Porovnať metódy
Prezrite si vybrané metódy vedľa seba; riadky, ktoré sa líšia, sú zvýraznené.
| Dotazník negatívnych činov× | Škála vnímanej organizačnej podpory× | |
|---|---|---|
| Odbor | Organizačné správanie | Organizačné správanie |
| Rodina | Process / pipeline | Process / pipeline |
| Rok vzniku≠ | 1994 | 1986 |
| Tvorca≠ | Ståle Einarsen | Robert Eisenberger |
| Typ | Self-report questionnaire | Self-report questionnaire |
| Pôvodný zdroj≠ | 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 ↗ | Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. DOI ↗ |
| Ďalšie názvy | NAQ, Workplace Bullying Scale, Einarsen Raknes Scale | POSS, POS Scale, Eisenberger Organizational Support |
| Príbuzné | 5 | 5 |
| Zhrnutie≠ | 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 Perceived Organizational Support Scale (POSS) measures employees' beliefs about the degree to which their employing organization values their contributions and cares about their well-being. Developed by Eisenberger and colleagues in 1986, it is a foundational construct in organizational psychology that predicts employee engagement, commitment, and performance. The scale is grounded in social exchange theory and reciprocity norms. |
| ScholarGateDátová sada ↗ |
|
|