পদ্ধতির তুলনা করুন

	স্ট্যানফোর্ড প্রেজেন্টিজম স্কেল	প্রচেষ্টা-পুরস্কার অসামঞ্জস্য স্কেল
ক্ষেত্র	পেশাগত স্বাস্থ্য	পেশাগত স্বাস্থ্য
পরিবার	Process / pipeline	Process / pipeline
উদ্ভবের বছর	2002	1996
প্রবর্তক	Clifford Koopman, Kenneth R. Pelletier, James Murray, and colleagues	Johannes Siegrist
ধরন	Self-report questionnaire	Self-report questionnaire
মৌলিক উৎস	Koopman, C., Pelletier, K. R., Murray, J. F., Sharda, C. E., Berger, M. L., Turpin, R. S., ... & Bendel, T. (2002). Stanford Presenteeism Scale: Health status and employee productivity. Journal of Occupational and Environmental Medicine, 44(1), 14-20.	Siegrist, J., Starke, D., Chandola, T., Peter, I., Marmot, M., Theorell, T., ... & Fuhrer, R. (2004). The measurement of effort-reward imbalance at work: European comparisons. Social Science & Medicine, 58(8), 1483-1499.
অপর নাম	SPS-6, Presenteeism Scale	ERI
সম্পর্কিত	5	4
সারসংক্ষেপ	The Stanford Presenteeism Scale (SPS-6) is a brief assessment tool measuring work productivity and performance among employees who are present at work despite health problems, personal issues, or other limitations. Developed by Koopman and colleagues in 2002, the SPS-6 quantifies the degree to which an employee's ability to concentrate, accomplish tasks, and maintain efficiency is compromised while working. Presenteeism—working while ill or impaired—is increasingly recognized as a significant occupational health concern with substantial economic and wellbeing consequences.	The Effort-Reward Imbalance (ERI) Scale is an occupational stress assessment tool based on a reciprocal model of work stress. Developed by Johannes Siegrist in 1996, the ERI measures the degree to which employees experience imbalance between their job efforts (demands, overcommitment) and job rewards (income, recognition, career prospects, security). The instrument is grounded in social reciprocity theory and has strong evidence linking high imbalance to cardiovascular disease, depression, and burnout.