Linganisha mbinu

	Kiwango cha Stanford cha Kuwepo Kazini	Kiwango cha Uzembe Kazini (Workplace Incivility Scale - WIS)
Nyanja	Afya ya Kazini	Afya ya Kazini
Familia	Process / pipeline	Process / pipeline
Mwaka wa asili	2002	2001
Mwanzilishi	Clifford Koopman, Kenneth R. Pelletier, James Murray, and colleagues	Lilia M. Cortina, Vicki J. Magley, Janet H. Williams, Regina D. Langhout; based on incivility concept by Andersson & Pearson
Aina	Self-report questionnaire	Self-report questionnaire
Chanzo asilia	Koopman, C., Pelletier, K. R., Murray, J. F., Sharda, C. E., Berger, M. L., Turpin, R. S., ... & Bendel, T. (2002). Stanford Presenteeism Scale: Health status and employee productivity. Journal of Occupational and Environmental Medicine, 44(1), 14-20.	Andersson, L. M., & Pearson, C. M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of Management Review, 24(3), 452-471.
Majina mbadala	SPS-6, Presenteeism Scale	WIS, Negative Acts Questionnaire (NAQ) - adapted
Zinazohusiana	5	5
Muhtasari	The Stanford Presenteeism Scale (SPS-6) is a brief assessment tool measuring work productivity and performance among employees who are present at work despite health problems, personal issues, or other limitations. Developed by Koopman and colleagues in 2002, the SPS-6 quantifies the degree to which an employee's ability to concentrate, accomplish tasks, and maintain efficiency is compromised while working. Presenteeism—working while ill or impaired—is increasingly recognized as a significant occupational health concern with substantial economic and wellbeing consequences.	The Workplace Incivility Scale (WIS) is an assessment tool measuring exposure to low-intensity interpersonal mistreatment in occupational settings. Based on the concept of 'incivility' developed by Andersson and Pearson, and operationalized by Cortina and colleagues in 2001, the WIS captures rude, condescending, and hostile communication, excluding the overt aggression characteristic of workplace bullying or harassment. Workplace incivility is increasingly recognized as a significant occupational health risk with consequences for employee wellbeing, productivity, and organizational culture.