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| 工作心流量表× | 付出-回报失衡量表× | |
|---|---|---|
| 领域 | 职业健康 | 职业健康 |
| 方法族 | Process / pipeline | Process / pipeline |
| 起源年份≠ | 1990 | 1996 |
| 提出者≠ | Mihaly Csikszentmihalyi (flow theory); Arnold B. Bakker (work-related flow scale) | Johannes Siegrist |
| 类型 | Self-report questionnaire | Self-report questionnaire |
| 开创性文献≠ | Csikszentmihalyi, M. (1990). Flow: The Psychology of Optimal Experience. New York: Harper & Row. link ↗ | Siegrist, J., Starke, D., Chandola, T., Peter, I., Marmot, M., Theorell, T., ... & Fuhrer, R. (2004). The measurement of effort-reward imbalance at work: European comparisons. Social Science & Medicine, 58(8), 1483-1499. DOI ↗ |
| 别名≠ | FSS-work, Flow State Scale | ERI |
| 相关≠ | 5 | 4 |
| 摘要≠ | The Flow at Work Scale (derived from Csikszentmihalyi's flow theory and operationalized by Bakker as the Work-Related Flow Inventory) measures the degree to which employees experience 'flow'—a state of optimal absorption, focus, and enjoyment in work. Flow is characterized by full concentration, loss of self-consciousness, sense of control, and intrinsic motivation. Developed initially in sports psychology and later adapted for occupational settings, the Flow at Work Scale captures positive engagement and is associated with high performance, creativity, and psychological wellbeing. | The Effort-Reward Imbalance (ERI) Scale is an occupational stress assessment tool based on a reciprocal model of work stress. Developed by Johannes Siegrist in 1996, the ERI measures the degree to which employees experience imbalance between their job efforts (demands, overcommitment) and job rewards (income, recognition, career prospects, security). The instrument is grounded in social reciprocity theory and has strong evidence linking high imbalance to cardiovascular disease, depression, and burnout. |
| ScholarGate数据集 ↗ |
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