Σύγκριση μεθόδων

	Ερωτηματολόγιο Δέσμευσης Οργανισμού του Porter	Κλίμακα Προσαρμοστικότητας Σταδιοδρομίας
Πεδίο	Οργανωσιακή Συμπεριφορά	Οργανωσιακή Συμπεριφορά
Οικογένεια	Process / pipeline	Process / pipeline
Έτος προέλευσης	1974	2012
Δημιουργός	Lyman W. Porter	Mark L. Savickas
Τύπος	Self-report questionnaire	Self-report questionnaire
Θεμελιώδης πηγή	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.	Savickas, M. L., & Porfeli, E. J. (2012). Career Adapt-Abilities Scale: Construction, reliability, and measurement equivalence across 13 countries. Journal of Career Assessment, 20(4), 430–446.
Εναλλακτικές ονομασίες	OCQ, Porter Scale, Affective Commitment	CAAS, Savickas Scale, Career Adaptability
Συναφείς	5	5
Σύνοψη	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.	The Career Adapt-Abilities Scale (CAAS) measures the psychosocial resources and competencies that enable individuals to navigate career challenges and transitions. Developed by Savickas and Porfeli in 2012, the 24-item scale quantifies four dimensions: concern (future orientation), control (agency), curiosity (exploration), and confidence (self-efficacy). Career adaptability predicts career satisfaction, employability, and successful adaptation to workforce changes.