Methoden vergelijken
Bekijk de geselecteerde methoden naast elkaar; rijen die verschillen zijn gemarkeerd.
| Organizational Justice Scale× | Organisatorische Betrokkenheidsschaal× | |
|---|---|---|
| Vakgebied | Organisatiegedrag | Organisatiegedrag |
| Familie | Process / pipeline | Process / pipeline |
| Jaar van ontstaan≠ | 2001 | 1991 |
| Grondlegger≠ | Jason Colquitt and Robert H. Moorman | John P. Meyer and Natalie J. Allen |
| Type | Self-report questionnaire | Self-report questionnaire |
| Oorspronkelijke bron≠ | Colquitt, J. A. (2001). On the dimensionality of organizational justice: a construct validation of a measure. Journal of Applied Psychology, 86(3), 386-400. DOI ↗ | Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89. DOI ↗ |
| Aliassen | OJS, Justice Climate Scale | OCS, Meyer & Allen Scale |
| Verwant | 5 | 5 |
| Samenvatting≠ | The Organizational Justice Scale (OJS) measures employees' perceptions of fairness in organizational settings across four dimensions: distributive justice (fairness of outcomes), procedural justice (fairness of decision-making processes), interpersonal justice (respectful and dignified treatment), and informational justice (honest and adequate communication). Developed by Colquitt (2001) and building on earlier work by Moorman (1991), the OJS assesses how fairly employees perceive they and their work are treated, predicting organizational commitment, citizenship behavior, and turnover. | The Organizational Commitment Scale (OCS), developed by Meyer and Allen in 1991, measures three distinct dimensions of organizational commitment: affective commitment (emotional attachment), continuance commitment (perceived cost of leaving), and normative commitment (sense of obligation). This three-component model has become foundational in understanding employee retention, engagement, and organizational attachment. |
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