Methoden vergelijken
Bekijk de geselecteerde methoden naast elkaar; rijen die verschillen zijn gemarkeerd.
| Vragenlijst Werkvermogen Uitgebreid× | Psychosocial Safety Climate Scale× | |
|---|---|---|
| Vakgebied | Bedrijfsgeneeskunde | Bedrijfsgeneeskunde |
| Familie | Process / pipeline | Process / pipeline |
| Jaar van ontstaan≠ | 2006 | 2010 |
| Grondlegger≠ | Ilmarinen, Tuomi, & Finnish Institute of Occupational Health | Dollard & Karasek; Bailey et al. |
| Type | Self-report | Self-report |
| Oorspronkelijke bron≠ | Tuomi, K., Ilmarinen, J., Jahkola, A., Katajarinne, L., & Tulkki, A. (2006). Work Ability Index (2nd ed.). Finnish Institute of Occupational Health. ISBN: 978-952-5283-22-9 | Bailey, T. S., Dollard, M. F., McLinton, S. S., & Richards, P. A. (2015). Psychosocial safety climate: Latent profiles in Australian workplaces and psychosocial hazard exposure. Int J Stress Manag, 22(4), 413–442. link ↗ |
| Aliassen | WAI, Work Ability Index | PSC-12, PSCC |
| Verwant | 3 | 3 |
| Samenvatting≠ | The Work Ability Index (WAI) measures workers' capacity to perform their current job given their health status, job demands, and life circumstances. Developed by Finnish occupational health researchers, the WAI captures the dynamic relationship between personal capacity (physical fitness, mental health, skills) and job demands, identifying workers at risk of sickness absence, work disability, and early retirement. The WAI is a leading indicator for occupational health intervention, used in occupational health surveillance, rehabilitation, and aging worker management. | The Psychosocial Safety Climate Scale (PSC-12) measures employees' perceptions of organizational commitment to protecting worker psychological health and preventing psychosocial hazards (stress, harassment, bullying). Developed by Dollard and Karasek, and refined by Bailey and colleagues, the PSC-12 captures four dimensions of management support, communication, and hazard prevention. The scale is predictive of workplace stress, burnout, mental health disorders, and absenteeism, making it a leading indicator for organizational health and a lever for preventive intervention. |
| ScholarGateGegevensset ↗ |
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