Lietuviškosios modifikuoto vadovavimo efektyvumo klausimyno versijos psichometriniai rodikliai

Abstract

Efektyvu vadovavima pripažinus konkurenciniu organizacijos pranašumu, Lietuvoje tiek mokslininkai, tiek praktikai specialistai susiduria su poreikiu ivertinti skirtingo tipo imonese ar istaigose dirbanciu ivairaus lygio vadovu vadovavimo efektyvumo išreikštuma. Vis dar aktuali išlieka ir tinkamu matavimo instrumentu stygiaus problema. Tikslas – siekiant ivertinti Modi(kuoto vadovavimo efektyvumo klausimyno lietuviškos versijos psichometrinius rodiklius, atliktas empirinis tyrimas, kuriame dalyvavo 200 ivairiose Lietuvos organizacijose dirbanciu darbuotoju. Antrame etape (pakartotiniame testavime) imti sudare 37 tiriamieji. Metodika. Respondentai vertino savo tiesioginiu vadovu elgesi (Modi(kuotas vadovavimo efektyvumo klausimynas, Heck et al., 2000; N. F. Mott (1971) vadovavimo efektyvumo klausimynas (cit.)pagal Chauhan et al., 2005); Bendroji transformacinio vadovavimo skale, Carless et al., 2000), papildomai pilde klausimyna (sudaryta G. Geneviciutes-Janonienes, A. Endriulaitienes, 2010) darbo motyvacijai ivertinti, L. W. Porterio ir kolegu (1974) organizacinio isipareigojimo klausimyna (cit. pagal Yousef, 2003) bei pateike sociodemogra(nius duomenis. Rezultatai. Tyrimo rezultatai patvirtino aukšta vidini ir išorini klausimyno patikimuma. Klausimyno konstrukto validuma pagrinde koreliacines analizes rezultatai: statistiškai patikimos sasajos tarp dvieju klausimynu, matuojanciu vadovavimo efektyvuma, bei vadovavimo efektyvumui artimu reiškiniu (transformacinio vadovavimo, motyvacijos bei organizacinio isipareigojimo). Išvados. Remiantis psichometriniu rodikliu analize, Modi(kuoto vadovavimo efektyvumo klausimyno lietuviška versija galima rinktis tolesniems moksliniams tyrimams vadovavimo efektyvumo srityje. [...]

Leadership domain is attributed to long-term prospects in a modern successfully functioning organization. But practitioners and researchers are lacking for broadly applicable complex instruments that would also be reliable and valid to assess leaders’ leadership e.ectiveness. Therefore this research has been targeted to evaluate psychometric properties (reliability and validity) of Modi(ed Leadership E.ectiveness questionnaire Lithuanian version. Method. The research involved 200 Lithuanian employees from various organizations (60 of them participated in the second measurement and 37 were used for test-retest analysis). All respondents (lled up a questionnaire consisting of Modi(ed Leadership E.ectiveness questionnaire (Heck et al., 2000), N. F. Mott’s (1971) proposed situations to evaluate leadership e.ectiveness (according to Chauhan et al., 2005), Global Transformational Leadership scale (Carless et al., 2000), propositions about employee work motivation (Geneviciute-Janoniene, A. Endriulaitiene, 2010), L. W. Porter et. al (1974) questionnaire of organizational commitment (according to Yousef, 2003) and socio-demographic questions. Results. The research results showed that Modi(ed Leadership E.ectiveness questionnaire was highly reliable. Besides, stability of the test-retest results was an important feature of this instrument. Construct validity was con(rmed by statistically signi(cant correlations between two instruments of leadership e.ectiveness’ measurement and by proved relations between leadership e.ectiveness and transformational leadership, subordinates’ work motivation, organizational commitment. Conclusions. [...]