手法を比較
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| ネガティブ行為質問票× | 知覚組織支援尺度× | |
|---|---|---|
| 分野 | 組織行動論 | 組織行動論 |
| 系統 | Process / pipeline | Process / pipeline |
| 提唱年≠ | 1994 | 1986 |
| 提唱者≠ | Ståle Einarsen | Robert Eisenberger |
| 種類 | Self-report questionnaire | Self-report questionnaire |
| 原典≠ | Einarsen, S., Raknes, B. I., Matthiesen, S. B., & Hellesøy, O. H. (1994). Bullying and harassment at work: Relationships to work environment quality. European Journal of Work and Organizational Psychology, 4(2), 215–226. link ↗ | Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. DOI ↗ |
| 別名 | NAQ, Workplace Bullying Scale, Einarsen Raknes Scale | POSS, POS Scale, Eisenberger Organizational Support |
| 関連 | 5 | 5 |
| 概要≠ | The Negative Acts Questionnaire (NAQ) measures exposure to workplace bullying and harassment—persistent negative social interactions including exclusion, denigration, and intimidation. Developed by Einarsen and colleagues in 1994, the 22-item scale captures a range of harmful workplace behaviors. Bullying exposure correlates strongly with psychological distress, health problems, absenteeism, and turnover, making the NAQ valuable in occupational health and organizational assessment. | 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. |
| ScholarGateデータセット ↗ |
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