Comparer des méthodes

	Questionnaire sur les actes négatifs	Échelle d'Échange Leader-Membre
Domaine	Comportement organisationnel	Comportement organisationnel
Famille	Process / pipeline	Process / pipeline
Année d'origine	1994	1995
Auteur d'origine	Ståle Einarsen	George B. Graen
Type	Self-report questionnaire	Self-report questionnaire
Source fondatrice	Einarsen, S., Raknes, B. I., Matthiesen, S. B., & Hellesøy, O. H. (1994). Bullying and harassment at work: Relationships to work environment quality. European Journal of Work and Organizational Psychology, 4(2), 215–226.	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.
Alias	NAQ, Workplace Bullying Scale, Einarsen Raknes Scale	LMX-7, LMX, Graen Uhl-Bien Scale
Apparentées	5	5
Résumé	The Negative Acts Questionnaire (NAQ) measures exposure to workplace bullying and harassment—persistent negative social interactions including exclusion, denigration, and intimidation. Developed by Einarsen and colleagues in 1994, the 22-item scale captures a range of harmful workplace behaviors. Bullying exposure correlates strongly with psychological distress, health problems, absenteeism, and turnover, making the NAQ valuable in occupational health and organizational assessment.	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.