Porównaj metody

	Skala Adaptacyjności Zawodowej (Career Adapt-Abilities Scale)	Kwestionariusz Zaangażowania Organizacyjnego Portera
Dziedzina	Zachowania organizacyjne	Zachowania organizacyjne
Rodzina	Process / pipeline	Process / pipeline
Rok powstania	2012	1974
Twórca	Mark L. Savickas	Lyman W. Porter
Typ	Self-report questionnaire	Self-report questionnaire
Źródło pierwotne	Savickas, M. L., & Porfeli, E. J. (2012). Career Adapt-Abilities Scale: Construction, reliability, and measurement equivalence across 13 countries. Journal of Career Assessment, 20(4), 430–446.	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.
Inne nazwy	CAAS, Savickas Scale, Career Adaptability	OCQ, Porter Scale, Affective Commitment
Pokrewne	5	5
Podsumowanie	The Career Adapt-Abilities Scale (CAAS) measures the psychosocial resources and competencies that enable individuals to navigate career challenges and transitions. Developed by Savickas and Porfeli in 2012, the 24-item scale quantifies four dimensions: concern (future orientation), control (agency), curiosity (exploration), and confidence (self-efficacy). Career adaptability predicts career satisfaction, employability, and successful adaptation to workforce changes.	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.