Methoden vergelijken
Bekijk de geselecteerde methoden naast elkaar; rijen die verschillen zijn gemarkeerd.
| Porter Organizational Commitment Questionnaire× | Schaal voor Waargenomen Organisatorische Ondersteuning× | |
|---|---|---|
| Vakgebied | Organisatiegedrag | Organisatiegedrag |
| Familie | Process / pipeline | Process / pipeline |
| Jaar van ontstaan≠ | 1974 | 1986 |
| Grondlegger≠ | Lyman W. Porter | Robert Eisenberger |
| Type | Self-report questionnaire | Self-report questionnaire |
| Oorspronkelijke bron≠ | Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603–609. DOI ↗ | Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. DOI ↗ |
| Aliassen | OCQ, Porter Scale, Affective Commitment | POSS, POS Scale, Eisenberger Organizational Support |
| Verwant | 5 | 5 |
| Samenvatting≠ | The Porter Organizational Commitment Questionnaire (OCQ) measures an employee's emotional attachment to, identification with, and involvement in their employing organization. Developed by Porter and colleagues in 1974, the original 15-item scale captures affective commitment—the genuine belief in and support for the organization's goals and values. The OCQ is one of the most extensively researched and validated commitment measures, predicting retention, absenteeism, and performance. | The Perceived Organizational Support Scale (POSS) measures employees' beliefs about the degree to which their employing organization values their contributions and cares about their well-being. Developed by Eisenberger and colleagues in 1986, it is a foundational construct in organizational psychology that predicts employee engagement, commitment, and performance. The scale is grounded in social exchange theory and reciprocity norms. |
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