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| 工作环境量表× | 工作场所排斥量表× | |
|---|---|---|
| 领域 | 职业健康 | 职业健康 |
| 方法族 | Process / pipeline | Process / pipeline |
| 起源年份≠ | 1994 | 2008 |
| 提出者≠ | Rudolf Moos | Ferris, Brown, Berry, & Lian |
| 类型 | Self-report | Self-report |
| 开创性文献≠ | Moos, R. H. (1994). Work Environment Scale manual (2nd ed.). Consulting Psychologists Press. ISBN: 978-0-891-06045-2 | Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The development and validation of the Workplace Ostracism Scale. J Appl Psychol, 93(6), 1348–1366. DOI ↗ |
| 别名 | WES | WOS |
| 相关 | 3 | 3 |
| 摘要≠ | The Work Environment Scale (WES) comprehensively measures 10 dimensions of the workplace social and organizational environment: involvement, peer cohesion, supervisor support, autonomy, task orientation, work pressure, clarity, control, innovation, and physical comfort. Developed by Moos and colleagues, the WES captures how the organizational climate—the shared perceptions of and attitudes about the work setting—influences worker wellbeing, satisfaction, and performance. The scale is widely used for organizational assessment, team diagnosis, and evaluation of workplace interventions. | The Workplace Ostracism Scale measures the extent to which an employee feels excluded, ignored, or dismissed by colleagues and supervisors—a form of social exclusion distinct from harassment but equally harmful to mental health and performance. Developed by Ferris, Brown, Berry, and Lian, the WOS captures subtle exclusionary behaviors: being left out of conversations, having contributions ignored, or being given the silent treatment. Workplace ostracism predicts depression, anxiety, reduced engagement, and turnover, making it critical for identifying and addressing subtle organizational toxicity. |
| ScholarGate数据集 ↗ |
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