Σύγκριση μεθόδων

	Ερωτηματολόγιο Αρνητικών Πράξεων	Κλίμακα Αντιλαμβανόμενης Οργανωσιακής Υποστήριξης
Πεδίο	Οργανωσιακή Συμπεριφορά	Οργανωσιακή Συμπεριφορά
Οικογένεια	Process / pipeline	Process / pipeline
Έτος προέλευσης	1994	1986
Δημιουργός	Ståle Einarsen	Robert Eisenberger
Τύπος	Self-report questionnaire	Self-report questionnaire
Θεμελιώδης πηγή	Einarsen, S., Raknes, B. I., Matthiesen, S. B., & Hellesøy, O. H. (1994). Bullying and harassment at work: Relationships to work environment quality. European Journal of Work and Organizational Psychology, 4(2), 215–226.	Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507.
Εναλλακτικές ονομασίες	NAQ, Workplace Bullying Scale, Einarsen Raknes Scale	POSS, POS Scale, Eisenberger Organizational Support
Συναφείς	5	5
Σύνοψη	The Negative Acts Questionnaire (NAQ) measures exposure to workplace bullying and harassment—persistent negative social interactions including exclusion, denigration, and intimidation. Developed by Einarsen and colleagues in 1994, the 22-item scale captures a range of harmful workplace behaviors. Bullying exposure correlates strongly with psychological distress, health problems, absenteeism, and turnover, making the NAQ valuable in occupational health and organizational assessment.	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.