Sammenlign metoder
Gennemgå dine valgte metoder side om side; rækker, der afviger, er fremhævet.
| Psychosocial Safety Climate Scale× | Workplace Ostracism Scale× | |
|---|---|---|
| Fagområde | Arbejdsmiljø og sundhed | Arbejdsmiljø og sundhed |
| Familie | Process / pipeline | Process / pipeline |
| Oprindelsesår≠ | 2010 | 2008 |
| Ophavsperson≠ | Dollard & Karasek; Bailey et al. | Ferris, Brown, Berry, & Lian |
| Type | Self-report | Self-report |
| Oprindelig kilde≠ | Bailey, T. S., Dollard, M. F., McLinton, S. S., & Richards, P. A. (2015). Psychosocial safety climate: Latent profiles in Australian workplaces and psychosocial hazard exposure. Int J Stress Manag, 22(4), 413–442. link ↗ | Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The development and validation of the Workplace Ostracism Scale. J Appl Psychol, 93(6), 1348–1366. DOI ↗ |
| Aliasser≠ | PSC-12, PSCC | WOS |
| Relaterede | 3 | 3 |
| Resumé≠ | The Psychosocial Safety Climate Scale (PSC-12) measures employees' perceptions of organizational commitment to protecting worker psychological health and preventing psychosocial hazards (stress, harassment, bullying). Developed by Dollard and Karasek, and refined by Bailey and colleagues, the PSC-12 captures four dimensions of management support, communication, and hazard prevention. The scale is predictive of workplace stress, burnout, mental health disorders, and absenteeism, making it a leading indicator for organizational health and a lever for preventive intervention. | The Workplace Ostracism Scale measures the extent to which an employee feels excluded, ignored, or dismissed by colleagues and supervisors—a form of social exclusion distinct from harassment but equally harmful to mental health and performance. Developed by Ferris, Brown, Berry, and Lian, the WOS captures subtle exclusionary behaviors: being left out of conversations, having contributions ignored, or being given the silent treatment. Workplace ostracism predicts depression, anxiety, reduced engagement, and turnover, making it critical for identifying and addressing subtle organizational toxicity. |
| ScholarGateDatasæt ↗ |
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