Salīdzināt metodes
Apskatiet izvēlētās metodes blakus; rindas, kas atšķiras, ir izceltas.
| Darba spēju indekss× | Organizatoriskās saistības skala× | |
|---|---|---|
| Nozare | Organizāciju uzvedība | Organizāciju uzvedība |
| Saime | Process / pipeline | Process / pipeline |
| Izcelsmes gads≠ | 1998 | 1991 |
| Autors≠ | Kaija Tuomi, Juhani Ilmarinen, Asko Jahkola, Leena Katajarinne, and Aune Tulkki | John P. Meyer and Natalie J. Allen |
| Tips | Self-report questionnaire | Self-report questionnaire |
| Pirmavots≠ | Tuomi, K., Ilmarinen, J., Jahkola, A., Katajarinne, L., & Tulkki, A. (1998). Work Ability Index (2nd edn). Helsinki: Finnish Institute of Occupational Health. ISBN: 978-9521070372 | Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89. DOI ↗ |
| Citi nosaukumi≠ | WAI | OCS, Meyer & Allen Scale |
| Saistītās | 5 | 5 |
| Kopsavilkums≠ | The Work Ability Index (WAI), developed by Tuomi and colleagues at the Finnish Institute of Occupational Health in 1998, is a validated self-assessment instrument measuring the ability to perform work. The WAI comprises seven dimensions: current work ability compared to lifetime best, work ability relative to job demands, number of diagnosed diseases, absenteeism, prognosis, mental resources, and productivity. It is widely used in occupational health surveillance, aging-workforce management, and return-to-work programs. | 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. |
| ScholarGateDatu kopa ↗ |
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