Factorial structure and validity of the short version of the Authentic Leadership Questionnaire in Polish samples
Keywords:
authentic leadership; job satisfaction; organizational commitment; turnover intention; burnout; confirmatory factor analysis; concurrent validity; predictive validity
Abstract
The concept of authentic leadership refers to high ethical standards, sincerity and open communication in organizations. The aim of the presented paper was to test factorial structure and validity of the Authentic Leadership Questionnaire (ALQ). Two studies were conducted on two Polish samples: longitudinal Study 1 on a sample of employees of different professions and cross-sectional Study 2 on nurses. Four alternative models were tested with the use of confirmatory factor analysis. The four-factor model based on the short 13-items version of the ALQ was revealed to fit the data best. The four ALQ dimensions: leader self-awareness, relational transparency, internalized moral perspective and balanced processing were confirmed in both samples. Analysis of relationships between authentic leadership, job satisfaction, organizational commitment, turnover intention and burnout in followers confirmed concurrent and predictive validity of the short version of the measure.
References
Adil, A., & Kamal, A. (2016). Impact of psychological capital and authentic leadership on work engagement and job related affective well-being. Pakistan Journal of Psychological Research, 31(1), 1-21.
Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.
Avolio, B. J., Gardner, W. L., & Walumbwa, F. O. (2007). Authentic Leadership Questionnaire Report About Me. Retrieved from http://www.mindgarden.com/69-authenticleadership- questionnaire
Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. The Leadership Quarterly, 15, 801-823.
Azanza, G., Moriano, J. A., & Molero, F. (2013). Authentic leadership and organizational culture as drivers of employees’ job satisfaction. Journal of Work and Organizational Psychology, 29(2), 45-50.
Azanza, G., Moriano, J. A., Molero, F., & Lévy Mangin, J.-P. (2015). The effects of authentic leadership on turnover intention. Leadership & Organization Development Journal, 36(8), 955-971.
Baka, Ł., & Basińska, B. (2016). Psychometryczne właściwości polskiej wersji Oldenburskiego Kwestionariusza Wypalenia Zawodowego (OLBI) [The psychometric properties of the Polish version of the Oldenburg Burnout Invenory (OLBI)]. Medycyna Pracy, 67(1), 29-41.
Banks, G. C., McCauley, K. D., Gardner, W. L., & Guler, C. E. (2016). A meta-analytic review of authentic and transformational leadership: A test for redundancy. The Leadership Quarterly, 27(4), 634-652.
Bańka, A., Wołowska, A., & Bazińska, R. (2002). Polska wersja Meyera i Allen Skali Przywiązania do Organizacji [The Polish version of Meyer and Allen’s Organizational Attachment Scale]. Czasopismo Psychologiczne, 8, 65-74.
Bass, B. M. (1985). Leadership and performance beyond expectations. New York: Free Press.
Brown, T. A. (2006). Confirmatory factor analysis for applied research. New York: Guilford.
Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan Organizational Assessment Questionnaire. Ann Arbor: University of Michigan.
Cheung, G. W., & Rensvold, R. B. (2002). Evaluating goodness-of-fit indexes for testing measurement invariance. Structural Equation Modeling, 9(2), 233-255.
Demerouti, E., Bakker, A. B., Vardakou, I., & Kantas, A. (2002). The convergent validity of two burnout instruments: A multitrait-multimethod analysis. European Journal of Psychological Assessment, 18, 296-307.
Diener, E., Emmons, R. A., Larsen, R. J., & Griffin, S. (1985). The Satisfaction With Life Scale. Journal of Personality Assessment, 49(1), 71-75.
Douglas, S. P., & Craig, C. S. (2007). Collaborative and iterative translation: An alternative approach to back translation. Journal of International Marketing, 15(1), 30-43.
Ensley, M. D., Pearce, C. L., & Hmieleski, K. M. (2006). The moderating effect of environmental dynamism on the relationship between entrepreneur leadership behavior and new venture performance. Journal of Business Venturing, 21(2), 243-263.
Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. O. (2005). “Can you see the real me?” A self-based model of authentic leader and follower development. The Leadership Quarterly, 16(3), 343-372.
Gardner, W. L., Cogliser, C. C., Davis, K. M., & Dickens, M. P. (2011). Authentic leadership: A review of the literature and research agenda. The Leadership Quarterly, 22(6), 1120-1145.
George, B., Sims, P., McLean, A. N., & Mayer, D. (2007). Discovering your authentic leadership. Harvard Business Review, 85(2), 129-138.
George, W. (2003). Authentic leadership: Rediscovering the secrets to creating lasting value. San Francisco: Jossey-Bass.
Giallonardo, L. M., Wong, C. A., & Iwasiw, C. L. (2010). Authentic leadership of preceptors: Predictor of new graduate nurses’ work engagement and job satisfaction. Journal of Nursing Management, 18(8), 993-1003.
Griffeth, R. W., Hom, P. S., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26, 463-488.
Halbesleben, J. R. B., & Demerouti, E. (2005). The construct validity of an alternative measure of burnout: Investigating the English translation of the Oldenburg Burnout Inventory. Work & Stress, 19(3), 208-220.
Hannah, S. T., Avolio, B. J., & Walumbwa, F. O. (2011). Relationships between authentic leadership, moral courage, and ethical and pro-social behaviors. Business Ethics Quarterly, 21(4), 555-578.
Hsieh, J. Y. (2016). Spurious or true? An exploration of antecedents and simultaneity of job performance and job satisfaction across the sectors. Public Personnel Management, 45(1), 90-118.
Jaklik, A., & Łaguna, M. (2015). Zaufanie w organizacji: Analiza sposobów ujęcia i modeli teoretycznych [Organizational trust: An analysis of approaches and theoretical models]. Psychologia Społeczna, 4(35), 369-382. https://doi.org/10.7366/1896180020153501
Jensen, S. M., & Luthans, F. (2006). Entrepreneurs as authentic leaders: Impact on employees’ attitudes. Leadership & Organization Development Journal, 26(8), 646-666.
Kark, R., Shamir, B., & Chen, G. (2003). The two faces of transformational leadership: Empowerment and dependency. Journal of Applied Psychology, 88(2), 246-255.
Laguna, M., Mielniczuk, E., Razmus, W., Moriano, J. A., & Gorgievski, M. (2017). Cross-cultural and gender invariance of the Warr (1990) job-related well-being measure. Journal of Occupational and Organizational Psychology, 90(1), 117-125. https://doi:10.1111/joop.12166
Laschinger, K. S., Wong, C. A., & Grau, A. L. (2013). Authentic leadership, empowerment and burnout: A comparison in new graduates and experienced nurses. Journal of Nursing Management, 21(3), 541-552.
Little, T. D. (1997). Mean and covariance structures (MACS) analyses of cross-cultural data: Practical and theoretical issues. Multivariate Behavioral Research, 32(1), 53-76.
Luthans, F., & Avolio, B. J. (2003). Authentic leadership development. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship (pp. 241-258). San Francisco: Berrett-Koehler.
Lyubovnikova, J., Legood, A., Turner, N., & Mamakouka, A. (2015). How authentic leadership influences team performance: The mediating role of team reflexivity. Journal of Business Ethics, 1-12.
Łaguna, M., Bąk, W., Purc, E., Mielniczuk, E., & Oleś, P. (2014). Short measure of personality TIPI-P in a Polish sample. Roczniki Psychologiczne, 17(2), 421-437.
Łaguna, M., Mielniczuk, E., & Wuszt, E. (2015). Rola trzech wymiarów przywiązania do organizacji na różnych etapach procesu podejmowanie szkoleń [The role of three dimensions of organizational commitment at different stages of trainings initiation]. Polskie Forum Psychologiczne, 20(1), 47-61. https://doi.org/10.14565/PFP20150104
Łaguna, M., Mielniczuk, E., Żaliński, A., & Wałachowska, K. (2015). Przywiązanie do organizacji i zaangażowanie w pracę – Koncepcje teoretyczne i problemy terminologiczne [Organizational attachment and work engagement: Theoretical conceptions and terminological problems]. Medycyna Pracy, 66(2), 277-284. https://doi.org/10.13075/mp.5893.00169
Mehmood, Q., Hamstra, M. R. W., Nawab, S., & Vriend, T. (2016). Authentic leadership and followers’ in-role and extra-role performance: The mediating role of followers’ learning goal orientation. Journal of Occupational and Organizational Psychology, 89(4), 877-883.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.
Mobley, W. H., Griffeth, R. W., Hand, H. H., & Meglino, B. M. (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86(3), 493-522.
Moriano, J. A., Molero, F., & Lévy Mangin, J.-P. (2011). Liderazgo auténtico. Concepto y validación del cuestionario ALQ en España. Psicothema, 23(2), 336-341.
Organ, D. W., & Near, J. P. (1985). Cognition vs affect in measures of job satisfaction. International Journal of Psychology, 20(2), 241-254.
Peus, C., Wesche, J., Streicher, B., Braun, S., & Frey, D. (2012). Authentic leadership: An empirical test of its antecedents, consequences, and mediating mechanisms. Journal of Business Ethics, 107(3), 331-348.
Purc, E., Wałachowska, K., Żaliński, A., Mielniczuk, E., Patynowska, E., & Łaguna, M. (2015). Innowacja w organizacji: Sposoby ujmowania i przegląd uwarunkowań [Organizational innovation: Ways of defining and a review of determinants]. Zagadnienia Naukoznawstwa, 4, 425-445.
Tabak, A., Polat, M., Coşar, S., & Türköz, T. (2012). Otantik liderlik ölçeği: güvenirlik ve geçerlik çalışması. Endüstri Endüstri İlişkileri Ve İnsan Kaynakları Dergisi, 14(4), 89-106.
Tonkin, T. (2013). Authentic versus transformational leadership: Assessing their effectiveness on organizational citizenship behavior of followers. International Journal of Business and Public Administration, 10(1), 40-61.
Van Vugt, M., Hogan, R., & Kaiser, R. B. (2008). Leadership, followership, and evolution: Some lessons from the past. American Psychologist, 63(3), 182-196.
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89-126.
Wałachowska, K. (2017). Authentic leadership and innovative behaviour in organizations. PhD thesis. The John Paul II Catholic University of Lublin, Lublin, Poland.
Wong, C. A., & Laschinger, H. (2013). Authentic leadership, performance, and job satisfaction: The mediating role of empowerment. Journal of Advanced Nursing, 69(4), 947-959.
Zalewska, A. (2003). Skala Satysfakcji z Pracy – pomiar poznawczego aspektu ogólnego zadowolenia z pracy [The Satisfaction With Job Scale: The measurement of the cognitive aspect of geneal job satisfaction]. Folia Psychologica, 7, 49-61.
Zubair, A., & Kamal, A. (2015). Authentic leadership and creativity: Mediating role of work-related Flow and Psychological Capital. Journal of Behavioural Sciences, 25(1), 150-171.
Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.
Avolio, B. J., Gardner, W. L., & Walumbwa, F. O. (2007). Authentic Leadership Questionnaire Report About Me. Retrieved from http://www.mindgarden.com/69-authenticleadership- questionnaire
Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. The Leadership Quarterly, 15, 801-823.
Azanza, G., Moriano, J. A., & Molero, F. (2013). Authentic leadership and organizational culture as drivers of employees’ job satisfaction. Journal of Work and Organizational Psychology, 29(2), 45-50.
Azanza, G., Moriano, J. A., Molero, F., & Lévy Mangin, J.-P. (2015). The effects of authentic leadership on turnover intention. Leadership & Organization Development Journal, 36(8), 955-971.
Baka, Ł., & Basińska, B. (2016). Psychometryczne właściwości polskiej wersji Oldenburskiego Kwestionariusza Wypalenia Zawodowego (OLBI) [The psychometric properties of the Polish version of the Oldenburg Burnout Invenory (OLBI)]. Medycyna Pracy, 67(1), 29-41.
Banks, G. C., McCauley, K. D., Gardner, W. L., & Guler, C. E. (2016). A meta-analytic review of authentic and transformational leadership: A test for redundancy. The Leadership Quarterly, 27(4), 634-652.
Bańka, A., Wołowska, A., & Bazińska, R. (2002). Polska wersja Meyera i Allen Skali Przywiązania do Organizacji [The Polish version of Meyer and Allen’s Organizational Attachment Scale]. Czasopismo Psychologiczne, 8, 65-74.
Bass, B. M. (1985). Leadership and performance beyond expectations. New York: Free Press.
Brown, T. A. (2006). Confirmatory factor analysis for applied research. New York: Guilford.
Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan Organizational Assessment Questionnaire. Ann Arbor: University of Michigan.
Cheung, G. W., & Rensvold, R. B. (2002). Evaluating goodness-of-fit indexes for testing measurement invariance. Structural Equation Modeling, 9(2), 233-255.
Demerouti, E., Bakker, A. B., Vardakou, I., & Kantas, A. (2002). The convergent validity of two burnout instruments: A multitrait-multimethod analysis. European Journal of Psychological Assessment, 18, 296-307.
Diener, E., Emmons, R. A., Larsen, R. J., & Griffin, S. (1985). The Satisfaction With Life Scale. Journal of Personality Assessment, 49(1), 71-75.
Douglas, S. P., & Craig, C. S. (2007). Collaborative and iterative translation: An alternative approach to back translation. Journal of International Marketing, 15(1), 30-43.
Ensley, M. D., Pearce, C. L., & Hmieleski, K. M. (2006). The moderating effect of environmental dynamism on the relationship between entrepreneur leadership behavior and new venture performance. Journal of Business Venturing, 21(2), 243-263.
Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. O. (2005). “Can you see the real me?” A self-based model of authentic leader and follower development. The Leadership Quarterly, 16(3), 343-372.
Gardner, W. L., Cogliser, C. C., Davis, K. M., & Dickens, M. P. (2011). Authentic leadership: A review of the literature and research agenda. The Leadership Quarterly, 22(6), 1120-1145.
George, B., Sims, P., McLean, A. N., & Mayer, D. (2007). Discovering your authentic leadership. Harvard Business Review, 85(2), 129-138.
George, W. (2003). Authentic leadership: Rediscovering the secrets to creating lasting value. San Francisco: Jossey-Bass.
Giallonardo, L. M., Wong, C. A., & Iwasiw, C. L. (2010). Authentic leadership of preceptors: Predictor of new graduate nurses’ work engagement and job satisfaction. Journal of Nursing Management, 18(8), 993-1003.
Griffeth, R. W., Hom, P. S., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26, 463-488.
Halbesleben, J. R. B., & Demerouti, E. (2005). The construct validity of an alternative measure of burnout: Investigating the English translation of the Oldenburg Burnout Inventory. Work & Stress, 19(3), 208-220.
Hannah, S. T., Avolio, B. J., & Walumbwa, F. O. (2011). Relationships between authentic leadership, moral courage, and ethical and pro-social behaviors. Business Ethics Quarterly, 21(4), 555-578.
Hsieh, J. Y. (2016). Spurious or true? An exploration of antecedents and simultaneity of job performance and job satisfaction across the sectors. Public Personnel Management, 45(1), 90-118.
Jaklik, A., & Łaguna, M. (2015). Zaufanie w organizacji: Analiza sposobów ujęcia i modeli teoretycznych [Organizational trust: An analysis of approaches and theoretical models]. Psychologia Społeczna, 4(35), 369-382. https://doi.org/10.7366/1896180020153501
Jensen, S. M., & Luthans, F. (2006). Entrepreneurs as authentic leaders: Impact on employees’ attitudes. Leadership & Organization Development Journal, 26(8), 646-666.
Kark, R., Shamir, B., & Chen, G. (2003). The two faces of transformational leadership: Empowerment and dependency. Journal of Applied Psychology, 88(2), 246-255.
Laguna, M., Mielniczuk, E., Razmus, W., Moriano, J. A., & Gorgievski, M. (2017). Cross-cultural and gender invariance of the Warr (1990) job-related well-being measure. Journal of Occupational and Organizational Psychology, 90(1), 117-125. https://doi:10.1111/joop.12166
Laschinger, K. S., Wong, C. A., & Grau, A. L. (2013). Authentic leadership, empowerment and burnout: A comparison in new graduates and experienced nurses. Journal of Nursing Management, 21(3), 541-552.
Little, T. D. (1997). Mean and covariance structures (MACS) analyses of cross-cultural data: Practical and theoretical issues. Multivariate Behavioral Research, 32(1), 53-76.
Luthans, F., & Avolio, B. J. (2003). Authentic leadership development. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship (pp. 241-258). San Francisco: Berrett-Koehler.
Lyubovnikova, J., Legood, A., Turner, N., & Mamakouka, A. (2015). How authentic leadership influences team performance: The mediating role of team reflexivity. Journal of Business Ethics, 1-12.
Łaguna, M., Bąk, W., Purc, E., Mielniczuk, E., & Oleś, P. (2014). Short measure of personality TIPI-P in a Polish sample. Roczniki Psychologiczne, 17(2), 421-437.
Łaguna, M., Mielniczuk, E., & Wuszt, E. (2015). Rola trzech wymiarów przywiązania do organizacji na różnych etapach procesu podejmowanie szkoleń [The role of three dimensions of organizational commitment at different stages of trainings initiation]. Polskie Forum Psychologiczne, 20(1), 47-61. https://doi.org/10.14565/PFP20150104
Łaguna, M., Mielniczuk, E., Żaliński, A., & Wałachowska, K. (2015). Przywiązanie do organizacji i zaangażowanie w pracę – Koncepcje teoretyczne i problemy terminologiczne [Organizational attachment and work engagement: Theoretical conceptions and terminological problems]. Medycyna Pracy, 66(2), 277-284. https://doi.org/10.13075/mp.5893.00169
Mehmood, Q., Hamstra, M. R. W., Nawab, S., & Vriend, T. (2016). Authentic leadership and followers’ in-role and extra-role performance: The mediating role of followers’ learning goal orientation. Journal of Occupational and Organizational Psychology, 89(4), 877-883.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.
Mobley, W. H., Griffeth, R. W., Hand, H. H., & Meglino, B. M. (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86(3), 493-522.
Moriano, J. A., Molero, F., & Lévy Mangin, J.-P. (2011). Liderazgo auténtico. Concepto y validación del cuestionario ALQ en España. Psicothema, 23(2), 336-341.
Organ, D. W., & Near, J. P. (1985). Cognition vs affect in measures of job satisfaction. International Journal of Psychology, 20(2), 241-254.
Peus, C., Wesche, J., Streicher, B., Braun, S., & Frey, D. (2012). Authentic leadership: An empirical test of its antecedents, consequences, and mediating mechanisms. Journal of Business Ethics, 107(3), 331-348.
Purc, E., Wałachowska, K., Żaliński, A., Mielniczuk, E., Patynowska, E., & Łaguna, M. (2015). Innowacja w organizacji: Sposoby ujmowania i przegląd uwarunkowań [Organizational innovation: Ways of defining and a review of determinants]. Zagadnienia Naukoznawstwa, 4, 425-445.
Tabak, A., Polat, M., Coşar, S., & Türköz, T. (2012). Otantik liderlik ölçeği: güvenirlik ve geçerlik çalışması. Endüstri Endüstri İlişkileri Ve İnsan Kaynakları Dergisi, 14(4), 89-106.
Tonkin, T. (2013). Authentic versus transformational leadership: Assessing their effectiveness on organizational citizenship behavior of followers. International Journal of Business and Public Administration, 10(1), 40-61.
Van Vugt, M., Hogan, R., & Kaiser, R. B. (2008). Leadership, followership, and evolution: Some lessons from the past. American Psychologist, 63(3), 182-196.
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89-126.
Wałachowska, K. (2017). Authentic leadership and innovative behaviour in organizations. PhD thesis. The John Paul II Catholic University of Lublin, Lublin, Poland.
Wong, C. A., & Laschinger, H. (2013). Authentic leadership, performance, and job satisfaction: The mediating role of empowerment. Journal of Advanced Nursing, 69(4), 947-959.
Zalewska, A. (2003). Skala Satysfakcji z Pracy – pomiar poznawczego aspektu ogólnego zadowolenia z pracy [The Satisfaction With Job Scale: The measurement of the cognitive aspect of geneal job satisfaction]. Folia Psychologica, 7, 49-61.
Zubair, A., & Kamal, A. (2015). Authentic leadership and creativity: Mediating role of work-related Flow and Psychological Capital. Journal of Behavioural Sciences, 25(1), 150-171.
Published
2019-04-08
Issue
Section
Articles
Copyright (c) 2018 Roczniki Psychologiczne
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
