How To Measure Team Identity

Measuring Team Identity can be done in numerous ways, but generally revolves around how connected an individual feels with the broader team. Being able to understand how connected an individual feels as a strong signal for levels of inclusivity, psychological safety and performance of that team. Ultimately, we’ve all sensed something like a team identity before. Just reflect on your own experience of how it feels to first join a team; to be introduced to one another and learn about each other’s manner of communication, as well as strengths and working styles. Over time, as trust builds, we learn how to collaborate in productive ways, and evolve into a cohesive, symbiotic team. 

The Organizational Identification Scale measures how much people feel a sense of belonging to or connection with the team they work in.

What Is Team Identification?

Team identification is defined as the level of psychological connection an individual has with a team.¹ In other words, team identification is how much someone feels they belong within a group and align with other members’ values, goals, and sense of purpose. 

Researchers Mael and Ashforth (2001) define team identity as fulfilling individual psychological needs, such as those of belonging, esteem, and meaning.² The researchers outline the benefits of team identification as willingness to contribute more to the team, increased morale and success, and improved overall performance. 

Even though team identity fulfills individual psychological needs, it also promotes group-fulfilling goals instead of self-focused ones; people operate for the best of the team rather than on an individual level. As a result, psychological safety increases and a healthier company culture is implemented. 

What Does The Organizational Identification Scale Measure?

Originally developed in 1992 and expanded upon in 2001 by Mael and Ashforth, The Organizational Identification Scale measures how much people feel a sense of belonging to or connection with the team they work in. Although utilizing the term “organizational” instead of “team,” the scale measures the sense of team identity that exists within a certain group as both terms can be used interchangeably (this depends on the exact type of organization or team). 

The Organizational Identification Scale measures team identity across four areas:

1. The level of emotional connection they have with other team members, including attitudes towards coworkers and the work they collaboratively produce. 
2. Team members’ sense of belonging within an organization, or how much they feel a “part of” the group.
3. The individual’s sense of pride about being a member of their team, including loyalty to the organization and willingness to defend or promote it.
4. How much the individual believes their values and goals align with those of the team.

Who is Fred A. Mael?

Fred A. Mael, one of the developers of The Organizational Identification Scale, is an organizational consultant and executive coach who is best known for his research into team identification and its impact on workplace behaviors, performance, and employee well-being.  

Additionally, Mael is recognized for his contributions to social identity theory as his research explores how people form elements of their self-concept from being members of groups they belong to, such as sports teams, workforces, and other organizations.

Who is Blake Ashforth?

The other developer of The Organizational Identification Scale, Blake Ashforth, has been acknowledged for his research into organizational identification, role transitions, and organizational socialization, including his collaborations with Fred Mael. 

Ashforth has also made significant strides in pinpointing how individuals navigate role transitions and adapt to changing environments, including in the workplace. By addressing areas such as job stress, boundary management, and identity processes in the workplace, he has provided avenues for successful management of organizational change.

Example Items on The Organization Identification Scale:

1. ““When someone criticizes this team, it feels like a personal insult.”
2. “I am very interested in what others think about this team.”
3. “When I talk about this team, I usually say “we” rather than “‘they.’”
4. “This team’s successes are my successes.”
5. “When someone praises this team, it feels like a personal compliment.”
6. “If a story in the media criticized this team, I would feel embarrassed.”
7. “I would be very upset if I had to leave this organization.”
8. “I consider my organization’s problems to be my problems.”

Measure Team Identity At Work With MindOnly

In our Attachment At Work assessment, MindOnly helps companies and businesses optimize well being and performance through facilitating a comprehensive overview of team dynamics. Alongside The Organizational Identification Scale, the Attachment At Work assessment employs measures of psychological safety, team-member exchange, leader-member exchange and team perceived virtuality. 

In this way, MindOnly helps provide leaders with an insight into their team’s workplace profile; across team dynamics, attachment and well-being. Also included in the team version, the assessment measures employee self-esteem, emotion regulation, resilience, and burnout, all constructs which relate and contribute to feelings of psychological safety.

Conclusion: How To Measure Team Identity At Work

Team identity is not a singular construct; it’s a collective experience of group belonging, cohesion, performance, and well-being. Therefore, it’s important to assess team identification in our workplace groups, whereby we gain insights on a group level, not just individual. 

When team members work as a collective, they build a sense of community in which they feel safe to speak up, they trust one another and their performance develops as a result. In such dynamics, team members know that their efforts are valued by like-minded individuals who share the same goals and vision. As a result of a strong sense of team identity, businesses benefit from shared success, as its members are motivated, inspired, and proud. Together, team members become a unified, fulfilled force which radiates positivity and success.