Methoden vergelijken
Bekijk de geselecteerde methoden naast elkaar; rijen die verschillen zijn gemarkeerd.
| Vragenlijst voor Negatieve Handelingen× | Occupational Stress Index× | |
|---|---|---|
| Vakgebied | Organisatiegedrag | Organisatiegedrag |
| Familie | Process / pipeline | Process / pipeline |
| Jaar van ontstaan≠ | 1994 | 1987 |
| Grondlegger≠ | Ståle Einarsen | Samuel H. Osipow |
| Type | Self-report questionnaire | Self-report questionnaire |
| Oorspronkelijke bron≠ | Einarsen, S., Raknes, B. I., Matthiesen, S. B., & Hellesøy, O. H. (1994). Bullying and harassment at work: Relationships to work environment quality. European Journal of Work and Organizational Psychology, 4(2), 215–226. link ↗ | Osipow, S. H., & Spokane, A. R. (1987). Occupational Stress Inventory manual (Rev. ed.). Psychological Assessment Resources. ISBN: 978-0911216929 |
| Aliassen | NAQ, Workplace Bullying Scale, Einarsen Raknes Scale | OSI, Osipow Scale, Job Stress Measure |
| Verwant | 5 | 5 |
| Samenvatting≠ | The Negative Acts Questionnaire (NAQ) measures exposure to workplace bullying and harassment—persistent negative social interactions including exclusion, denigration, and intimidation. Developed by Einarsen and colleagues in 1994, the 22-item scale captures a range of harmful workplace behaviors. Bullying exposure correlates strongly with psychological distress, health problems, absenteeism, and turnover, making the NAQ valuable in occupational health and organizational assessment. | The Occupational Stress Index (OSI) is a comprehensive self-report measure of job-related stress and coping resources. Developed by Osipow and Spokane in 1987, the 140-item scale (abbreviated versions also exist) captures role overload, role boundary, role insufficiency, role ambiguity, physical environment demands, and coping resources. The OSI is grounded in stress and coping theory and predicts health outcomes, performance, and retention. |
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