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| Skala Ketidak sopanan di Tempat Kerja× | Skala Kawasan Tempat Kerja× | |
|---|---|---|
| Bidang | Kesihatan Pekerjaan | Kesihatan Pekerjaan |
| Keluarga | Process / pipeline | Process / pipeline |
| Tahun asal≠ | 2001 | 2004 |
| Pengasas≠ | Lilia M. Cortina, Vicki J. Magley, Janet H. Williams, Regina D. Langhout; based on incivility concept by Andersson & Pearson | Michael P. Leiter, Christina Maslach |
| Jenis | Self-report questionnaire | Self-report questionnaire |
| Sumber perintis≠ | Andersson, L. M., & Pearson, C. M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of Management Review, 24(3), 452-471. DOI ↗ | Leiter, M. P., & Maslach, C. (2004). Areas of Worklife: A structured approach to organizational predictors of job burnout. In P. L. Perrewe & D. C. Ganster (Eds.), Research in Occupational Stress and Well Being, Vol. 3, (pp. 91-134). Oxford: Elsevier. DOI ↗ |
| Alias≠ | WIS, Negative Acts Questionnaire (NAQ) - adapted | AWS |
| Berkaitan≠ | 5 | 4 |
| Ringkasan≠ | The Workplace Incivility Scale (WIS) is an assessment tool measuring exposure to low-intensity interpersonal mistreatment in occupational settings. Based on the concept of 'incivility' developed by Andersson and Pearson, and operationalized by Cortina and colleagues in 2001, the WIS captures rude, condescending, and hostile communication, excluding the overt aggression characteristic of workplace bullying or harassment. Workplace incivility is increasingly recognized as a significant occupational health risk with consequences for employee wellbeing, productivity, and organizational culture. | The Areas of Worklife Scale (AWS) is a multidimensional assessment tool designed to measure organizational and job factors associated with occupational burnout. Developed by Leiter and Maslach in 2004, the AWS evaluates six critical job dimensions: workload, control, reward, community, fairness, and values alignment. Unlike measures that focus on individual burnout symptoms, the AWS targets the organizational context, making it valuable for identifying specific workplace factors driving burnout and guiding targeted interventions. |
| ScholarGateSet data ↗ |
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