From: Psychometric properties of leadership scales for health professionals: a systematic review
Scale name | Measures | Scale details | Country | Sample size | Response rate | Gender of participants | Profession of participants |
---|---|---|---|---|---|---|---|
Aspiring leaders in Healthcare - Empowering individuals, Achieving excellence, Developing talents (AHEAD) [60] | Self-evaluated leadership competency in existing and emerging AHP leaders. | • 25 items • Likert (5-point) •2 Domains: Values (inc. 9 subdomains; e.g., Commitment; Compassion, Integrity) and Skills (inc. 16 subdomains; e.g., Creativity; Talent Management; Writing) | Singapore | 106 | Not reported | Females = 68% | Allied Health Professionals |
Authentic Leadership Inventory (ALI) [61] | Employee’s perspectives on their managers’ authentic leadership characteristics. | • 14 items • Likert (5-point) • 5 Domains: Self-Awareness; Balanced Processing; Moral/Ethical Behaviour; and Relational Transparency | USA | n = 85 | Not reported | Not reported | Nurses |
Authentic Leadership Self-Assessment Questionnaire (ALSAQ-P) [62] | Self-evaluated authentic leadership. | • 16 items • Likert (5-point) • 4 Domains: Self-Awareness; Internalised Moral Perspective; Balanced Processing; Relational Transparency | Poland | n = 3299 | Not Reported | Female = 98.5% | Registered Nurses |
Authentic Nurse Leadership Questionnaire (ANLQ) [63] | Self-evaluated authentic leadership in nurse leaders. | • Item number not specified • response scale not specified • 5 Domains: Self-Awareness; Moral Ethical; Relational Integrity; Shared Decision Making; Caring | USA | n = 309 | Not reported | Female = 94% | Registered Nurses |
Charismatic Leadership Socialised Scale [64] | Charismatic leadership in nurse managers. | • 143 items • Likert (7-point) • Two parts: 1. Behaviour of the manager: Dimensions of the Charismatic and Instrumental Leadership 2. Behaviour of employees: Size of Commitment and Satisfaction, Motivation and Team Effectiveness | Brazil | n = 211 | Not reported | Female = 81.5% | Registered Nurses |
Clinical Leadership Needs Analysis (CLeeNA) [65] | Self-reported leadership needs of nurses and midwives. | •103 items •Likert (7-point) •7 Domains: Self and Team Development; Staff and Care Delivery; Technology and Care Initiatives; Financial and Service Management; Leadership and Clinical Practice; Patient Safety and Risk Management; and Standards of Care | Ireland | n = 321 | ~ 14.7% | Female = 91% | Registered Nurses |
Clinical Leadership Survey (CLS) [66] | Self-evaluated clinical leader behaviours in staff nurses (basis in transformational leadership). | • 41 items • Likert (5-point) • 5 Domains: Challenging the Process; Inspiring a Shared Vision; Enabling Others to Act; Modelling the Way; and Encouraging the Heart | Canada | n = 480 | 41% | Female = 97% | Registered Nurses |
Clinician Safety Culture and Leadership Questionnaire [67] | Clinician report of safety culture in hospitals at organisational and departmental levels, across teamwork, safety climate and leadership in healthcare. | • Clinician report • 35 items • Likert (5-point) • 3 Domains: Perceived Quality of Collaborating between Clinicians; Organisational Commitment to Patient Safety and Management Style; and Effectiveness of Healthcare Leaders in their Workplace | Australia | n = 1134 | Not reported | Female = 39% | Physicians Nurses Allied Health Professionals |
Cotter Preceptor Selection Instrument (CPSI) [68] | NPD practitioner perceptions of nurse attributes to assist nurse preceptor selection. | • 14 items • Likert (3-point) • 10 Domains: Clinical Competence; Nursing Process; Transformational Leadership; Collaboration/Communication Skills; Professional Development; Conflict Resolution; Commitment; Flexibility; Empowerment; and Values | USA | n = 13 | Not reported | Not reported | Nurses |
Director of Nursing Survey: Importance of Role Competencies [69] | DON’s Perceived importance of DON role competencies. | • 28 items • Likert (6-point) • 5 Domains: Transformational Leadership Forces; Structural Empowerment Forces; Exemplary Professional Practice Forces; New Knowledge, Innovation, and Improvements Force; and Empirical Quality Outcomes Force | China | n = 208 | 69% | Female = 99.5% | Directors of Nursing |
Evidence-Based Practice Nursing Leadership Scale [70] | Staff nurse perceptions of support provided by unit level nurse managers to engage in EBP. | • 10 items • Response scale not specified • Item examples: ‘My manager provides time for me to engage in EBP’ and ‘My manager makes sure that I have access to relevant research on my unit’ | USA | n = 422 | 24% | Not reported | Registered Nurses |
Evidence-Based Practice Nursing Leadership Scale (Chinese adaptation) [71] | (As above) | (As above) | China | n = 419 | 96% | Female = 96% | Registered Nurses Senior Nurses Nurse Supervisors or above |
Healthcare Evaluation & Assessment of Leadership (HEAL) [72] | Self-evaluated leadership competency based on the core principles of patient centeredness. | • 24 items • Likert (5-point) • 5 Domains: Critical Thinking; Emotional Intelligence; Teamwork; Selfless Service; and Integrity | USA | n = 126 | 63% | Female = 50% | Health professionals (internal medicine, paediatrics, surgery, radiology) |
Human Capital Competencies Inventory (HCIC) [73] | Self-evaluated capital sustainability leadership attributes. | • 16 items • Likert (5-point) • 4 Domains: Ethical Leadership; Sustainable Leadership; Mindful Leadership; Servant Leadership | USA | n = 99 | 45% | Not reported | Nurse Managers |
Human Capital Sustainability Leadership Scale (HCSLS) [74] | Self-evaluated capital sustainability leadership attributes. | • 16 items • Likert (5-point) • 4 Domains: Ethical Leadership; Sustainable Leadership; Mindful Leadership; Servant Leadership | Italy | EFA n = 207 CFA n = 274 | Not reported | Female = 65% | Leaders from public and private health and care organisations |
iLead [75] | Employees’ perspectives on their managers’ active and passive implementation specific leadership attributes. | • 20 items • Likert (5-point) • 2 Domains: Active Leadership; and Passive Leadership • Active Leadership Subdomains: Exemplary Behaviours; Individualised consideration; Intellectual Stimulation; and Contingent Reward • Passive Leadership Subdomains: Passive Management-by-Exception’ and Laissez-Faire | Sweden | n = 336 | 75% to study, of those 41% answered scale | Female = 90% | Health professionals (primary, psychiatric, rehabilitation, acute hospital care, and others) |
Implementation Leadership Scale (ILS) [19] | Clinician reports of strategic leadership attributes in supervisors, specific to EBP implementation. | • 12 items • Likert (5-point) • Domains: Proactive Leadership; Knowledgeable Leadership; Supportive Leadership; and Perseverant Leadership | USA | n = 459 | 80% | Female = 79% | Mental Health Clinicians |
Implementation Leadership Scale (ILS) [76] | (As above) | (As above) | USA | n = 323 | Not reported | Female = 63% | Alcohol and Other Drug Treatment Professionals |
Implementation Leadership Scale (ILS) [77] | (As above) | (As above) | USA | n = 214 | 93% | Female = 92% | Child welfare workers |
Implementation Leadership Scale (ILS) [78] | (As above) | (As above) | USA | S1 n = 200 S2 n = 284 | Not reported | Not reported | Registered Nurses |
Implementation Leadership Scale (ILS) [79] | (As above) | (As above) | USA | n = 136 | 88% | Female = 76% | Mental health supervisors |
Kuopio University Hospital Transformational Leadership Scale (KUHTLS) [80] | Nurse staff reports of manager’s/unit director’s transformational leadership attributes. | • 47 items • Likert (5-point) • 7 Domains: Decision; Appreciation; Growth; Justice; Performance; Individuality; and Administration | Cyprus | n = 315 | 79% | Female = 49% | Nurses |
Leadership and Management Inventory (LaMI) [81] | Self-evaluation by superiors and/or subordinates of leadership skills and abilities of first-line nurse managers. | • 56 items • Likert (5-point) • 6 Domains: Organisation and Assignment; Information and Communication; Social Skills and Interpersonal Relations; Development and Support of Subordinates; Co-operation; and Analysis and Decisions | Sweden | S1 n = 149 S2 n = 197 | S1 = 50% S2 = 87.5% | Not reported | Registered Nurses Healthcare Personnel from unspecified professions |
Leadership Behaviour Description Questionnaire (Modified Version) [82] | Subordinate’s preference for specific behaviours from their leaders. | • 15 items • Likert (5-point) • Leadership behaviours and organisational commitment | India | n = 50 | Not reported | Not reported | Paramedical Professionals |
Leadership Competency Inventory (LCI) [83] | Self-reports from either individual staff members or managers on perceived degree of importance and development need for listed job competencies. | • 32 items • Likert (5-point) • 5 Domains: Personal Mastery; Managing Processes; Managing Resources; Leadership; and Managing Relationships | USA | n = 323 | Not reported | Not reported | Nursing homes and hospitals |
Leadership Influence over Professional Practice Environments Scale [84] | Leaders’ perceptions of their influence over the PPEs they oversee. | • 59 items • Likert (5-point) • 6 Domains: Collegial Administrative Approach; Internal Strategy and Resolve; Authority; Access to Resources; Leadership Expectations of Staff; and Status | USA | n = 150 | Not reported | Female = 70% | Health Professionals (Vice president, chief nurse, associate chief nurse) |
Leadership Practices Inventory (LPI) [43] | Original LPI recommended when used as an educational tool. | Original LPI • 30 items • Likert (5-point) • 5 Domains: Challenging the Process; Inspiring a Shared Vision; Enabling Others to Act; Modelling the Way; and Encouraging the Heart | Canada | n = 67 | 61% | Not reported | Nurses |
Newly derived LPI recommended for use in nursing research to measure leadership practices of established and aspiring nurses. | Newly Derived LPI • 27 items • Likert (10-point) • 3 Domains: Cognitive; Behavioural; Supportive | ||||||
Multifactor Leadership Questionnaire [85] | Both leader self-evaluation and subordinate evaluation of their supervisor’s transformational, active and passive leadership attributes. | • 78 items • Likert (5-point) • 9 Domains: Idealised Influence (Attributed); Idealised Influence (Behaviour); Inspiration Motivation; Intellectual Stimulation; Individualised consideration; Contingent Reward; Active Management-by-Exception; Passive Management-by-Exception; and Laissez-Faire Leadership | Canada | n = 378 | 38% | Female = 94% | Registered Nurses |
Multifactor Leadership Questionnaire [86] | (As above) | (As above) | Finland | n1 = 423 n2 = 78 | n1 = 73% | Female = 95% | Nurses |
Nurse Leadership and Organisational Culture (N-LOC) [87] | Self-reported attributes of leadership style and organisational culture. | • 62 items • Likert (7-point) • Domains: Leadership Style; and Organisational Culture | Hong Kong | n1 = 295 n2 = 1146 | n1 = 63% n2 = 72% | n1 Female = 89% n2 Female = 88.5% | Nurses |
Quantum Leadership Scale [88] | Nursing administrators’ quantum skills, leadership characteristics and functions. | • 37 items • Likert (5-point) • 3 Domains: Quantum Skills; Quantum Leaders’ Characteristics; and Quantum, Leaders’ Functions | Iran | n = 25 | 100% | Female & Married = 80% | Nurse administrators |
Questionnaire on Self Perception of Nurses of Exercise of Leadership and (QUEPTAEEL) Questionnaire on Perception of Nurse Technicians and LPNs of Exercise of Leadership (QUAPEEL) [89] | Perception of leadership practice and coaching processes from the perspective of leaders (nurses; QUAPEEL) and followers (nurse technicians and LPNs; QUEPTAEEL). | Both Scales: • 20 items • Likert (6-point) and open- and closed-ended questions • Knowledge about leadership; and questions regarding abilities/attitudes of leaders/followers in coaching leadership practice | Brazil | n = 887 | Not reported | Not reported | Nurses Nurse Technicians |
Spiritual Leadership Questionnaire [90] | Nurses’ spiritual leadership attributes. | • 35 items • Likert (5-point) • 8 Domains: Vision; Faith and Hope; Altruism; Inner Life; Calling; Membership; Organisational Commitment; and Productivity | Iran | n = 400 | 91% | Female = 75.5% | Nurses |
Supportive Leadership Behaviour Questionnaire [91] | Supportive leadership behaviours. | • 20 items • Likert (5-point) • 4 Domains: Support for Development; Integrity; Sincerity; and Recognition | Iran | n = 731 | 94% | Not reported | Head nurses Nurses |
Supportive Supervisory Scale [92] | Supervisory support and ability to develop and maintain positive relationships. | • 15 items • Likert (5-point) • 2 Domains: Respects Uniqueness; and Being Reliable | Canada | n = 22 | Not reported | Not reported | Healthcare Aides |
Survey of Transformational Leadership [93] | Approaches to the conceptualization and measurement of transformational practices | • 84 items • Likert (5-point) • 5 Domains: Idealised Influence; Intellectual Stimulation; Inspirational Motivation; Individualised Consideration; and Empowerment | USA | n = 214 | Staff = 62% Leaders = 57% | Female = 63.5% | Substance Use Workers |
Sustainment Leadership Scale (SLS) [94] | Sustainment leadership attributes in first-level leaders and staff perceptions of leadership during sustainment. | • 12 items • Likert (5-point) • Four Domains: Proactive Leadership; Knowledgeable Leadership; Supportive Leadership; and Perseverant Leadership | USA | n = 157 | 95% | Not reported | Child Welfare Workers |
Unnamed leadership questionnaire for dental practitioners [95] | Good and poor leadership. | • 61 items • Likert (7-point) • Domains: Challenges the notion of leadership domains and uses two constructs: Good Leadership and Poor Leadership | Turkey | n = 237 | 23% | Female = 40% | Dental Practitioners |
Unnamed scale developed for study [96] | Organisational culture, leadership behaviours and job satisfaction. | • 60 items • Likert (5-point) • Domains: Organisational Culture; Leadership Behaviour; Job Satisfaction | Taiwan | n = 200 | 67% | Female = 99.5% | Nurses |