قارن الطرق
راجع الطرق التي اخترتها جنبًا إلى جنب؛ الصفوف المختلفة مميَّزة.
| استبيان مينيسوتا للرضا الوظيفي× | مقياس الالتزام التنظيمي× | |
|---|---|---|
| المجال | السلوك التنظيمي | السلوك التنظيمي |
| العائلة | Process / pipeline | Process / pipeline |
| سنة النشأة≠ | 1967 | 1991 |
| صاحب الطريقة≠ | David J. Weiss, René V. Dawis, George W. England, and Lloyd H. Lofquist | John P. Meyer and Natalie J. Allen |
| النوع | Self-report questionnaire | Self-report questionnaire |
| المصدر التأسيسي≠ | Weiss, D. J., Dawis, R. V., England, G. W., & Lofquist, L. H. (1967). Manual for the Minnesota Satisfaction Questionnaire. Minneapolis: University of Minnesota. link ↗ | Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89. DOI ↗ |
| الأسماء البديلة≠ | MSQ | OCS, Meyer & Allen Scale |
| ذات صلة | 5 | 5 |
| الملخص≠ | The Minnesota Satisfaction Questionnaire (MSQ), developed by Weiss, Dawis, England, and Lofquist in 1967, is a widely used measure of job satisfaction emphasizing intrinsic and extrinsic satisfaction dimensions. Available in long-form (100 items) and short-form (20 items) versions, the MSQ assesses satisfaction with diverse job aspects including achievement, compensation, advancement, and security. It remains a foundational instrument in vocational and organizational psychology. | The Organizational Commitment Scale (OCS), developed by Meyer and Allen in 1991, measures three distinct dimensions of organizational commitment: affective commitment (emotional attachment), continuance commitment (perceived cost of leaving), and normative commitment (sense of obligation). This three-component model has become foundational in understanding employee retention, engagement, and organizational attachment. |
| ScholarGateمجموعة البيانات ↗ |
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