Epitropaki Olga, Martin Robin
School of Psychology, Athens Laboratory of Business Administration (ALBA), Athens, Greece.
J Appl Psychol. 2004 Apr;89(2):293-310. doi: 10.1037/0021-9010.89.2.293.
The present empirical investigation had a 3-fold purpose: (a) to cross-validate L. R. Offermann, J. K. Kennedy, and P. W. Wirtz's (1994) scale of Implicit Leadership Theories (ILTs) in several organizational settings and to further provide a shorter scale of ILTs in organizations; (b) to assess the generalizability of ILTs across different employee groups, and (c) to evaluate ILTs' change over time. Two independent samples were used for the scale validation (N1 = 500 and N2 = 439). A 6-factor structure (Sensitivity, Intelligence, Dedication, Dynamism, Tyranny, and Masculinity) was found to most accurately represent ELTs in organizational settings. Regarding the generalizability of ILTs, although the 6-factor structure was consistent across different employee groups, there was only partial support for total factorial invariance. Finally, evaluation of gamma, beta, and alpha change provided support for ILTs' stability over time.
（a）在多个组织环境中对L. R. 奥弗曼、J. K. 肯尼迪和P. W. 维尔茨（1994年）的隐性领导理论（ILTs）量表进行交叉验证，并进一步提供一个更简短的组织中ILTs量表；（b）评估ILTs在不同员工群体中的普遍性；以及（c）评估ILTs随时间的变化。使用了两个独立样本进行量表验证（N1 = 500，N2 = 439）。发现一个六因素结构（敏感性、智慧、奉献精神、活力、专断和男子气概）最能准确地代表组织环境中的ELTs。关于ILTs的普遍性，虽然六因素结构在不同员工群体中是一致的，但对于完全因子不变性只有部分支持。最后，对伽马、贝塔和阿尔法变化的评估为ILTs随时间的稳定性提供了支持。
