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

Abstract

The Authentic Leadership Questionnaire (ALQ) is used to assess authentic leadership (AL). Although ALQ is often used in empirical research, cross-cultural studies with this measure are scarce. Aiming to contribute to filling this gap, this study assesses the invariance of the ALQ measure between samples of Brazilian (N = 1019) and Portuguese (N = 842) employees. A multi-group confirmatory factor analysis was performed, and the results showed the invariance of the first-and second-order factor models between the Brazilian and Portuguese samples. The results are discussed considering their cultural setting, with the study's limitations and future research directions being pointed out.

Liderança autêntica e perfil pessoal e profissional de enfermeiros

“…It is a self-administered questionnaire available in 38 languages, including in Portuguese. Developed by Avolio, Gardner and Walumbwa, (8) the questionnaire consisted of 16 assertions that were answered using a Likert scale, varying from 1 to 5 points in graduation: never (1 point), rarely (2 points), sometimes (3 points), regularly (4 points), and always (5 points). All the responses were summed, and scores varied from 16 to 80 points, and were discriminated as: very low authentic leadership behavior (16-32 points), low (33-48 points), high (49-64 points) and very high (65-80 points).…”

“…The cross-cultural adaptation is under study, so the results have not yet been published. Thus, the purchase of the adapted version for Portuguese was appropriate, in view of its use in other research, (14,15) and based on the recommendation of the primary authors of the instrument (8) for its use until the transcultural adaptation was performed.…”

“…The association between the personal and professional profile with authentic leadership was not the object (6)(7)(8)(9)(10)(11) of study, which justified the development of this research. It is necessary to advance this knowledge to identify the nurses' characteristics that interfere with the practice of this leadership model, proposing coping strategies that can support their solidity in the health and nursing management scenario.…”

“…Thus, the organization benefits, because this behavior is related to increased productivity, efficiency and customer satisfaction, as well as reducing costs and rates of turnover and absenteeism. (8) Authentic leadership studies are recent and related to positive outcomes that the authentic leader provides for the organization. (6)(7)(8)(9) Affective commitment on the part of the nurse, job satisfaction and an increase in the quality of care can be found when nurses have a relationship of trust with their managers.…”

“…(8) Authentic leadership studies are recent and related to positive outcomes that the authentic leader provides for the organization. (6)(7)(8)(9) Affective commitment on the part of the nurse, job satisfaction and an increase in the quality of care can be found when nurses have a relationship of trust with their managers. Increased safety practices in hospital organizations were also identified, with fewer medication errors and patient falls.…”