Comparer des méthodes
Examinez les méthodes sélectionnées côte à côte ; les lignes qui diffèrent sont mises en évidence.
| Indice de Stress Professionnel× | Échelle de soutien organisationnel perçu× | |
|---|---|---|
| Domaine | Comportement organisationnel | Comportement organisationnel |
| Famille | Process / pipeline | Process / pipeline |
| Année d'origine≠ | 1987 | 1986 |
| Auteur d'origine≠ | Samuel H. Osipow | Robert Eisenberger |
| Type | Self-report questionnaire | Self-report questionnaire |
| Source fondatrice≠ | Osipow, S. H., & Spokane, A. R. (1987). Occupational Stress Inventory manual (Rev. ed.). Psychological Assessment Resources. ISBN: 978-0911216929 | Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. DOI ↗ |
| Alias | OSI, Osipow Scale, Job Stress Measure | POSS, POS Scale, Eisenberger Organizational Support |
| Apparentées | 5 | 5 |
| Résumé≠ | The Occupational Stress Index (OSI) is a comprehensive self-report measure of job-related stress and coping resources. Developed by Osipow and Spokane in 1987, the 140-item scale (abbreviated versions also exist) captures role overload, role boundary, role insufficiency, role ambiguity, physical environment demands, and coping resources. The OSI is grounded in stress and coping theory and predicts health outcomes, performance, and retention. | 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. |
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