مقایسهٔ روشها
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| Psychological Capital Scale× | مقیاس درگیری شغلی اوترخت× | |
|---|---|---|
| حوزه≠ | رفتار سازمانی | روانشناسی اجتماعی |
| خانواده≠ | Latent structure | Process / pipeline |
| سال پیدایش≠ | 2007 | 2002 |
| پدیدآور≠ | Fred Luthans, Bruce J. Avolio, James B. Avey & Carolyn M. Youssef | Wilmar Schaufeli, Arnold Bakker, and Marisa Salanova |
| نوع≠ | Higher-order positive psychological resource scale | Occupational well-being and engagement scale |
| منبع بنیادین≠ | Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60(3), 541-572. DOI ↗ | Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71–92. DOI ↗ |
| نامهای دیگر≠ | PsyCap, PCQ, Psychological Capital Questionnaire, HERO Model | UWES, Work Engagement Scale, Schaufeli Work Engagement |
| مرتبط | 3 | 3 |
| خلاصه≠ | Psychological capital (PsyCap) is a higher-order positive psychological resource in the positive-organizational-behavior tradition, composed of four state-like capacities: hope, efficacy (self-confidence), resilience, and optimism — together the 'HERO' constructs. Fred Luthans and colleagues argued that these four share a common underlying mechanism — a positive appraisal of circumstances and probability of success based on motivated effort and perseverance — so that their combination predicts outcomes better than any one alone. The Psychological Capital Questionnaire (PCQ) operationalizes the four capacities with validated subscales, and Luthans, Avolio, Avey, and Norman's 2007 Personnel Psychology paper established the measure and showed that the composite relates to performance and satisfaction. A central claim, developed in Luthans, Youssef, and Avolio's 2007 book, is that PsyCap is state-like and therefore developable, distinguishing it from fixed traits. | The Utrecht Work Engagement Scale (UWES) is a 17-item instrument measuring work engagement—a positive, fulfilling psychological state characterized by vigor, dedication, and absorption in work. Developed by Wilmar Schaufeli and colleagues in 2002, the UWES operationalizes engagement as the positive antipode to burnout, reflecting energetic involvement, strong commitment, and deep focus in occupational tasks. The scale has become the standard measure for assessing work engagement in organizational research and occupational health. |
| ScholarGateمجموعهداده ↗ |
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