Comparer des méthodes
Examinez les méthodes sélectionnées côte à côte ; les lignes qui diffèrent sont mises en évidence.
| Échelle de Personnalité Proactive× | Échelle de soutien organisationnel perçu× | |
|---|---|---|
| Domaine | Comportement organisationnel | Comportement organisationnel |
| Famille | Process / pipeline | Process / pipeline |
| Année d'origine≠ | 1993 | 1986 |
| Auteur d'origine≠ | Thomas S. Bateman | Robert Eisenberger |
| Type | Self-report questionnaire | Self-report questionnaire |
| Source fondatrice≠ | Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14(2), 103–118. DOI ↗ | Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. DOI ↗ |
| Alias | PPS, Bateman Crant Scale, Proactivity | POSS, POS Scale, Eisenberger Organizational Support |
| Apparentées | 5 | 5 |
| Résumé≠ | The Proactive Personality Scale (PPS) measures individual differences in the inclination to take action to shape one's environment and future. Developed by Bateman and Crant in 1993, it quantifies the stable tendency to anticipate and initiate change rather than react passively. The scale predicts career advancement, entrepreneurial intent, and organizational citizenship behaviors, making it valuable in selection, development, and research contexts. | 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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