Authentic Leadership Questionnaire applied to Brazilian nurses: evidence of validity

Abstract

Objective: to establish the psychometric properties of the Authentic Leadership Questionnaire (ALQ) applied to Brazilian nurses. Method: cross-sectional observational study with a non-probabilistic sample. The psychometric properties of the RATER and SELF versions of the ALQ were calculated using confirmatory factor analysis with the WLSMV robust estimation method. The following indices were used to assess the goodness-of-fit of the model: chi-square by degrees of freedom (χ2/df), Tucker-Lewis Index (TLI), Comparative Fit Index (CFI), Root Mean Square Error of Approximation (RMSEA) and Standardized Root Mean Squared Residual (SRMR). Data reliability was analyzed using the ordinal coefficient alpha and composite reliability. Results: 181 nurses participated of the study (female gender: 80.1%; mean age of 34.6 years; working time of less than five years: 76.3%). The complete ALQ RATER and ALQ SELF models did not present an adequate fit. Therefore, the refined models presented a better fit to the sample data (ALQ RATER: χ2/df=2.77; CFI=0.97; TLI=0.97; RMSEA=0.10; SRMR=0.05; ALQ SELF: χ2/df=2.74; CFI=0.94; TLI=0.92; RMSEA=0.10; SRMR=0.08). In the ALQ RATER model, items 1, 7 and 13 were excluded. Due to the high correlation between the factors Relational Transparency and Moral Perspective, a three-factor model based on the combination of the factors mentioned above was proposed. In the ALQ SELF model, items 2, 5, 9 and 10 were excluded. Likewise, a three-factor model based on the combination of two factors, now called Self-Awareness Balance, was proposed. Conclusion: the data obtained with the Authentic Leadership Questionnaire with Brazilian nurses were valid and reliable.

Nurse Managers’ Authentic Leadership and their Relationship with Work Engagement among Registered Nurses

“…Te Arab culture emphasizes leadership and advocates practicing moral-ethical leadership through adherence to key principles such as honesty, justice, commitment, trust, and integrity [16]. Te relatively low mean score of relational transparency could raise a concern related to cultural factors or organizational norms that impact the level of leaders' openness and willingness to share information with followers [25]. Due to the scarce availability of relevant research, the data of Arab nurse leaders on authentic leadership could not be adequately benchmarked with other cohorts.…”

“…Examples of these behaviors are as follows: (a) "seeks feedback to improve interactions with others" (selfawareness); (b) "says exactly what he or she means" (relational transparency); (c) "demonstrates beliefs that are consistent with actions" (internalized moral perspective); and (d) "listens carefully to diferent points of view before coming to conclusions" (balanced processing). A variety of research studies conducted have yielded support for the reliability and validity of the ALQ [23][24][25]. Internal consistency was evaluated by using Cronbach's alpha and was equal to 0.96 [26].…”

Impact of Age, Gender, Faith, Tenure and Seniority on the Authenticity of Organizational Leaders

“…An authentic leader, according to Grudić Kvasić et al ( 2021), is one who inspires confidence and hope in their followers and who prioritizes the growth of their team members so that they, too, may become effective leaders. According to Maziero et al (2022), trust, optimism, resilience, and a solid moral compass are necessary components of authenticity. The AL theoretical paradigm, which emphasizes openness in relationships, the free flow of information and emotion, devotion to the organization, and job satisfaction, is characterized by behavior synonymous with a set of personal beliefs and principles (Maziero et al, 2022).…”

“…According to Maziero et al (2022), trust, optimism, resilience, and a solid moral compass are necessary components of authenticity. The AL theoretical paradigm, which emphasizes openness in relationships, the free flow of information and emotion, devotion to the organization, and job satisfaction, is characterized by behavior synonymous with a set of personal beliefs and principles (Maziero et al, 2022). According to Halpin and Croft (1966;as cited in Gardner et al, 2011), an organization's authenticity can be gauged by the scope in which its followers reject personal change when working in leadership and professional capacities.…”