Salīdzināt metodes
Apskatiet izvēlētās metodes blakus; rindas, kas atšķiras, ir izceltas.
| Darba aprakstošais indekss× | Porter Organizational Commitment Questionnaire× | |
|---|---|---|
| Nozare | Organizāciju uzvedība | Organizāciju uzvedība |
| Saime | Process / pipeline | Process / pipeline |
| Izcelsmes gads≠ | 1969 | 1974 |
| Autors≠ | Patricia Cain Smith | Lyman W. Porter |
| Tips | Self-report questionnaire | Self-report questionnaire |
| Pirmavots≠ | Smith, P. C., Kendall, L. M., & Hulin, C. L. (1969). The measurement of satisfaction in work and retirement: A strategy for the study of attitudes. Rand McNally. ISBN: 978-0528614110 | 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. DOI ↗ |
| Citi nosaukumi | JDI, Smith Kendall Hulin Scale, Job Satisfaction Scale | OCQ, Porter Scale, Affective Commitment |
| Saistītās | 5 | 5 |
| Kopsavilkums≠ | The Job Descriptive Index (JDI) is a comprehensive self-report measure of job satisfaction across five distinct dimensions: work, supervision, coworkers, pay, and promotions. Developed by Smith, Kendall, and Hulin in 1969, it has become one of the most widely used and empirically validated job satisfaction instruments in organizational research. The JDI is prized for its multidimensional structure and strong psychometric properties. | 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. |
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