scholarly journals Modelo de Liderança Autêntica: concepção teórica e evidências de validade do Authentic Leadership Questionnaire (ALQ) para o Brasil

Psychologica ◽  
2018 ◽  
Vol 61 (2) ◽  
pp. 7-29
Author(s):  
Clarissa Socal Cervo ◽  
Jean Carlos Natividade ◽  
Lisete Dos Santos Mendes Mónico ◽  
Leonor Pais ◽  
Nuno Rebelo Dos Santos ◽  
...  
Keyword(s):  
Authentic Leadership ◽  
Authentic Leadership Questionnaire

O modelo de Liderança Autêntica destaca-se entre as teorias positivas de liderança. O instrumento mais utilizado para aferir a autenticidade do líder é o Authentic Leadership Questionnaire (ALQ). No Brasil, esta medida encontra-se validada, contudo, é ainda necessário reforçar as suas evidências de validade para este país. O objetivo desta investigação é apresentar evidências adicionais de validade do ALQ para o contexto brasileiro de trabalho. Participaram no estudo profissionais líderes (N = 437) e liderados (N = 1329), de organizações da região sul do país. O ALQ foi aplicado nas versões de auto e heteroavaliação. Análises Fatoriais Confirmatórias indicam a presença dos quatro fatores do modelo de Liderança Autêntica, e há confiabilidade e validade do ALQ para as amostras brasileiras estudadas. A natureza privada das organizações impacta na percepção de autenticidade na liderança, contudo os resultados não confirmam a importância das variáveis sociodemográficas (idade, sexo, escolaridade e renda pessoal) e da dimensão da organização. Discutem-se as limitações do estudo e apresentam-se sugestões para futuras investigações.

scholarly journals Figur Pemimpin Autentik dalam Menunjang Kreativitas Pekerja Media Di Industri Televisi

2021 ◽  
Vol 6 (5) ◽  
pp. 2118
Author(s):  
Chindy Y Subandrio ◽  
Anissa Lestari Kadiyono
Keyword(s):  
Authentic Leadership ◽  
Authentic Leadership Questionnaire

Kepemimpinan autentik dapat menghasilkan kesadaran diri yang lebih besar, mendorong perilaku positif, serta mendorong perkembangan diri yang positif pada pegawai dalam suatu setting organisasi. Autentisitas pemimpin merupakan manifestasi dari dimensi kesadaran diri, transparansi hubungan, pemrosesan informasi berimbang, dan internalisasi perspektif moral. Autentisitas pemimpin dapat menumbuhkan perilaku positif dari Sumber Daya Manusia, salah satunya adalah kreativitas. Kreativitas merupakan suatu proses untuk menumbuhkan atau menghasilkan atau mengonstruksikan suatu ide, gagasan, ataupun solusi yang memiliki nilai kebaharuan dan bermanfaat. Penelitian ini bertujuan untuk mengetahui korelasi antara kepemimpinan autentik dengan kreativitas pegawai yang bekerja di kantor media televisi X. Kepemimpinan autentik merupakan gaya kepemimpinan yang belum banyak di teliti di Indonesia. Dari dimensi yang terkandung didalamnya, figur kepemimpinan autentik diperlukan sebagai faktor penunjang kreativitas para pekerja media.  Penelitian ini menggunakan teknik pengambilan sampel total (total sampling). Terdapat 30 partisipan penelitian yang terdiri dari pegawai organik dan kontributor yang terafilisasi dengan kantor media TV X di Jawa Barat. Kepemimpinan autentik diukur dengan menggunakan Authentic Leadership Questionnaire. Kreativitas pegawai diukur dengan menggunakan skala kreativitas. Hasil penelitian menunjukkan bahwa terdapat hasil korelasi positif yang signifikan antara tipe kepemimpinan autentik dengan kreativitas pegawai.

scholarly journals Liderança autêntica e perfil pessoal e profissional de enfermeiros

2016 ◽  
Vol 29 (6) ◽  
pp. 618-625 ◽  
Author(s):  
Amanda Gleice Fernandes Carvalho ◽  
Isabel Cristina Kowal Olm Cunha ◽  
Alexandre Pazetto Balsanelli ◽  
Andrea Bernardes
Keyword(s):  
Authentic Leadership ◽  
Authentic Leadership Questionnaire ◽  
E 32

Resumo Objetivo Verificar a associação da liderança autêntica ao perfil pessoal e profissional de enfermeiros. Métodos Estudo correlacional, realizado num hospital terciário. A coleta de dados ocorreu de outubro a dezembro de 2014. Participaram 69 enfermeiros com mais de dois anos na instituição. Instrumentos utilizados caracterização contendo variáveis de perfil pessoal e profissional (sexo, cargo, horário de trabalho, outra ocupação laboral, curso de especialização, cargo de liderança já exercido e conhecimento sobre referenciais de liderança) e Authentic Leadership Questionnaire. Os dados foram analisados com estatística descritiva e teste t - Student (p<0,010). Resultados Para liderança autêntica, 36 (52,2%) apresentaram escore muito alto e 32 (46,4%) alto. A subescala autoconsciência do Authentic Leadership Questionnaire mostrou-se superior, em média 1,7, dentre os enfermeiros. Conclusão Os enfermeiros apresentaram características de líderes autênticos, porém não houve associação com muitas das variáveis estudadas.

New trend of authentic leadership skills in nursing education: The key role of perfectionism and self-efficacy

2020 ◽  
Author(s):  
Mariusz Jaworski ◽  
Mariusz Panczyk ◽  
Anna Leńczuk-Gruba ◽  
Agnieszka Nowacka ◽  
Joanna Gotlib
Keyword(s):  
Nursing Education ◽  
Personality Traits ◽  
Self Efficacy ◽  
Authentic Leadership ◽  
Leadership Skills ◽  
Personal Variables ◽  
Authentic Leadership Questionnaire ◽  
Beta Coefficient ◽  
General Self Efficacy

Abstract Background: In the literature the need to shape leadership skills in nursing in the process of education is stressed. In order for it to be effective, actions need to be undertaken including some personality traits which may frequently be observed in students of nursing (e.g. perfectionism and self-efficacy). The role of personality traits in acquiring leadership skills is not recognized well. The aim of the study was determining whether perfectionism may be treated as a mediator between the feeling of one’s own efficacy, and authentic leadership skills in students of nursing.Methods: The group of people studied consisted of 615 students of nursing (Women = 96.3%, n=592; Men = 3.7%, n=23), who made up 67.51 % all students of the discipline. The following research tools were used: Authentic Leadership Questionnaire, Almost Perfect Scale-Revised (APS-R), and General Self-Efficacy Scale (GSES).Results: The level of perfectionism is a significant mediator of relations between self-efficacy (GSES) and the level of authentic leadership (Sobel Test: t = 6.958; p = 0.000). The relation, without a mediating factor, is positive, and standardized beta coefficient for the feeling of own efficacy totals beta = 0.470 (p = 0.000), while in the presence of a mediator the strength of the correlation is smaller and amounts to beta = 0.366 (p = 0.000).Conclusions: Taking into account personal variables (perfectionism and self-efficacy) in the process of shaping skills is of key importance. In order to increase the efficacy, the programs of teaching these skills should include mutual relation between perfectionism and self-efficacy.

Possibilities for assessing authentic leadership competencies: testing existing instruments and proposing an extended one

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Artur Meerits ◽  
Kurmet Kivipõld ◽  
Isaac Nana Akuffo
Keyword(s):  
Internal Consistency ◽  
Authentic Leadership ◽  
Leadership Competencies ◽  
Model Fit ◽  
Homogeneous Sample ◽  
Content Type ◽  
Confirmatory Factor ◽  
Authentic Leadership Questionnaire ◽  
The Military ◽  
Interpersonal Competencies

Purpose The purpose of this paper is twofold: to test existing Authentic Leadership (AL) instruments simultaneously in the same environment, and based on these, to propose an extended instrument for the assessment of AL intrapersonal and interpersonal competencies. Design/methodology/approach Three existing instruments of AL – Authentic Leadership Questionnaire (ALQ) (Walumbwa et al., 2008), Authentic Leadership Inventory (ALI) (Neider and Schriesheim, 2011) and the Three Pillar Model (TPM) (Beddoes-Jones and Swailes, 2015) – were tested, and an extended instrument was proposed based on the results. Two different samples were used – a homogeneous sample (N = 1021) from the military and a heterogeneous sample (N = 547) from retail, catering, public services and logistics industries. Construct validity for the instruments was assessed using a confirmatory factor analysis, and the internal consistency of the factors was analysed using Cronbach’s alpha. Findings From existing instruments, two out of three indicate issues with internal factor consistency and model fit. The internal consistency of factors and model fit of the extended instrument developed here is satisfactory and suitable for assessing authentic leadership competencies in a single organisation or industry. Originality/value This paper sees AL as the behaviour of leaders affected by leadership competencies. Three existing AL instruments were tested alongside a proposed extended instrument to assess AL intrapersonal and interpersonal competencies in the same context.

scholarly journals Authentic Leadership Questionnaire: invariance between samples of Brazilian and Portuguese employees

2016 ◽  
Vol 29 (1) ◽  
Author(s):  
Clarissa S. Cervo ◽  
Lisete dos Santos Mendes Mónico ◽  
Nuno Rebelo dos Santos ◽  
Claudio Simon Hutz ◽  
Leonor Pais
Keyword(s):  
Authentic Leadership ◽  
Authentic Leadership Questionnaire

Validation of Authentic Leadership Questionnaire in Pakistani Context: Evidence form Higher Education Institutions of Khyber Pakhtunkhwa

2019 ◽  
Vol 12 (1) ◽  
Author(s):  
Fazal Akbar ◽  
Zakia Ali ◽  
Iqbal Ahmad
Keyword(s):  
Higher Education ◽  
Factor Analysis ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Higher Education Institutions ◽  
Equation Modeling ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Khyber Pakhtunkhwa ◽  
Authentic Leadership Questionnaire

This study was aimed to investigate the validity of Authentic Leadership Questionnaire (ALQ) in the context of Higher Education Institutions (HEIs) of Pakistan. Although, the ALQ has been used worldwide in different organizational fields, however, little is known about its psychometric features in the context of HEIs. This study is therefore an endure to explore its psychometric features in Pakistani context taking evidences form HEIs of KP, Pakistan. A cross-sectional survey was applied to know about the leaderships style in HEIs of Khyber Pakhtunkhwa-Pakistan. Data were collected from 1437 employees of HEIs through convenient sampling technique. The data were analyzed using Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) approaches. A factor loading of .40 was set as the item selection criteria for retaining in the scale. Using Principle Component Analysis (CFA), the four factor structure was assessed. Using Structural Equation Modeling (SEM) through AMOS, the results of this study showed that the four dimensional ALQ is a reliable and valid instrument in HEIs of Khyber Pakhtunkhwa, Pakistan. The construct validity provided evidences concerning applicability of the ALQ in the same context. Based on the findings, it is recommended that the ALQ may be tested in other organizational cultures in Pakistani context to enlarge its scope in other fields of research. Leadership style, associated with working behavior of employees, is considered a significant predictor in the overall organizations' performance. Keywords: Authentic Learning, Scale Validation, Higher Education

scholarly journals AUTHENTIC LEADERSHIP: SCIENTIFIC PRODUCTION ANALYSIS AND MEASUREMENT SCALES

2020 ◽  
Vol 21 (3) ◽  
Author(s):  
BARLA L. T. PIOLI ◽  
SIMONE G. FEUERSCHÜTTE ◽  
RAFAEL TEZZA ◽  
ÉVERTON L. P. L. CANCELLIER
Keyword(s):  
Literature Review ◽  
Authentic Leadership ◽  
Assessment Tools ◽  
Measurement Instruments ◽  
Measurement Scales ◽  
Quantitative Studies ◽  
Authentic Leadership Questionnaire ◽  
Construct Measurement ◽  
Starting Date ◽  
Academic Search

ABSTRACT Purpose: This paper analyzes the publications on the “authentic leadership” construct, based on systematic literature review and bibliometric analysis techniques, and aims to identify and analyze data regarding the chronology of publications, the identification of the most prolific journals and authors, research approaches, and the existence of authentic leadership measurement/assessment tools and its applications, besides analyzing the construction of these tools. Originality/value: Of the 431 articles analyzed, those dealing with reviews of literature do not present bibliometric data associated with the analysis of the construct measurement instruments. Design/methodology/approach: A literature review was performed systematically, using the query “authentic leadership” on the Academic Search Premier (Ebsco), Scopus, and Web of Science databases, with no starting date delimitation, with the deadline of December 2018, which resulted in the identification of 1390 articles. After eliminating duplicates and three filters, 431 documents remained for analysis. Findings: Three specific construct measurement/assessment tools were identified: the Authentic Leadership Questionnaire (ALQ), the Authentic Leadership Inventory (ALI), and the Authentic Leadership Integrated Questionnaire (AL-IQ). There is a predominance of quantitative studies from 2008, with a wide application of ALQ. Instruments of quantitative measurement of authentic leadership did not emerge, only tools that evidence the presence of authenticity of leaders.

scholarly journals Relationship Between Authentic Leadership, Work Engagement and Job Stress among Employees of Telecommunication Organizations

2017 ◽  
Vol 2 (2) ◽  
pp. 235-247
Author(s):  
Fatoom Dar ◽  
Imran Bukhari ◽  
Mahak Hamid
Keyword(s):  
Employee Engagement ◽  
Job Stress ◽  
Work Engagement ◽  
Authentic Leadership ◽  
Self Assessment ◽  
Telecommunication Sector ◽  
Study Results ◽  
Authentic Leadership Questionnaire ◽  
The Relationship ◽  
Assessment Questionnaire

The present study aimed to study the relationship between the perception of authentic leadership, work engagement and job stress among the employees of telecommunication sector in the Rawalpindi/ Islamabad region of Pakistan. The sample consisted of 200 employees taken from different telecommunication sectors from Rawalpindi/ Islamabad, ranging between ages 22- 60. Authentic leadership questionnaire by Walumbwa Wang, Wang, & Schaubroeck (2010) to measure authentic leadership, work engagement scale by Schaufeli, Salanova, Gonzalez-Roma, and Bakker (2001) to measure employee engagement at work and job stress scale by Parker and De-Cotiis (1983) to measure job stress was used. The results of the present study showed that significant positive correlation exist between authentic leadership, work engagement (.49**) and its dimensions vigor (.36**), dedication (.39**), and absorption (.53). In the present study results of regression analysis showed that authentic leadership was the significant predictor of work engagement and its dimensions. While no significant. relation was found between authentic leadership and job stress, as well as job stress and work engagement. Male employees rated themselves high on self- assessment questionnaire of authentic leadership. Women rated themselves higher on job stress while men rated themselves higher on work engagement. No significant age, experience, income or educational differences were found.

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