Warning: mkdir(): Permission denied in /home/virtual/lib/view_data.php on line 81

Warning: fopen(upload/ip_log/ip_log_2024-11.txt): failed to open stream: No such file or directory in /home/virtual/lib/view_data.php on line 83

Warning: fwrite() expects parameter 1 to be resource, boolean given in /home/virtual/lib/view_data.php on line 84
Validity and Reliability of the Korean Version of Empowering Leadership Questionnaire


Your browser does not support the NLM PubReader view.

Go to this page to see a list of supporting browsers.

Validity and Reliability of the Korean Version of Empowering Leadership Questionnaire

Article information

Korean J Health Promot. 2017;17(4):275-281
Publication date (electronic) : 2017 December 28
doi : https://doi.org/10.15384/kjhp.2017.17.4.275
Eun Kyung Kim1, Se Young Kim2, Myun Sook Jung3, Jong Kyung Kim4, Sun Ju You5
1Department of Nursing, Chungbuk National University, Cheongju, Korea.
2Department of Nursing, Changwon National University, Changwon, Korea.
3College of Nursing, Institute of Health Science, Gyungsang National University, Jinju, Korea.
4College of Nursing, Dankook University, Cheonan, Korea.
5Department of Nursing, Mokpo National University, Muan, Korea.
Corresponding author: Se Young Kim, PhD, RN. Department of Nursing, Changwon National University, 20 Changwondaehak-ro, Uichang-gu, Changwon 51140, Korea. Tel: +82-55-213-3576, Fax: +82-55-213-3579, sarakimk@changwon.ac.kr
Received 2017 September 22; Accepted 2017 November 22.

Abstract

Background

The manager's empowering leadership has been reported to have a positive impact on employees' psychological empowerment, motivation, creativity, and increase commitment and turnover intentions. However, there is a lack of Korean version of empowering leadership tools that have been verified for validity and reliability, so that they can be applied to Korean nursing organizations. The aim of this study was to develop the Korean version of Empowering Leadership Questionnaire (K-ELQ) and to examine its' psychometric properties.

Methods

Translation of the K-ELQ was validated through forward-backward translation. Participants were 322 staff nurses working in four general hospitals in South Korea. To test reliability and validity, content validity index, Cronbach's alpha, Pearson's correlation, confirmatory factor analysis were used.

Results

The K-ELQ consisted of 34 items to evaluate empowering leadership of nursing managers. Construct validity of K-ELQ was verified by confirmatory factor analysis (CMIN/DF=2.72, Root Mean square Residual=0.03, Goodness of Fit Index=0.91, Normal Fit Index=0.87). Cronbach's alpha was 0.98. Criterion validity compared to the psychological empowerment of nurses showed significant correlation (r=0.19, P=0.001).

Conclusions

The K-ELQ is an appropriate instrument to measure empowering leadership of nursing managers. Further studies are needed to utilize K-ELQ in leadership education and to identify related factors of empowering leadership.

Keywords: Power; Leadership; Validation studies; Nurses

References

1. Christmas K. How work environment impacts retention. Nurs Econ 2008;26(5):316–318.
2. Brady Germain P, Cummings GG. The influence of nursing leadership on nurse performance: a systematic literature review. J Nurs Manag 2010;18(4):425–439.
3. Chiok Foong Loke J. Leadership behaviors: effects on job satisfaction, productivity and organizational commitment. J Nurs Manag 2001;9(4):191–204.
4. Cummings G. Investing relational energy: the hallmark of resonant leadership. Nurs Leadersh (Tor Ont) 2004;17(4):76–87.
5. Bakker AB, Killmer CH, Siegrist J, Schaufeli WB. Effort-reward imbalance and burnout among nurses. J Adv Nurs 2000;31(4):884–891.
6. Cummings GG, MacGregor T, Davey M, Lee H, Wong CA, Lo E, et al. Leadership styles and outcome patterns for the nursing workforce and work environments: a systematic review. Int J Nurs Stud 2010;47:363–385.
7. Kouzes JM, Posner BZ. The leadership challenge 3rd edth ed. San Francisco: Jossey-Bass; 2003. p. 1–496.
8. Zhang X, Bartol KM. Linking empowering leadership and employee creativity: the influence of psychological empowerment, intrinsic motivation, and creative process engagement. Acad Manage J 2010;53(1):107–128.
9. Srivastava A, Bartol KM, Locke EA. Empowering leadership in management teams: effects on knowledge sharing, efficacy and performance. Acad Manage Rev 2006;49(6):1239–1251.
10. Albrecht SL, Andreetta M. The influence of empowering leadership, empowerment and engagement on affective commitment and turnover intentions in community health service workers: test of a model. Leadersh Health Serv 2011;24(3):228–237.
11. Lee HS, Ryu EY, Ryu BG, Xian Z. The effects of empowering leadership on organizational citizenship behavior: focus on the mediating role of psychological empowerment. J Hum Resour Manag Res 2013;20(3):31–49.
12. Chah DO, Kim JS. The relationship between empowering leadership and job involvement and organizational commitment and organizational citizenship behavior. J Organ Manag 2011;35:171–198.
13. Ye JE, Chi SH, Chin H. A Study on the relationship between empowering leadership and work engagement: investigating mediating effects of self-efficacy and meaningfulness. Korean J Bus Adm 2013;26(2):435–452.
14. Ju SE, Jeong IS, Kim JS, Park DH. A study on the relationship between empowering leadership and innovative behavior: investigating mediating effects of self-regulatory focus. Korean J Bus Adm 2015;28(6):1725–1745.
15. Choi SB, Kim JE, Chang SD. The effects of empowering leadership on the innovative behavior: creativity as a mediator and innovative support as a moderator. J Hum Resour Manag Res 2013;20(3):209–229.
16. Nam YJ, Kang EG, Lee SK, Cha YC. A study on the influence of empowering leadership to creativity: moderating effect of leader-member exchange. J Digit Converg 2012;10(4):95–106.
17. Kim SY, Lee BC, Kim KH. Research on the influence of empowering leadership on followers' knowledge sharing and intrinsic motivation: through trust on supervisors. Knowledge Manag Res 2013;14(2):89–116.
18. Choi I, Roh M. How does air force organizations empowering leadership effect types of conflict management. Dispute Resol Stud Rev 2013;11(3):27–60.
19. Lee JS, Park YJ. A study on effects of middle social workers' empowering leadership to service quality: focused on the mediating effect of leader trust and organizational commitment. J Korean Social Welfare Admin 2014;16(3):401–434.
20. Choi DH. The effects of empowering leadership on followership and work engagement: focused on general hospital nurses in U area [dissertation] Ulsan: University of Ulsan; 2016. Korean.
21. Arnold JA, Arad S, Rhoades JA, Drasgow F. The empowering leadership questionnaire: the construction and validation of a new scale for measuring leader behaviors. J Organiz Behav 2000;21(3):249–269.
22. Spreitzer GM. An empirical test of a comprehensive model of interpersonal empowerment in the workplace. Am J Community Psychol 1995;23(5):601–629.
23. Kim MH. The moderator-mediator role of empowerment in the community welfare center [dissertation] Seoul: Ewha Women's University; 2004. Korean.
24. Harrington D. Confirmatory factor analysis: pocket guides to social work research methods series 1st edth ed. New York: Oxford University Press; 2009. p. 1–136.
25. Cho E, Choi M, Kim EY, Yoo IY, Lee NJ. Construct validity and reliability of the Korean version of the practice environment scale of nursing work index for Korean nurses. J Korean Acad Nurs 2011;41(3):325–332.
26. Bae B. Structural equation modeling with Amos 19: principles and practice 1st edth ed. Seoul: Chungram Books; 2011. p. 1–668.
27. Lawler EE. The ultimate advantage: creating high-involvement organization 1st edth ed. San Francisco: Jossey-Bass; 1992. p. 1–392.

Article information Continued

Copyright © 2017 Korean Society for Health Promotion and Disease Prevention
Korean Society for Health Promotion and Disease Prevention

This is an open-access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/by-nc/3.0/) which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.

Table 1

General characteristics of participants (n=322)

Table 1

Values are presented as mean±standard deviation or number (%).

Table 2

Model fitness test results

Table 2

Abbreviations: CMIN/DF, x2/df; RMR, root mean square residual; GFI, goodness of fit index; AGFI, adjusted goodness of fit index; NFI, normal fit index; CFI, comparative fit index.

Table 3

Model fit indices for K-ELQ subscales from confirmatory factor analysis

Table 3

Abbreviations: K-ELQ, Korean version of Empowering Leadership Questionnaire; RMR, root mean square residual; GFI, goodness of fit index; AGFI, adjusted goodness of fit index; NFI, normal fit index; CFI, comparative fit index.

Table 4

Correlations between empowering leadership and psychological empowerment

Table 4

Table 5

Reliability coefficients for K-ELQ sub-scales

Table 5

Abbreviations: K-ELQ, Korean version of Empowering Leadership Questionnaire; SD, standard deviation.