Purpose. The goal is to develop and test new questionnaires for organizational and suborganization, group and microgroup, interpersonal and personal identification (identity) of employees in the organization. Method. The substantive validity of four new questionnaires of social(organizational) identity was examined. The selection of these questionnaires totaled 514 employees from various large organizations (state universities, institutions in the field of management and lawenforcement functions, as well as commercial companies). The results were processed using factor analysis using the principal component method and the Varimax rotation with Kaiser normalization; descriptive statistics, Cronbach’s alpha coefficients and Pearson correlations were calculated; the conformity of the empirical distribution to the normal was evaluated. Results. It is shown that, depending on the components of identity, a survey of organizational and suborganizational identity (consists of two corresponding parts) has a two-factor structure, and includes two subscales in eachpart: cognitive and affective identity. The group and microgroup identity questionnaire (includes tworelevant sections), the interpersonal identity questionnaire and the personal identity questionnaire have a three-factor structure and consist of three subscales, such as cognitive, affective and behavioral identity. It is shown that the questionnaires in general have validity and reliability by the analyzed indicators. However, a subscale of microgroup behavioral identity and a subscale of personal behavioral identity have an internal consistency below acceptable. The value of the results is the development of unified questionnaires, which together allow to measure six aspects (levels) of employees’ identity (identification with the organization as a whole and a large structural unit, with a small group / team and an informal subgroup in a group, other members of the group and oneself) two or three components in each. The simultaneous use of these questionnaires will allow a comprehensive study of the measure and proportionality of different levels of identity (for each component), links between levels of identity (for each component), as well as links of identity levels (for certain components) with attitudes and behavior of workers, psychological characteristics and effectiveness of groups. Practical implications. Practitioners will be able to assess the degree of expression of all levels and components of the identity of employees in a particular organization / group. Based on this, it is possible to predict attitudes and behavior of employees, as well as selectively develop (where necessary) certain levels and components of identity.