Comparar métodos
Examine os métodos selecionados lado a lado; as linhas que diferem ficam destacadas.
| Questionário de Comprometimento Organizacional de Porter× | Escala de Troca Líder-Membro× | |
|---|---|---|
| Área | Comportamento organizacional | Comportamento organizacional |
| Família | Process / pipeline | Process / pipeline |
| Ano de origem≠ | 1974 | 1995 |
| Autor original≠ | Lyman W. Porter | George B. Graen |
| Tipo | Self-report questionnaire | Self-report questionnaire |
| Fonte seminal≠ | 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. DOI ↗ | Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years. Leadership Quarterly, 6(2), 219–247. link ↗ |
| Outros nomes | OCQ, Porter Scale, Affective Commitment | LMX-7, LMX, Graen Uhl-Bien Scale |
| Relacionados | 5 | 5 |
| Resumo≠ | 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 Leader-Member Exchange Scale (LMX-7) measures the quality of the working relationship between a supervisor and employee. Developed by Graen and Uhl-Bien in 1995, it is a brief, widely adopted instrument grounded in Leader-Member Exchange theory. The scale captures mutual trust, respect, and obligation—the psychological foundation of effective working relationships. Higher LMX quality predicts engagement, performance, and retention. |
| ScholarGateConjunto de dados ↗ |
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