เปรียบเทียบวิธี

	แบบวัดสุขภาวะพนักงาน (Employee Wellbeing Scale - EWS)	มาตรวัดการถูกกีดกันในที่ทำงาน (Workplace Ostracism Scale)
สาขาวิชา	อาชีวอนามัย	อาชีวอนามัย
ตระกูล	Process / pipeline	Process / pipeline
ปีกำเนิด	2009	2008
ผู้ริเริ่ม	Page & Vella-Brodrick	Ferris, Brown, Berry, & Lian
ประเภท	Self-report	Self-report
แหล่งต้นตำรับ	Page, K. M., & Vella-Brodrick, D. A. (2009). The 'What', 'Why' and 'How' of employee wellbeing: A new model. Soc Indic Res, 90(3), 519–531.	Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The development and validation of the Workplace Ostracism Scale. J Appl Psychol, 93(6), 1348–1366.
ชื่อเรียกอื่น	EWS	WOS
ที่เกี่ยวข้อง	3	3
สรุป	The Employee Wellbeing Scale (EWS) measures workers' subjective wellbeing across five dimensions: vitality (energy and physical health), motivation (engagement with work), self-perception (confidence and self-worth), social connection (relationships and belonging), and general life satisfaction. Developed by Page and Vella-Brodrick, the EWS captures holistic employee wellbeing—the balance of psychological, social, and physical health that enables people to thrive at work and in life. The scale is used for occupational health surveillance, evaluation of workplace wellness interventions, and organizational culture assessment.	The Workplace Ostracism Scale measures the extent to which an employee feels excluded, ignored, or dismissed by colleagues and supervisors—a form of social exclusion distinct from harassment but equally harmful to mental health and performance. Developed by Ferris, Brown, Berry, and Lian, the WOS captures subtle exclusionary behaviors: being left out of conversations, having contributions ignored, or being given the silent treatment. Workplace ostracism predicts depression, anxiety, reduced engagement, and turnover, making it critical for identifying and addressing subtle organizational toxicity.