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。
| 变革型领导量表× | 组织承诺量表× | |
|---|---|---|
| 领域 | 组织行为学 | 组织行为学 |
| 方法族 | Process / pipeline | Process / pipeline |
| 起源年份≠ | 1985 | 1991 |
| 提出者≠ | Bernard M. Bass and Bruce J. Avolio | John P. Meyer and Natalie J. Allen |
| 类型 | Self-report questionnaire | Self-report questionnaire |
| 开创性文献≠ | Bass, B. M. (1985). Leadership and performance beyond expectations. New York: The Free Press. ISBN: 978-0029015001 | Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89. DOI ↗ |
| 别名≠ | TLS, MLQ, Multifactor Leadership Questionnaire | OCS, Meyer & Allen Scale |
| 相关 | 5 | 5 |
| 摘要≠ | The Transformational Leadership Scale (TLS), operationalized in the Multifactor Leadership Questionnaire (MLQ), was developed by Bass and Avolio (1985, 1991) to measure leadership styles across a continuum from transactional to transformational. Transformational leadership comprises four dimensions: idealized influence (role modeling and inspiration), inspirational motivation (articulating compelling vision), intellectual stimulation (encouraging innovation), and individualized consideration (personalized development). The scale has become foundational in organizational psychology and management research for understanding leadership effectiveness and organizational outcomes. | The Organizational Commitment Scale (OCS), developed by Meyer and Allen in 1991, measures three distinct dimensions of organizational commitment: affective commitment (emotional attachment), continuance commitment (perceived cost of leaving), and normative commitment (sense of obligation). This three-component model has become foundational in understanding employee retention, engagement, and organizational attachment. |
| ScholarGate数据集 ↗ |
|
|