Confronta i metodi

	Scala delle Valutazioni Fondamentali del Sé	Questionario sull'Impegno Organizzativo di Porter
Campo	Comportamento organizzativo	Comportamento organizzativo
Famiglia	Process / pipeline	Process / pipeline
Anno di origine	1997	1974
Ideatore	Timothy A. Judge	Lyman W. Porter
Tipo	Self-report questionnaire	Self-report questionnaire
Fonte seminale	Judge, T. A., Locke, E. A., & Durham, C. C. (1997). The dispositional causes of job satisfaction: A core evaluations approach. Research in Organizational Behavior, 19, 151–188.	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.
Alias	CSES, Judge Scale, Core Self-Assessment	OCQ, Porter Scale, Affective Commitment
Correlati	5	5
Sintesi	The Core Self-Evaluations Scale (CSES) measures fundamental assessments people make about their own worth, competence, and ability to meet life demands. Developed by Judge and colleagues starting in 1997, the 12-item scale captures a broad personality dimension encompassing self-esteem, self-efficacy, locus of control, and emotional stability. Core self-evaluations predict job satisfaction, life satisfaction, engagement, and performance across occupations.	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.