Comparer des méthodes
Examinez les méthodes sélectionnées côte à côte ; les lignes qui diffèrent sont mises en évidence.
| Questionnaire d'engagement organisationnel de Porter× | Questionnaire sur le Capital Psychologique× | |
|---|---|---|
| Domaine | Comportement organisationnel | Comportement organisationnel |
| Famille | Process / pipeline | Process / pipeline |
| Année d'origine≠ | 1974 | 2007 |
| Auteur d'origine≠ | Lyman W. Porter | Fred Luthans |
| Type | Self-report questionnaire | Self-report questionnaire |
| Source fondatrice≠ | 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 ↗ | Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital and beyond. Oxford University Press. ISBN: 978-0195388275 |
| Alias | OCQ, Porter Scale, Affective Commitment | PCQ-24, PsyCap, Luthans Youssef Avolio |
| Apparentées | 5 | 5 |
| Résumé≠ | 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. | The Psychological Capital Questionnaire (PCQ-24) measures psychological capital—the positive psychological resources of efficacy, hope, resilience, and optimism—that enable individuals to thrive in demanding work environments. Developed by Luthans, Youssef, and Avolio in 2007, it operationalizes a positive organizational psychology framework that complements traditional competency assessments. PsyCap scores predict engagement, performance, well-being, and retention. |
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