Building Leadership Effectiveness This program encourages leaders to develop practices that transform values into action, vision into realities, obstacles into innovations, and risks into rewards. Participants will be introduced to the five practices of exemplary leadership: modeling the way, inspiring a shared vision, challenging the process, enabling others to act, and encouraging the heart Coaching & Communicating for Performance Coaching & Communicating for Performance is a highly interactive program that will give supervisors and managers the opportunity to build skills that will enable them to share expectations and set objectives for employees, provide constructive feedback, more effectively engage in learning conversations, and coaching opportunities. Skillful Conflict Management for Leaders As a leader, it is important to understand conflict and be effective at conflict management because the way conflict is resolved becomes an integral component of our university’s culture. This series of conflict management sessions help leaders learn and put into practice effective strategies for managing conflict.

기독교 사역과 Leadership

While authentic leadership (AL) has seen a dramatic increase in scholarly attention over the last decade, its contribution relative to more established leadership constructs merits investigation. We employ meta-analytic techniques to compare AL and transformational leadership theories using 100 independent samples and 25,452 individuals. The findings reveal that (1) the relationship between authentic and transformational leadership is large in magnitude, suggesting construct redundancy (ρ = .72); (2) neither AL nor transformational leadership add noticeable incremental validity beyond the other construct; (3) AL has a lower relative weight than transformational leadership for the outcomes of follower satisfaction, follower satisfaction with the leader, task performance, and leader effectiveness; and (4) AL demonstrates dominance over transformational leadership when predicting group or organization performance and organizational citizenship behaviors. We recommend future research examine AL at the component level and its relationships with related ethical constructs to potentially differentiate it from transformational leadership.

A meta-analytic review of authentic and transformational leadership: A test for redundancy

Although vocational interests have a long history in vocational psychology, they have received extremely limited attention within the recent personnel selection literature. We reconsider some widely held beliefs concerning the (low) validity of interests for predicting criteria important to selection researchers, and we review theory and empirical evidence that challenge such beliefs. We then describe the development and validation of an interests-based selection measure. Results of a large validation study (N = 418) reveal that interests predicted a diverse set of criteria—including measures of job knowledge, job performance, and continuance intentions—with corrected, cross-validated Rs that ranged from .25 to .46 across the criteria (mean R = .31). Interests also provided incremental validity beyond measures of general cognitive aptitude and facets of the Big Five personality dimensions in relation to each criterion. Furthermore, with a couple exceptions, the interest scales were associated with small to medium subgroup differences, which in most cases favored women and racial minorities. Taken as a whole, these results appear to call into question the prevailing thought that vocational interests have limited usefulness for selection.

Reconsidering vocational interests for personnel selection: the validity of an interest-based selection test in relation to job knowledge, job performance, and continuance intentions.

In multidimensional forced-choice (MFC) questionnaires, items measuring different attributes are presented in blocks, and participants have to rank order the items within each block (fully or partially). Such comparative formats can reduce the impact of numerous response biases often affecting single-stimulus items (aka rating or Likert scales). However, if scored with traditional methodology, MFC instruments produce ipsative data, whereby all individuals have a common total test score. Ipsative scoring distorts individual profiles (it is impossible to achieve all high or all low scale scores), construct validity (covariances between scales must sum to zero), criterion-related validity (validity coefficients must sum to zero), and reliability estimates. We argue that these problems are caused by inadequate scoring of forced-choice items and advocate the use of item response theory (IRT) models based on an appropriate response process for comparative data, such as Thurstone’s law of comparative judgment. We show that when Thurstonian IRT modeling is applied (Brown & Maydeu-Olivares, 2011), even existing forcedchoice questionnaires with challenging features can be scored adequately and that the IRT-estimated scores are free from the problems of ipsative data.

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How IRT Can Solve Problems of Ipsative Data in Forced-Choice Questionnaires

On Test Scoring

In this article, we offer some suggestions as to why tetrads and pentads have become the dominant formats for administering multidimensional forced choice (MFC) items but, in turn, raise questions regarding the underlying psychometric model and means of addressing item quality and scoring accuracy. We then focus our attention on multidimensional pairwise preference (MDPP) items and present an item response theory–based approach to constructing and modeling MDPP responses directly, assessing information at the item and scale levels, and a way of computing standard errors for trait scores and estimating scale reliability. To demonstrate the viability of this method for applied use, we show that the correspondence between MDPP scores derived from direct modeling with those obtained using single statement and unidimensional pairwise preference measures administered in a laboratory setting. Trait score correlations and criterion related validities are compared across testing formats and rating sources (i.e., s...

Normative scoring of multidimensional pairwise preference personality scales using IRT: Empirical comparisons with other formats

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True North or Traveled Terrain? An Empirical Investigation of Authentic Leadership

/pdf/a-closer-look-at-the-work-hours-and-work-family-relationship-3yfvmuvm8j.pdf

Matthew D. Tuttle

Papers

Normative scoring of multidimensional pairwise preference personality scales using IRT: Empirical comparisons with other formats

True North or Traveled Terrain? An Empirical Investigation of Authentic Leadership

A closer look at the work hours and work/family relationship: The moderating and enhancing effects of fit