Comparer des méthodes
Examinez les méthodes sélectionnées côte à côte ; les lignes qui diffèrent sont mises en évidence.
| Questionnaire sur le Capital Psychologique× | Échelle d'Échange Leader-Membre× | |
|---|---|---|
| Domaine | Comportement organisationnel | Comportement organisationnel |
| Famille | Process / pipeline | Process / pipeline |
| Année d'origine≠ | 2007 | 1995 |
| Auteur d'origine≠ | Fred Luthans | George B. Graen |
| Type | Self-report questionnaire | Self-report questionnaire |
| Source fondatrice≠ | Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital and beyond. Oxford University Press. ISBN: 978-0195388275 | Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years. Leadership Quarterly, 6(2), 219–247. link ↗ |
| Alias | PCQ-24, PsyCap, Luthans Youssef Avolio | LMX-7, LMX, Graen Uhl-Bien Scale |
| Apparentées | 5 | 5 |
| Résumé≠ | 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. | The Leader-Member Exchange Scale (LMX-7) measures the quality of the working relationship between a supervisor and employee. Developed by Graen and Uhl-Bien in 1995, it is a brief, widely adopted instrument grounded in Leader-Member Exchange theory. The scale captures mutual trust, respect, and obligation—the psychological foundation of effective working relationships. Higher LMX quality predicts engagement, performance, and retention. |
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