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| Thang đo Tính cách Chủ động× | Thang đo Đánh giá Bản thân Cốt lõi× | |
|---|---|---|
| Lĩnh vực | Hành vi tổ chức | Hành vi tổ chức |
| Họ | Process / pipeline | Process / pipeline |
| Năm ra đời≠ | 1993 | 1997 |
| Người khởi xướng≠ | Thomas S. Bateman | Timothy A. Judge |
| Loại | Self-report questionnaire | Self-report questionnaire |
| Công trình gốc≠ | Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14(2), 103–118. DOI ↗ | Judge, T. A., Locke, E. A., & Durham, C. C. (1997). The dispositional causes of job satisfaction: A core evaluations approach. Research in Organizational Behavior, 19, 151–188. link ↗ |
| Tên gọi khác | PPS, Bateman Crant Scale, Proactivity | CSES, Judge Scale, Core Self-Assessment |
| Liên quan | 5 | 5 |
| Tóm tắt≠ | The Proactive Personality Scale (PPS) measures individual differences in the inclination to take action to shape one's environment and future. Developed by Bateman and Crant in 1993, it quantifies the stable tendency to anticipate and initiate change rather than react passively. The scale predicts career advancement, entrepreneurial intent, and organizational citizenship behaviors, making it valuable in selection, development, and research contexts. | The Core Self-Evaluations Scale (CSES) measures fundamental assessments people make about their own worth, competence, and ability to meet life demands. Developed by Judge and colleagues starting in 1997, the 12-item scale captures a broad personality dimension encompassing self-esteem, self-efficacy, locus of control, and emotional stability. Core self-evaluations predict job satisfaction, life satisfaction, engagement, and performance across occupations. |
| ScholarGateBộ dữ liệu ↗ |
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