Vertaile menetelmiä
Tarkastele valitsemiasi menetelmiä rinnakkain; eroavat rivit korostetaan.
| Stanfordin läsnäolosasteikko× | Työpaikan epäkohteliaisuusasteikko× | |
|---|---|---|
| Tieteenala | Työterveys | Työterveys |
| Menetelmäperhe | Process / pipeline | Process / pipeline |
| Syntyvuosi≠ | 2002 | 2001 |
| Kehittäjä≠ | Clifford Koopman, Kenneth R. Pelletier, James Murray, and colleagues | Lilia M. Cortina, Vicki J. Magley, Janet H. Williams, Regina D. Langhout; based on incivility concept by Andersson & Pearson |
| Tyyppi | Self-report questionnaire | Self-report questionnaire |
| Alkuperäislähde≠ | Koopman, C., Pelletier, K. R., Murray, J. F., Sharda, C. E., Berger, M. L., Turpin, R. S., ... & Bendel, T. (2002). Stanford Presenteeism Scale: Health status and employee productivity. Journal of Occupational and Environmental Medicine, 44(1), 14-20. DOI ↗ | Andersson, L. M., & Pearson, C. M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of Management Review, 24(3), 452-471. DOI ↗ |
| Rinnakkaisnimet | SPS-6, Presenteeism Scale | WIS, Negative Acts Questionnaire (NAQ) - adapted |
| Liittyvät | 5 | 5 |
| Tiivistelmä≠ | The Stanford Presenteeism Scale (SPS-6) is a brief assessment tool measuring work productivity and performance among employees who are present at work despite health problems, personal issues, or other limitations. Developed by Koopman and colleagues in 2002, the SPS-6 quantifies the degree to which an employee's ability to concentrate, accomplish tasks, and maintain efficiency is compromised while working. Presenteeism—working while ill or impaired—is increasingly recognized as a significant occupational health concern with substantial economic and wellbeing consequences. | The Workplace Incivility Scale (WIS) is an assessment tool measuring exposure to low-intensity interpersonal mistreatment in occupational settings. Based on the concept of 'incivility' developed by Andersson and Pearson, and operationalized by Cortina and colleagues in 2001, the WIS captures rude, condescending, and hostile communication, excluding the overt aggression characteristic of workplace bullying or harassment. Workplace incivility is increasingly recognized as a significant occupational health risk with consequences for employee wellbeing, productivity, and organizational culture. |
| ScholarGateAineisto ↗ |
|
|