Porovnat metody
Prohlédněte si vybrané metody vedle sebe; řádky, které se liší, jsou zvýrazněny.
| Škála vnímaného stresu× | Škála organizační angažovanosti× | |
|---|---|---|
| Obor | Organizační chování | Organizační chování |
| Rodina | Process / pipeline | Process / pipeline |
| Rok vzniku≠ | 1983 | 1991 |
| Tvůrce≠ | Sheldon Cohen, Tom Kamarck, and Robin Mermelstein | John P. Meyer and Natalie J. Allen |
| Typ | Self-report questionnaire | Self-report questionnaire |
| Původní zdroj≠ | Cohen, S., Kamarck, T., & Mermelstein, R. (1983). A global measure of perceived stress. Journal of Health and Social Behavior, 24(4), 385-396. DOI ↗ | Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89. DOI ↗ |
| Další názvy≠ | PSS | OCS, Meyer & Allen Scale |
| Příbuzné | 5 | 5 |
| Shrnutí≠ | The Perceived Stress Scale (PSS), developed by Cohen, Kamarck, and Mermelstein in 1983, is the most widely used measure of subjective stress in research and clinical practice. Available in 10-item (PSS-10) and 14-item (PSS-14) versions, the PSS assesses the degree to which individuals perceive situations as unpredictable, uncontrollable, and overwhelming. The scale captures stress as a result of how people interpret and react to life events rather than the events themselves. | 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. |
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