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Higher scale scores in these subscales correspond to higher frequency of transformational leadership behaviors. Builds Trust (formerly Idealized Influence - Attributes): This 4-item scale measures the frequency in which leaders build trust, inspire power and pride, and go beyond their own individual interests for their followers.
The manager communicates clear requirements and goals to the employee and rewards achievements. [5] Some authors define transactional leadership as a "conditional reward" – the definition of the goal is negotiated between the manager and the employee, and in the event of a successful performance by the employee, the reward promised by the ...
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Semantic differential scale – Respondents are asked to rate on a 7-point scale an item on various attributes. Each attribute requires a scale with bipolar terminal labels. Stapel scale – This is a unipolar ten-point rating scale. It ranges from +5 to −5 and has no neutral zero point.
In psychology, ipsative questionnaires (/ ˈ ɪ p s ə t ɪ v /; from Latin: ipse, 'of the self') are those where the sum of scale scores from each respondent adds to a constant value. [1] Sometimes called a forced-choice scale , this measure contrasts Likert-type scales in which respondents score—often from 1 to 5—how much they agree with ...
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Fifteen pairs of items are repeated twice for the consistency scale. Achievement : A need to accomplish tasks well; Deference: A need to conform to customs and defer to others; Order: A need to plan well and be organized; Exhibition: A need to be the center of attention in a group; Autonomy: A need to be free of responsibilities and obligations
Before he created the inventory, Strong was the head of the Bureau of Educational Research at the Carnegie Institute of Technology. Strong attended a seminar at the Carnegie Institute of Technology where a man by the name of Clarence S. Yoakum introduced the use of questionnaires in differentiating between people of various occupations.