مقایسهٔ روشها
روشهای انتخابی خود را کنار هم مرور کنید؛ ردیفهای متفاوت برجسته شدهاند.
| مقیاس تواناییهای سازگاری شغلی× | پرسشنامه تعهد سازمانی پورتر× | |
|---|---|---|
| حوزه | رفتار سازمانی | رفتار سازمانی |
| خانواده | Process / pipeline | Process / pipeline |
| سال پیدایش≠ | 2012 | 1974 |
| پدیدآور≠ | Mark L. Savickas | Lyman W. Porter |
| نوع | Self-report questionnaire | Self-report questionnaire |
| منبع بنیادین≠ | 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. DOI ↗ | 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. DOI ↗ |
| نامهای دیگر | CAAS, Savickas Scale, Career Adaptability | OCQ, Porter Scale, Affective Commitment |
| مرتبط | 5 | 5 |
| خلاصه≠ | 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. | 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. |
| ScholarGateمجموعهداده ↗ |
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