Confronta i metodi
Esamina i metodi selezionati fianco a fianco; le righe che differiscono sono evidenziate.
| Minnesota Satisfaction Questionnaire× | Scala Domande-Risorse Lavorative× | |
|---|---|---|
| Campo | Comportamento organizzativo | Comportamento organizzativo |
| Famiglia | Process / pipeline | Process / pipeline |
| Anno di origine≠ | 1967 | 2001 |
| Ideatore≠ | David J. Weiss, René V. Dawis, George W. England, and Lloyd H. Lofquist | Evangelia Demerouti and Arnold B. Bakker |
| Tipo | Self-report questionnaire | Self-report questionnaire |
| Fonte seminale≠ | Weiss, D. J., Dawis, R. V., England, G. W., & Lofquist, L. H. (1967). Manual for the Minnesota Satisfaction Questionnaire. Minneapolis: University of Minnesota. link ↗ | Bakker, A. B., & Demerouti, E. (2007). The Job Demands-Resources model: state of the art. Journal of Managerial Psychology, 22(3), 309-328. DOI ↗ |
| Alias≠ | MSQ | JDRS, JD-R Questionnaire |
| Correlati | 5 | 5 |
| Sintesi≠ | The Minnesota Satisfaction Questionnaire (MSQ), developed by Weiss, Dawis, England, and Lofquist in 1967, is a widely used measure of job satisfaction emphasizing intrinsic and extrinsic satisfaction dimensions. Available in long-form (100 items) and short-form (20 items) versions, the MSQ assesses satisfaction with diverse job aspects including achievement, compensation, advancement, and security. It remains a foundational instrument in vocational and organizational psychology. | The Job Demands-Resources Scale (JDRS) is a multidimensional assessment instrument based on the Job Demands-Resources (JD-R) model, developed by Demerouti and Bakker in 2001. It measures the balance between job demands (workload, time pressure, emotional demands) and resources (autonomy, support, opportunities for growth) that shape employee well-being, engagement, and burnout risk. The JDRS has become central to occupational health research and practice. |
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