Comparer des méthodes
Examinez les méthodes sélectionnées côte à côte ; les lignes qui diffèrent sont mises en évidence.
| Échelle d'épuisement émotionnel× | Échelle d'engagement organisationnel× | |
|---|---|---|
| Domaine | Comportement organisationnel | Comportement organisationnel |
| Famille | Process / pipeline | Process / pipeline |
| Année d'origine≠ | 1981 | 1991 |
| Auteur d'origine≠ | Christina Maslach and Susan E. Jackson | John P. Meyer and Natalie J. Allen |
| Type | Self-report questionnaire | Self-report questionnaire |
| Source fondatrice≠ | Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Organizational Behavior, 2(2), 99-113. DOI ↗ | Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89. DOI ↗ |
| Alias | MBI-EE, Emotional Exhaustion Subscale | OCS, Meyer & Allen Scale |
| Apparentées | 5 | 5 |
| Résumé≠ | The Emotional Exhaustion subscale is one of three core dimensions of the Maslach Burnout Inventory (MBI), developed by Maslach and Jackson in 1981. Emotional exhaustion represents the first stage of burnout, characterized by feeling emotionally drained, fatigued, and depleted as a result of work. The nine-item subscale measures the frequency of exhaustion, energy depletion, and tiredness. It is the strongest dimension of burnout, most closely predicting negative outcomes such as intent to leave, absenteeism, and health problems. | The Organizational Commitment Scale (OCS), developed by Meyer and Allen in 1991, measures three distinct dimensions of organizational commitment: affective commitment (emotional attachment), continuance commitment (perceived cost of leaving), and normative commitment (sense of obligation). This three-component model has become foundational in understanding employee retention, engagement, and organizational attachment. |
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