Módszerek összehasonlítása

	Porter Szervezeti Elkötelezettség Kérdőív	Skála a v organizaci vnímané podpory (Perceived Organizational Support Scale)
Tudományterület	Szervezeti magatartás	Szervezeti magatartás
Módszercsalád	Process / pipeline	Process / pipeline
Keletkezés éve	1974	1986
Megalkotó	Lyman W. Porter	Robert Eisenberger
Típus	Self-report questionnaire	Self-report questionnaire
Alapmű	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.	Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507.
Alternatív nevek	OCQ, Porter Scale, Affective Commitment	POSS, POS Scale, Eisenberger Organizational Support
Kapcsolódó	5	5
Összefoglaló	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.	The Perceived Organizational Support Scale (POSS) measures employees' beliefs about the degree to which their employing organization values their contributions and cares about their well-being. Developed by Eisenberger and colleagues in 1986, it is a foundational construct in organizational psychology that predicts employee engagement, commitment, and performance. The scale is grounded in social exchange theory and reciprocity norms.