Methoden vergelijken
Bekijk de geselecteerde methoden naast elkaar; rijen die verschillen zijn gemarkeerd.
| Areas of Worklife Scale× | Recovery Experience Questionnaire× | |
|---|---|---|
| Vakgebied | Bedrijfsgeneeskunde | Bedrijfsgeneeskunde |
| Familie | Process / pipeline | Process / pipeline |
| Jaar van ontstaan≠ | 2004 | 2007 |
| Grondlegger≠ | Michael P. Leiter, Christina Maslach | Sabine Sonnentag, Carsten Fritz |
| Type | Self-report questionnaire | Self-report questionnaire |
| Oorspronkelijke bron≠ | 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 ↗ | Sonnentag, S., & Fritz, C. (2007). The Recovery Experience Questionnaire: Development and validation of a measure for assessing recuperation and unwinding from work. Journal of Occupational Health Psychology, 12(3), 204-221. DOI ↗ |
| Aliassen | AWS | REQ |
| Verwant≠ | 4 | 5 |
| Samenvatting≠ | 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. | The Recovery Experience Questionnaire (REQ) is an assessment tool measuring the quality and dimensions of off-work recovery from occupational stress. Developed by Sonnentag and Fritz in 2007, the REQ evaluates four key recovery experiences: psychological detachment from work, relaxation, mastery, and control. The instrument is grounded in conservation of resources theory and provides insights into how employees restore wellbeing during non-work time, which is crucial for preventing burnout and maintaining work engagement. |
| ScholarGateGegevensset ↗ |
|
|