Publicação
Portuguese version of Brown, Treviño and Harrison’s Ethical Leadership Scale: Study of its psychometric properties
| Resumo: | This paper investigates the psychometric properties of a Portuguese version of the Ethical Leadership Scale across five field studies. The Portuguese ELS (P-ELS) was compared with subscales of a reduced version of the Ethical Leadership at Work questionnaire to check convergent validity (CFI = .95; TLI = .95; RMSEA = .06) and with subscales of organizational justice scale to confirm discriminant validity (all r < .18; p < .05). To assess criterion validity, the extent of the P-ELS’s ability to predict organizational ethical climate was tested (all ? coefficients p < .01, except for profit subscale). To check nomological validity, the relationship between ethical leadership and job-related affective well-being mediated by leader member exchange quality was analyzed (B indirect effect = 0.21; 95% CI = 0.02, 0.41). Results support P-ELS’s unidimensional structure and suggest that it has good construct validity and reliability, therefore, being a useful tool to assess leaders’ ethical behaviors in the workplace. |
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| Autores principais: | Silva, V. H. |
| Outros Autores: | Duarte, A. P. |
| Assunto: | Ethical Leadership Scale Scale validation Construct validity Reliability Portuguese version |
| Ano: | 2022 |
| País: | Portugal |
| Tipo de documento: | artigo |
| Tipo de acesso: | acesso aberto |
| Instituição associada: | ISCTE |
| Idioma: | inglês |
| Origem: | Repositório ISCTE |
| Resumo: | This paper investigates the psychometric properties of a Portuguese version of the Ethical Leadership Scale across five field studies. The Portuguese ELS (P-ELS) was compared with subscales of a reduced version of the Ethical Leadership at Work questionnaire to check convergent validity (CFI = .95; TLI = .95; RMSEA = .06) and with subscales of organizational justice scale to confirm discriminant validity (all r < .18; p < .05). To assess criterion validity, the extent of the P-ELS’s ability to predict organizational ethical climate was tested (all ? coefficients p < .01, except for profit subscale). To check nomological validity, the relationship between ethical leadership and job-related affective well-being mediated by leader member exchange quality was analyzed (B indirect effect = 0.21; 95% CI = 0.02, 0.41). Results support P-ELS’s unidimensional structure and suggest that it has good construct validity and reliability, therefore, being a useful tool to assess leaders’ ethical behaviors in the workplace. |
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