Sammenlign metoder
Gennemgå dine valgte metoder side om side; rækker, der afviger, er fremhævet.
| Flow at Work Scale× | Recovery Experience Questionnaire× | |
|---|---|---|
| Fagområde | Arbejdsmiljø og sundhed | Arbejdsmiljø og sundhed |
| Familie | Process / pipeline | Process / pipeline |
| Oprindelsesår≠ | 1990 | 2007 |
| Ophavsperson≠ | Mihaly Csikszentmihalyi (flow theory); Arnold B. Bakker (work-related flow scale) | Sabine Sonnentag, Carsten Fritz |
| Type | Self-report questionnaire | Self-report questionnaire |
| Oprindelig kilde≠ | Csikszentmihalyi, M. (1990). Flow: The Psychology of Optimal Experience. New York: Harper & Row. link ↗ | Sonnentag, S., & Fritz, C. (2007). The Recovery Experience Questionnaire: Development and validation of a measure for assessing recuperation and unwinding from work. Journal of Occupational Health Psychology, 12(3), 204-221. DOI ↗ |
| Aliasser≠ | FSS-work, Flow State Scale | REQ |
| Relaterede | 5 | 5 |
| Resumé≠ | The Flow at Work Scale (derived from Csikszentmihalyi's flow theory and operationalized by Bakker as the Work-Related Flow Inventory) measures the degree to which employees experience 'flow'—a state of optimal absorption, focus, and enjoyment in work. Flow is characterized by full concentration, loss of self-consciousness, sense of control, and intrinsic motivation. Developed initially in sports psychology and later adapted for occupational settings, the Flow at Work Scale captures positive engagement and is associated with high performance, creativity, and psychological wellbeing. | The Recovery Experience Questionnaire (REQ) is an assessment tool measuring the quality and dimensions of off-work recovery from occupational stress. Developed by Sonnentag and Fritz in 2007, the REQ evaluates four key recovery experiences: psychological detachment from work, relaxation, mastery, and control. The instrument is grounded in conservation of resources theory and provides insights into how employees restore wellbeing during non-work time, which is crucial for preventing burnout and maintaining work engagement. |
| ScholarGateDatasæt ↗ |
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