Core job characteristics (skill variety, task identity, task significance, autonomy, feedback)
The founding instrument of job-characteristics research, measuring the five core dimensions behind the Motivating Potential Score.
Work design / job characteristics (comprehensive)
The modern, comprehensive work-design measure — 21 characteristics spanning task, knowledge, social and contextual features of work.
Psychological empowerment (meaning, competence, self-determination, impact)
The standard 12-item measure of intrinsic task motivation experienced as meaning, competence, self-determination and impact.
Fairness perceptions and the felt support of the organization — organizational justice and perceived organizational support.
Perceived organizational support
The standard measure of employees' belief that the organization values their contributions and cares about their well-being.
Organizational justice (procedural, distributive, interpersonal, informational)
The construct-validated four-dimension justice measure that standardized fairness measurement in organizational research.
Conflict between life domains and insecurity about work — work–family conflict and job insecurity.
Work–family and family–work conflict
The concise, bidirectional standard: five items for work-interfering-with-family and five for family-interfering-with-work.
Work–family conflict (direction × form)
An 18-item measure crossing two directions of conflict with three forms — time, strain and behavior based.
Job insecurity
A brief 4-item measure of perceived threat to the continuity of one's job, validated across five European countries.
Stable traits and self-beliefs — self-efficacy, core self-evaluations, personality, emotional intelligence, proactivity, and stress.
Generalized self-efficacy
The 10-item classic measuring a broad, stable sense of personal competence to handle novel and difficult demands.
General self-efficacy
An 8-item measure built to improve on earlier GSE scales in unidimensionality and discriminant validity from self-esteem.
Core self-evaluations
A direct 12-item measure of the broad positive self-concept spanning self-esteem, self-efficacy, locus of control and emotional stability.
Big Five personality traits
The free research standard for measuring extraversion, agreeableness, conscientiousness, neuroticism and openness.
Emotional intelligence (self-report, four abilities)
The 16-item self-report EI measure built for management research — brief, four-dimensional, and free for academic use.
Proactive personality
The 17-item measure of the dispositional tendency to identify opportunities, take initiative, and persevere to bring about change.
Consumer and technology-user perceptions — service quality, satisfaction, technology acceptance, purchase intention, brand relationships, and consumer values.
Perceived service quality (expectations vs. perceptions)
The seminal five-dimension service-quality instrument comparing customer expectations with perceived performance.
Perceived service quality (performance-only)
The performance-only rework of SERVQUAL — same 22 items, no expectations battery, better psychometrics.
Overall customer satisfaction
The three-item satisfaction measure at the heart of the American Customer Satisfaction Index, widely adapted in academic research.
Perceived usefulness and perceived ease of use of technology
The most cited measurement scales in information systems — six items each for perceived usefulness and perceived ease of use.
Technology acceptance (performance expectancy, effort expectancy, social influence, facilitating conditions)
The unified technology-acceptance measure consolidating eight earlier models into four core determinants of intention and use.
Purchase intention (willingness to buy)
The most borrowed short purchase-intention measure in consumer research, from the classic price–quality–value experiments.
Brand trust, brand affect, and purchase/attitudinal loyalty
The standard short battery linking brand trust and affect to purchase and attitudinal loyalty in the chain-of-effects model.
Consumer ethnocentric tendencies
The 17-item classic measuring beliefs about the appropriateness of buying foreign-made products.
Materialism (success, centrality, happiness)
The standard consumer-research measure of materialism as a value — possessions as success, centrality, and route to happiness.