Σύγκριση μεθόδων

	Κλίμακα Αυτοαντιλήψεων (Core Self-Evaluations Scale)	Ερωτηματολόγιο Δέσμευσης Οργανισμού του Porter
Πεδίο	Οργανωσιακή Συμπεριφορά	Οργανωσιακή Συμπεριφορά
Οικογένεια	Process / pipeline	Process / pipeline
Έτος προέλευσης	1997	1974
Δημιουργός	Timothy A. Judge	Lyman W. Porter
Τύπος	Self-report questionnaire	Self-report questionnaire
Θεμελιώδης πηγή	Judge, T. A., Locke, E. A., & Durham, C. C. (1997). The dispositional causes of job satisfaction: A core evaluations approach. Research in Organizational Behavior, 19, 151–188.	Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603–609.
Εναλλακτικές ονομασίες	CSES, Judge Scale, Core Self-Assessment	OCQ, Porter Scale, Affective Commitment
Συναφείς	5	5
Σύνοψη	The Core Self-Evaluations Scale (CSES) measures fundamental assessments people make about their own worth, competence, and ability to meet life demands. Developed by Judge and colleagues starting in 1997, the 12-item scale captures a broad personality dimension encompassing self-esteem, self-efficacy, locus of control, and emotional stability. Core self-evaluations predict job satisfaction, life satisfaction, engagement, and performance across occupations.	The Porter Organizational Commitment Questionnaire (OCQ) measures an employee's emotional attachment to, identification with, and involvement in their employing organization. Developed by Porter and colleagues in 1974, the original 15-item scale captures affective commitment—the genuine belief in and support for the organization's goals and values. The OCQ is one of the most extensively researched and validated commitment measures, predicting retention, absenteeism, and performance.