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| サーバント・リーダーシップ・スケール× | 組織コミットメント尺度× | |
|---|---|---|
| 分野 | 組織行動論 | 組織行動論 |
| 系統 | Process / pipeline | Process / pipeline |
| 提唱年≠ | 2008 | 1991 |
| 提唱者≠ | Robert K. Greenleaf (concept); Robert C. Liden et al. (measurement scale) | John P. Meyer and Natalie J. Allen |
| 種類 | Self-report questionnaire | Self-report questionnaire |
| 原典≠ | Liden, R. C., Wayne, S. J., Zhao, H., & Henderson, D. (2008). Servant leadership: development of a multidimensional measure and multi-level assessment. The Leadership Quarterly, 19(2), 161-177. DOI ↗ | Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89. DOI ↗ |
| 別名 | SLS, Servant Leader Scale | OCS, Meyer & Allen Scale |
| 関連 | 5 | 5 |
| 概要≠ | The Servant Leadership Scale (SLS), developed by Liden and colleagues in 2008, measures the extent to which leaders prioritize others' well-being and development. Building on Robert Greenleaf's 1970 concept of servant leadership, the SLS operationalizes servant leadership across seven dimensions: emotional healing, creating value for community, conceptual skills, empowering others, helping followers grow and succeed, putting followers first, and behaving ethically. The scale enables assessment of leadership styles that foster trust, engagement, and organizational effectiveness. | The Organizational Commitment Scale (OCS), developed by Meyer and Allen in 1991, measures three distinct dimensions of organizational commitment: affective commitment (emotional attachment), continuance commitment (perceived cost of leaving), and normative commitment (sense of obligation). This three-component model has become foundational in understanding employee retention, engagement, and organizational attachment. |
| ScholarGateデータセット ↗ |
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