方法对比
并排查看您选择的方法；存在差异的行会高亮显示。
| 感知组织支持量表× | 领导-成员交换量表× | |
|---|---|---|
| 领域 | 组织行为学 | 组织行为学 |
| 方法族 | Process / pipeline | Process / pipeline |
| 起源年份≠ | 1986 | 1995 |
| 提出者≠ | Robert Eisenberger | George B. Graen |
| 类型 | Self-report questionnaire | Self-report questionnaire |
| 开创性文献≠ | Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. DOI ↗ | Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years. Leadership Quarterly, 6(2), 219–247. link ↗ |
| 别名 | POSS, POS Scale, Eisenberger Organizational Support | LMX-7, LMX, Graen Uhl-Bien Scale |
| 相关 | 5 | 5 |
| 摘要≠ | The Perceived Organizational Support Scale (POSS) measures employees' beliefs about the degree to which their employing organization values their contributions and cares about their well-being. Developed by Eisenberger and colleagues in 1986, it is a foundational construct in organizational psychology that predicts employee engagement, commitment, and performance. The scale is grounded in social exchange theory and reciprocity norms. | The Leader-Member Exchange Scale (LMX-7) measures the quality of the working relationship between a supervisor and employee. Developed by Graen and Uhl-Bien in 1995, it is a brief, widely adopted instrument grounded in Leader-Member Exchange theory. The scale captures mutual trust, respect, and obligation—the psychological foundation of effective working relationships. Higher LMX quality predicts engagement, performance, and retention. |
| ScholarGate数据集 ↗ |
|
|