Módszerek összehasonlítása
Tekintse át a kiválasztott módszereket egymás mellett; az eltérő sorok kiemelve jelennek meg.
| Job Descriptive Index× | Porter Szervezeti Elkötelezettség Kérdőív× | |
|---|---|---|
| Tudományterület | Szervezeti magatartás | Szervezeti magatartás |
| Módszercsalád | Process / pipeline | Process / pipeline |
| Keletkezés éve≠ | 1969 | 1974 |
| Megalkotó≠ | Patricia Cain Smith | Lyman W. Porter |
| Típus | Self-report questionnaire | Self-report questionnaire |
| Alapmű≠ | Smith, P. C., Kendall, L. M., & Hulin, C. L. (1969). The measurement of satisfaction in work and retirement: A strategy for the study of attitudes. Rand McNally. ISBN: 978-0528614110 | 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 ↗ |
| Alternatív nevek | JDI, Smith Kendall Hulin Scale, Job Satisfaction Scale | OCQ, Porter Scale, Affective Commitment |
| Kapcsolódó | 5 | 5 |
| Összefoglaló≠ | The Job Descriptive Index (JDI) is a comprehensive self-report measure of job satisfaction across five distinct dimensions: work, supervision, coworkers, pay, and promotions. Developed by Smith, Kendall, and Hulin in 1969, it has become one of the most widely used and empirically validated job satisfaction instruments in organizational research. The JDI is prized for its multidimensional structure and strong psychometric properties. | 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. |
| ScholarGateAdatkészlet ↗ |
|
|