Salīdzināt metodes
Apskatiet izvēlētās metodes blakus; rindas, kas atšķiras, ir izceltas.
| Anketas par negatīviem aktiem× | Darba aprakstošais indekss× | |
|---|---|---|
| Nozare | Organizāciju uzvedība | Organizāciju uzvedība |
| Saime | Process / pipeline | Process / pipeline |
| Izcelsmes gads≠ | 1994 | 1969 |
| Autors≠ | Ståle Einarsen | Patricia Cain Smith |
| Tips | Self-report questionnaire | Self-report questionnaire |
| Pirmavots≠ | 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 ↗ | 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 |
| Citi nosaukumi | NAQ, Workplace Bullying Scale, Einarsen Raknes Scale | JDI, Smith Kendall Hulin Scale, Job Satisfaction Scale |
| Saistītās | 5 | 5 |
| Kopsavilkums≠ | 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 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. |
| ScholarGateDatu kopa ↗ |
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