Further assessments of Bass's (1985) conceptualization of transactional and transformational leadership
Article Abstract:
B.M. Bass (1985) proposed that the Multifactor Leadership Questionnaire consists of 5 factors: 2 facets of transactional leadership (Contingent Reward and Management-by-Exception) and 3 facets of transformational leadership (Charismatic Leadership, Individualized Consideration, and Intellectual Stimulation). A confirmatory factor analysis involving hospital nurses revealed some support for this 5-factor representation, but a 2-factor Active-Passive model was also tenable, because the transformational components and Contingent Reward were all highly correlated. Alternatively, differential relationships to a series of outcomes, including intent to leave and J.P. Meyer and N.J. Allen's (1991) facets of organizational commitment, were observed as a function of the leader behaviors involved. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1995
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Situational specificity in assessment center ratings: a confirmatory factory analysis
Article Abstract:
Assessment center ratings of eight abilities from each of five situational exercises were examined for their cross-situational consistency and discriminant validity. A series of confirmatory factor analyses revealed that the ratings were largely (if not totally) situation specific, and that assessors failed to distinguish among the eight target abilities. These results combined with previous research suggest that the assessment center method measures mainly situation-specific performance, not cross-situational managerial abilities. We suggest that the intended constructs might be better measured if more ability-related behaviors were elicited within each exercise and if the cognitive demands placed on assessors were reduced. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1987
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Construct validity of in-basket scores
Article Abstract:
This article reports a study of the construct validity of in-baskets designed to measure managerial abilities. Data were collected using a randomized pretest-posttest experimental design with two alternate in-basket forms. Results indicated that (a) there was little convergent validity and evidence of method bias both within and between alternate in-basket forms and (b) brief training improved in-basket performance on the perceptiveness and delegation dimensions and on overall performance. Both lines of evidence call into question the validity of inferring individual differences in managerial ability from in-basket scores. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1989
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