เปรียบเทียบวิธี

	มาตรวัดการฟื้นฟูความเหนื่อยล้าจากการทำงาน	มาตรวัดการถูกกีดกันในที่ทำงาน (Workplace Ostracism Scale)
สาขาวิชา	อาชีวอนามัย	อาชีวอนามัย
ตระกูล	Process / pipeline	Process / pipeline
ปีกำเนิด	2006	2008
ผู้ริเริ่ม	Winwood, Bakker, & Liss-Malone	Ferris, Brown, Berry, & Lian
ประเภท	Self-report	Self-report
แหล่งต้นตำรับ	Winwood, P. C., Bakker, A. B., & Winwood, L. M. (2006). Do the effort–reward imbalance model and the demand control model measure occupational fatigue? A claims analysis of occupational health data. J Occup Environ Med, 48(11), 1112–1120.	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	OFER, Occupational Fatigue Scale	WOS
ที่เกี่ยวข้อง	3	3
สรุป	The Occupational Fatigue Exhaustion Recovery Scale (OFER) measures worker fatigue across three dimensions: acute fatigue (tiredness after the current work period), chronic fatigue (accumulated exhaustion over weeks or months), and inter-shift recovery (ability to recuperate between work shifts). Developed by Winwood and colleagues, the OFER distinguishes between short-term fatigue (recoverable) and long-term exhaustion (requiring intervention), making it essential for identifying workers at risk of injury, burnout, and occupational health decline in high-demand roles.	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.