Abstract
The present empirical investigation had a 3-fold purpose: (a) to cross-validate L. R. Offermann, J. K. Kennedy, and P. W. Wirtz's (1994) scale of Implicit Leadership Theories (ILTs) in several organizational settings and to further provide a shorter scale of ILTs in organizations; (b) to assess the generalizability of ILTs across different employee groups, and (c) to evaluate ILTs' change over time. Two independent samples were used for the scale validation (N 1 = 500 and N 2 = 439). A 6-factor structure (Sensitivity, Intelligence, Dedication, Dynamism, Tyranny, and Masculinity) was found to most accurately represent ILTs in organizational settings. Regarding the generalizability of ILTs, although the 6-factor structure was consistent across different employee groups, there was only partial support for total factorial invariance. Finally, evaluation of gamma, beta, and alpha change provided support for ILTs' stability over time.
Original language | English |
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Pages (from-to) | 293-310 |
Number of pages | 18 |
Journal | Journal of Applied Psychology |
Volume | 89 |
Issue number | 2 |
DOIs | |
Publication status | Published - Apr 2004 |
Keywords
- Implicit Leadership Theories
- ILTs
- organizations
- employee groups
- change over time
- sensitivity
- intelligence
- dedication
- dynamism
- tyranny
- masculinity