Σύγκριση μεθόδων

	Ερωτηματολόγιο Δέσμευσης Οργανισμού του Porter	Κλίμακα Αντιλαμβανόμενης Οργανωσιακής Υποστήριξης
Πεδίο	Οργανωσιακή Συμπεριφορά	Οργανωσιακή Συμπεριφορά
Οικογένεια	Process / pipeline	Process / pipeline
Έτος προέλευσης	1974	1986
Δημιουργός	Lyman W. Porter	Robert Eisenberger
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.	Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507.
Εναλλακτικές ονομασίες	OCQ, Porter Scale, Affective Commitment	POSS, POS Scale, Eisenberger Organizational Support
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 Perceived Organizational Support Scale (POSS) measures employees' beliefs about the degree to which their employing organization values their contributions and cares about their well-being. Developed by Eisenberger and colleagues in 1986, it is a foundational construct in organizational psychology that predicts employee engagement, commitment, and performance. The scale is grounded in social exchange theory and reciprocity norms.