Comparer des méthodes
Examinez les méthodes sélectionnées côte à côte ; les lignes qui diffèrent sont mises en évidence.
| Questionnaire sur les actes négatifs× | Questionnaire sur le Capital Psychologique× | |
|---|---|---|
| Domaine | Comportement organisationnel | Comportement organisationnel |
| Famille | Process / pipeline | Process / pipeline |
| Année d'origine≠ | 1994 | 2007 |
| Auteur d'origine≠ | Ståle Einarsen | Fred Luthans |
| 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. link ↗ | Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital and beyond. Oxford University Press. ISBN: 978-0195388275 |
| Alias | NAQ, Workplace Bullying Scale, Einarsen Raknes Scale | PCQ-24, PsyCap, Luthans Youssef Avolio |
| 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 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. |
| ScholarGateJeu de données ↗ |
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