পদ্ধতির তুলনা করুন
নির্বাচিত পদ্ধতিগুলো পাশাপাশি পর্যালোচনা করুন; যে সারিগুলোয় পার্থক্য আছে সেগুলো চিহ্নিত করা হয়।
| স্বীকৃত সাংগঠনিক সহায়তা স্কেল× | প্রোঅ্যাকটিভ পার্সোনালিটি স্কেল (Proactive Personality Scale)× | |
|---|---|---|
| ক্ষেত্র | সাংগঠনিক আচরণ | সাংগঠনিক আচরণ |
| পরিবার | Process / pipeline | Process / pipeline |
| উদ্ভবের বছর≠ | 1986 | 1993 |
| প্রবর্তক≠ | Robert Eisenberger | Thomas S. Bateman |
| ধরন | Self-report questionnaire | Self-report questionnaire |
| মৌলিক উৎস≠ | Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. DOI ↗ | Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14(2), 103–118. DOI ↗ |
| অপর নাম | POSS, POS Scale, Eisenberger Organizational Support | PPS, Bateman Crant Scale, Proactivity |
| সম্পর্কিত | 5 | 5 |
| সারসংক্ষেপ≠ | The Perceived Organizational Support Scale (POSS) measures employees' beliefs about the degree to which their employing organization values their contributions and cares about their well-being. Developed by Eisenberger and colleagues in 1986, it is a foundational construct in organizational psychology that predicts employee engagement, commitment, and performance. The scale is grounded in social exchange theory and reciprocity norms. | The Proactive Personality Scale (PPS) measures individual differences in the inclination to take action to shape one's environment and future. Developed by Bateman and Crant in 1993, it quantifies the stable tendency to anticipate and initiate change rather than react passively. The scale predicts career advancement, entrepreneurial intent, and organizational citizenship behaviors, making it valuable in selection, development, and research contexts. |
| ScholarGateডেটাসেট ↗ |
|
|