Porównaj metody

	Kwestionariusz Zaangażowania Organizacyjnego Portera	Skala Adaptacyjności Zawodowej (Career Adapt-Abilities Scale)
Dziedzina	Zachowania organizacyjne	Zachowania organizacyjne
Rodzina	Process / pipeline	Process / pipeline
Rok powstania	1974	2012
Twórca	Lyman W. Porter	Mark L. Savickas
Typ	Self-report questionnaire	Self-report questionnaire
Źródło pierwotne	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.	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.
Inne nazwy	OCQ, Porter Scale, Affective Commitment	CAAS, Savickas Scale, Career Adaptability
Pokrewne	5	5
Podsumowanie	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.	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.