Σύγκριση μεθόδων

	Κλίμακα Αντιλαμβανόμενης Οργανωσιακής Υποστήριξης	Ερωτηματολόγιο Δέσμευσης Οργανισμού του Porter
Πεδίο	Οργανωσιακή Συμπεριφορά	Οργανωσιακή Συμπεριφορά
Οικογένεια	Process / pipeline	Process / pipeline
Έτος προέλευσης	1986	1974
Δημιουργός	Robert Eisenberger	Lyman W. Porter
Τύπος	Self-report questionnaire	Self-report questionnaire
Θεμελιώδης πηγή	Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507.	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	POSS, POS Scale, Eisenberger Organizational Support	OCQ, Porter Scale, Affective Commitment
Συναφείς	5	5
Σύνοψη	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.	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.