Módszerek összehasonlítása
Tekintse át a kiválasztott módszereket egymás mellett; az eltérő sorok kiemelve jelennek meg.
| Leader-Member Exchange Scale× | Porter Szervezeti Elkötelezettség Kérdőív× | |
|---|---|---|
| Tudományterület | Szervezeti magatartás | Szervezeti magatartás |
| Módszercsalád | Process / pipeline | Process / pipeline |
| Keletkezés éve≠ | 1995 | 1974 |
| Megalkotó≠ | George B. Graen | Lyman W. Porter |
| Típus | Self-report questionnaire | Self-report questionnaire |
| Alapmű≠ | 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 ↗ | 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 | LMX-7, LMX, Graen Uhl-Bien Scale | OCQ, Porter Scale, Affective Commitment |
| Kapcsolódó | 5 | 5 |
| Összefoglaló≠ | 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. | 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 ↗ |
|
|