เปรียบเทียบวิธี
ดูวิธีที่เลือกเทียบกันแบบเคียงข้าง แถวที่ต่างกันจะถูกเน้นไว้
| Workaholism Scale× | แบบวัดความต้องการและทรัพยากรในการทำงาน (Job Demands-Resources Scale)× | |
|---|---|---|
| สาขาวิชา | พฤติกรรมองค์การ | พฤติกรรมองค์การ |
| ตระกูล≠ | Latent structure | Process / pipeline |
| ปีกำเนิด≠ | 1992 | 2001 |
| ผู้ริเริ่ม≠ | Janet Spence & Ann Robbins; Wilmar Schaufeli, Akihito Shimazu & Toon Taris | Evangelia Demerouti and Arnold B. Bakker |
| ประเภท≠ | Work-addiction measurement scale | Self-report questionnaire |
| แหล่งต้นตำรับ≠ | Spence, J. T., & Robbins, A. S. (1992). Workaholism: Definition, measurement, and preliminary results. Journal of Personality Assessment, 58(1), 160-178. DOI ↗ | Bakker, A. B., & Demerouti, E. (2007). The Job Demands-Resources model: state of the art. Journal of Managerial Psychology, 22(3), 309-328. DOI ↗ |
| ชื่อเรียกอื่น≠ | WorkBAT, DUWAS, Dutch Work Addiction Scale, Workaholism Battery | JDRS, JD-R Questionnaire |
| ที่เกี่ยวข้อง≠ | 3 | 5 |
| สรุป≠ | Workaholism scales measure the addiction-like compulsion to work — the tendency to work excessively hard combined with an inner, hard-to-resist drive to keep working. Janet Spence and Ann Robbins introduced the first systematic measure, the Workaholism Battery (WorkBAT), in 1992, defining workaholism through the components of work involvement, drive, and (low) work enjoyment, and distinguishing genuine workaholics from enthusiastic work enthusiasts. Schaufeli, Shimazu, and Taris later developed and validated the Dutch Work Addiction Scale (DUWAS), a parsimonious two-factor measure of working excessively and working compulsively, tested across the Netherlands and Japan. A central purpose of these instruments is to separate workaholism — a compulsive, strain-producing pattern — from work engagement, the positive, energizing involvement with work. The scales link the workaholic pattern to burnout, impaired health, and work-life conflict. | The Job Demands-Resources Scale (JDRS) is a multidimensional assessment instrument based on the Job Demands-Resources (JD-R) model, developed by Demerouti and Bakker in 2001. It measures the balance between job demands (workload, time pressure, emotional demands) and resources (autonomy, support, opportunities for growth) that shape employee well-being, engagement, and burnout risk. The JDRS has become central to occupational health research and practice. |
| ScholarGateชุดข้อมูล ↗ |
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