Salīdzināt metodes
Apskatiet izvēlētās metodes blakus; rindas, kas atšķiras, ir izceltas.
| Anketas par negatīviem aktiem× | Profesionālā stresa indekss× | |
|---|---|---|
| Nozare | Organizāciju uzvedība | Organizāciju uzvedība |
| Saime | Process / pipeline | Process / pipeline |
| Izcelsmes gads≠ | 1994 | 1987 |
| Autors≠ | Ståle Einarsen | Samuel H. Osipow |
| 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 ↗ | Osipow, S. H., & Spokane, A. R. (1987). Occupational Stress Inventory manual (Rev. ed.). Psychological Assessment Resources. ISBN: 978-0911216929 |
| Citi nosaukumi | NAQ, Workplace Bullying Scale, Einarsen Raknes Scale | OSI, Osipow Scale, Job Stress Measure |
| 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 Occupational Stress Index (OSI) is a comprehensive self-report measure of job-related stress and coping resources. Developed by Osipow and Spokane in 1987, the 140-item scale (abbreviated versions also exist) captures role overload, role boundary, role insufficiency, role ambiguity, physical environment demands, and coping resources. The OSI is grounded in stress and coping theory and predicts health outcomes, performance, and retention. |
| ScholarGateDatu kopa ↗ |
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