Sammenlign metoder
Gjennomgå de valgte metodene side om side; rader som avviker, er uthevet.
| Organisasjonsforpliktelsesskalaen (OCS)× | Skala for tjenende ledelse× | |
|---|---|---|
| Fagfelt | Organisasjonsatferd | Organisasjonsatferd |
| Familie | Process / pipeline | Process / pipeline |
| Opprinnelsesår≠ | 1991 | 2008 |
| Opphavsperson≠ | John P. Meyer and Natalie J. Allen | Robert K. Greenleaf (concept); Robert C. Liden et al. (measurement scale) |
| Type | Self-report questionnaire | Self-report questionnaire |
| Opprinnelig kilde≠ | Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89. DOI ↗ | Liden, R. C., Wayne, S. J., Zhao, H., & Henderson, D. (2008). Servant leadership: development of a multidimensional measure and multi-level assessment. The Leadership Quarterly, 19(2), 161-177. DOI ↗ |
| Alias | OCS, Meyer & Allen Scale | SLS, Servant Leader Scale |
| Relaterte | 5 | 5 |
| Sammendrag≠ | 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. | The Servant Leadership Scale (SLS), developed by Liden and colleagues in 2008, measures the extent to which leaders prioritize others' well-being and development. Building on Robert Greenleaf's 1970 concept of servant leadership, the SLS operationalizes servant leadership across seven dimensions: emotional healing, creating value for community, conceptual skills, empowering others, helping followers grow and succeed, putting followers first, and behaving ethically. The scale enables assessment of leadership styles that foster trust, engagement, and organizational effectiveness. |
| ScholarGateDatasett ↗ |
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