Showing posts with label leadership measures. Show all posts
Showing posts with label leadership measures. Show all posts

Thursday, May 20, 2021

Clergy Situational Restoration Inventory (CSRI)

 


Scale name: Clergy Situational Restoration Inventory (CSRI)

Scale overview

The Clergy Situational Restoration Inventory evaluates participants’ attitudes toward restoration based on participant responses to 10 transgression scenarios in which a pastor violated a common sociomoral expectation (Sutton et al. 2007; Sutton & Thomas 2004). The scale uses descriptive Likert-type ratings that range from one (no restoration to ministry) to seven (full restoration to the position previously held). The transgression scenarios include problems of substance abuse, infidelity, and embezzlement. Because of the range of common yet hypothetical scenarios, the developers expected the CSRI to assess a disposition to restore.

Author(s)

Sutton and Jordan (2013) with previous versions used in Sutton et al. (2007), Sutton & Thomas (2004, 2005).

Items

 10- items, which are short scenarios

Response Type

A 7-point rating scale with anchors 1 = No Restoration and 7 = Full restoration.

Subscales

Principal components analyses revealed two subscales identified as Level 1 and Level 2 where levels appear to represent perceived offense severity and level 2 items are more severe than level 1.

Level 2 consists of 4 of the 10 items: 3,6,8, and 10. All other items are Level 1.

Sample items

The full scale can be found in Sutton and Jordan (2013) or can be downloaded here- see availability below.

2. Pastor, age 43, admits to having a problem with alcohol during the past six months. Alcohol abuse has accounted for missed appointments and “sick days.” No prior abuse history is evident. Appears willing to participate in treatment. Spouse is supportive.

6. Pastor, age 38, admits to adultery lasting a year. Appears to be sincerely apologetic and willing to enter treatment. Spouse appears quite devastated but may consider reconciliation.

 Reliability

In a sample of 210, coefficient alpha values were .86 for Level 1 and .79 for level 2. The correlation between the two subscales = .64 in a sample of participants who actually knew a clergy offender (n = 169). See Sutton and Jordan (2013).

 Validity

CSRI Level 1 was significantly positively correlated with the following scales

LRSR (Leadership Restoration Scale-Restore)

LRSF (Leadership Restoration Scale-Forgive and Restore)

TFS (Trait Forgiveness Scale; Berry et al., 2005)

SCBS (Santa Clara Brief Compassion Scale; Hwang et al., 2008))

CSRI Level 1 was significantly negatively correlated with the following scales

TRIM-A (Transgression Related InterpersonalMotivations- Avoidance; McCullough et al., 1998)

IER-EP (Intrinsic-Extrinsic Religiosity Scale Revised-Extrinsic Personal Subscale; Gorsuch & McPherson, 1989)

CSRI Level 2 was significantly positively correlated with the following scales

LRSR (Leadership Restoration Scale-Restore)

IER-ES (Intrinsic-Extrinsic Religiosity Scale Revised-Extrinsic Social Subscale)

 

CSRI Level 2 was significantly negatively correlated with the following scale

TRIM-A

Availability

See Appendix A of Sutton and Jordan (2013) or

Click Here to Download Scale

 

Permissions -- if identified

This scale may be used in research and teaching at no charge. Please cite Sutton & Jordan (2013). For use in books or any commercial use, contact Geoffrey W. Sutton PhD at suttong@evangel.edu

Reference(s)

Berry, J. W., Worthington, E. R., O'Connor, L. E., Parrott, L., & Wade, N. G. (2005). Forgivingness, vengeful rumination, and affective traits. Journal of Personality, 73, 183–225. doi:10.1111/j.14676494.2004.00308.x.

Gorsuch, R. L., & McPherson, S. E. (1989). Intrinsic/extrinsic measurement: I/E-Revised and singleitem scales. Journal for the Scientific Study of Religion, 28, 348–354. doi:10.2307/1386745.

Hwang, J., Plante, T., & Lackey, K. (2008). The development of the Santa Clara Brief Compassion Scale: an abbreviation of Sprecher and Fehr's compassionate love scale. Pastoral Psychology, 56, 421–428. doi:10.1007/s11089-008-0117-2.

McCullough, M. E., Rachal, K., Sandage, S. J., Worthington, E., Brown, S., & Hight, T. L. (1998). Interpersonal forgiving in close relationships: II. Theoretical elaboration and measurement. Journal of Personality and Social Psychology, 75, 1586–1603. doi:10.1037/0022-3514.75.6.1586.

Sutton, G. W. (2016). A House Divided: Sexuality, morality, and Christian cultures. Eugene, OR: Pickwick. ISBN: 9781498224888 AMAZON

Sutton, G. W. & Jordan, K. (2013). Evaluating attitudes toward clergy restoration: The psychometric properties of two scales. Pastoral Psychology, 62, 859-871. doi 10.1007/s11089-013-0527-7     [Reference for the CSRI in this post]

Sutton, G. W., McLeland, K. C., Weaks, K. Cogswell, P. E., & Miphouvieng, R. N. (2007). Does gender matter? An exploration of gender, spirituality, forgiveness and restoration following pastor transgressions. Pastoral Psychology. 55, 645-663. doi 10.1007/ s11089-007-0072-3

Sutton, G.W., & Thomas, E. K. (2005). Can derailed pastors be restored? Effects of offense and age on restoration. Pastoral Psychology, 53, 583-599.              Academia Link    Research Gate Link

Thomas, E. K., White, K., & Sutton, G.W. (2008). Religious leadership failure: Apology, responsibility-taking, gender, forgiveness, and restoration. Journal of Psychology and Christianity, 27, 16-29.      Academia Link    Research Gate Link

 

Resource for using scales in research:

Creating Surveys on AMAZON or GOOGLE

 


 Reference for clinicians on understanding assessment

Applied Statistics Concepts for Counselors on AMAZON or GOOGLE

 


 

 Resource Link:  A – Z Test Index

  

Links to Connections

Checkout My Website   www.suttong.com

  

See my Books

  AMAZON      

 

  GOOGLE STORE

 

FOLLOW me on

   FACEBOOK   Geoff W. Sutton  

  

   TWITTER  @Geoff.W.Sutton

 

   PINTEREST  www.pinterest.com/GeoffWSutton

 

Read published articles:

 

  Academia   Geoff W Sutton   

 

  ResearchGate   Geoffrey W Sutton 

 Photo credit- Bing free to share and use

Thursday, January 21, 2021

Organizational Trust Index (OTI)

 

Helping Hikers - Forbes link

Scale name:           Organizational Trust Index (OTI)

Scale overview

The OTI evaluates trust in an organization with items that reflect five dimensions of trust. 

Of note, trust is a key component of working relationships and efforts to encourage reconciliation following a rift. Organisational trust is the degree of confidence employees have in the actions of an organisation's leaders and their decisions.

Author(s) See the “about” tab at the University of Colorado Colorado Springs (UCCS) Website for the OTI.

Items:  In 2021 there were 29 items on the OTI scale.

Response Type

The OTI is a 5-point rating scale. Each item can be rated from “very little” to “very great.”

Subscales:

     The OTI refers to 5 dimensions of trust:

Competence

Openness and Honesty

Concern for Employees

Reliability

Identification

Sample item

My immediate supervisor listens to me.

Reliability

The manual reports alpha of .95 for the 29-items and a range of .85 to .90 for the five subscales.

Validity

Search for studies using the OTI.

Availability

See the information on the university website. The scale may be taken online. https://uccs.edu/trustresearch/organizational-trust-survey

A 50-page manual with test items and information is available from IABC (International Association of Business Communications).

SCOPES domain = Social space 

 Permissions -- if identified

Not specified on the UCCS website.

Key words: Organizational Psychology, HR Human Resources, Organizational Climate, Trust, Leadership, Employee Relationships

Reference(s)

Nwankpa, Joseph K. and Roumani, Yaman (2014) "The Influence of Organizational Trust and Organizational Mindfulness on ERP Systems Usage," Communications of the Association for Information Systems: 34, Article 85. DOI: 10.17705/1CAIS.03485

 Reference for using scales in research:

Creating Surveys on AMAZON or GOOGLE

 


  




Reference for clinicians on understanding assessment

Applied Statistics Concepts for Counselors on AMAZON or GOOGLE

 

 

 



Resource Link:  A – Z Test Index

Links to Connections

Checkout My Website   www.suttong.com

  

See my Books

  AMAZON      

 

  GOOGLE STORE

 

FOLLOW me on

   FACEBOOK   Geoff W. Sutton  

  

   TWITTER  @Geoff.W.Sutton

 

   PINTEREST  www.pinterest.com/GeoffWSutton

 

Read published articles:

 

  Academia   Geoff W Sutton   

 

  ResearchGate   Geoffrey W Sutton 

 

 

 

 

Leadership Behavior Description Questionnaire (LBDQ)

 


Scale name: Leadership Behavior Description Questionnaire (LBDQ)


Scale overview

The LBDQ allows members of a group to describe the behavior of a leader. There are two dimensions of leadership behavior identified as initiating structure and consideration.

 Author(s): The Personnel Research Board. Names of researchers provided at the Ohio State University webpage for LBDQ.

Items = 20

Response Type

The LBDQ is a rating scale. Participants respond to statements using a 5-point Likert-type response ranging from 1 = never to 5 = always.

Subscales

There are two subscales: Initiating Structure (S) and Consideration (C). Each scale has 10 items.

 Sample items

Initiating Structure: “Schedules the work to be done.”

Consideration: “Is willing to make changes.”

Reliability

See the manual and publications.

Validity

See the manual and publications.

Availability

See the OSU website where the instructions appear.

“To obtain free access of the full Manual and the Form XII Self Questionnaire, complete the following survey: go.osu.edu/LBDQ.”

SCOPES domain = Observable behavior patterns

Permissions -- if identified

See the OSU website for a link to the manual and form.

Reference(s)

https://fisher.osu.edu/centers-partnerships/leadership/leader-behavior-description-questionnaire-lbdq

 Reference for using scales in research:

Creating Surveys on AMAZON    or   GOOGLE  Worldwide

  






Reference for clinicians on understanding assessment

Applied Statistics Concepts for Counselors on AMAZON or GOOGLE

  

 

Resource Link:  A – Z Test Index

 

Links to Connections

Checkout My Website   www.suttong.com

  

See my Books

  AMAZON      

 

  GOOGLE STORE

 

FOLLOW me on

   FACEBOOK   Geoff W. Sutton  

  

   TWITTER  @Geoff.W.Sutton

 

   PINTEREST  www.pinterest.com/GeoffWSutton

 

Read published articles:

 

  Academia   Geoff W Sutton   

 

  ResearchGate   Geoffrey W Sutton 

 

 

 

 

Thursday, January 11, 2018

Transformational Leadership Survey

News photo unrelated to people mentioned in the post


Transformational leadership is a popular style of leadership with evidence that transformational leaders influence work teams. Transformational leaders have been identified as those with a charismatic personality who inspire others with a clear vision for the future. They communicate well and serve as role models as they inspire confidence and increase motivation.

Here's a quote from Edwards et al., 2010

Burns (1978)[18] first conceptualized transformational leaders as those who mobilize their efforts to reform organizations, in part by raising followers’ consciousness beyond personal interests to be more in line with organizational goals and vision. Interactive and highly participatory encounters among all members of a team are key ingredients. Through these interactions, visions emerge, consensus is built, plans are discussed, and potential roadblocks are explored, increasing buy-in and accountability among team members. Leaders influence the process by promoting intellectual stimulation, inspiring motivation, and taking each member’s needs into consideration (Bass, 1985[19]).

TRANSFORMATIONAL LEADERSHIP TENDENCIES

You can find a short online measure that includes 12-items at this McGrawHill link. Each item is rated on a 5-point scale. It can be scored after you respond to each item.


TRANSFORMATIONAL LEADERSHIP SURVEY

A more in-depth survey with a complete list of items is also available online as an Appendix to a
published article by Jennifer Edwards and her colleagues (2010). The study was funded by NIDA. In case the link does not work, Here is the author contact information:

Corresponding Author: Jennifer R. Edwards, M.S., Graduate Research Assistant, Institute of Behavioral Research, Texas Christian University, TCU Box 298740, Fort Worth, TX 76129, Telephone: (817) 257-7226, Fax: (817) 257-7290, ude.uct@sdrawde.r.j[1]

Because of the length of the TLS, I will only include a few sample items.


Integrity
IN1. shows determination on the job.

Encourages Innovation
EI2. attempts to improve the program by taking a new approach to business as usual.

Inspirational Motivation
IM3. makes staff aware of the need for change in the program.

Reference

Edwards, J. R., Knight, D. K., Broome, K. M., & Flynn, P. M. (2010). The Development and Validation of a Transformational Leadership Survey for Substance Use Treatment Programs. Substance Use & Misuse, 45(9), 1279–1302. http://doi.org/10.3109/10826081003682834
  ncbi link

Learn more about Creating Surveys in my book available on AMAZON.













If you work with leaders as a coach or counselor, you may be interested in this book- Applied Statistics, Concepts for Counselors - also on AMAZON.















Find more survey items and links to surveys at the Creating Survey website.


Resource Link:  A – Z Test Index


Connections and Links to Resources

My Page    www.suttong.com

My Books   AMAZON

FACEBOOK   Geoff W. Sutton

TWITTER  @Geoff.W.Sutton

LinkedIN Geoffrey Sutton  PhD

Publications (many free downloads)
     
  Academia   Geoff W Sutton   (PhD)
    
  ResearchGate   Geoffrey W Sutton   (PhD)





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