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Originalarbeit

Authentische Führung

Entwicklung und Validierung einer modifizierten deutschen Fassung des Authentic Leadership Inventory von Neider und Schriesheim (2011)

Published Online:June 12, 2018https://doi.org/10.1026/0932-4089/a000268

Abstract

Zusammenfassung. Zur Erfassung authentischer Führung fehlt im deutschen Sprachraum ein transparent validiertes Messverfahren. Der vorliegende Beitrag soll mit einer deutschen Adaption des Authentic Leadership Inventory von Neider und Schriesheim (2011) diese Lücke schließen. Nach der Übersetzung des Originals wurde das Deutsche Inventar Authentischer Führung (DIAF) in drei Stichproben (Ngesamt = 705) geprüft und modifiziert. In konfirmatorischen Faktorenanalysen konnte die theoretisch postulierte Binnenstruktur mit vier Komponenten bestätigt werden: Selbstbewusstheit, Transparenz in Beziehung zu anderen, verinnerlichte moralische Perspektive und ausgewogene Informationsverarbeitung. Die internen Konsistenzen der Gesamtskala (16 Items) und Einzelkomponenten lagen im guten bis sehr guten Bereich. Es wurden erwartungskonforme Zusammenhänge zu anderen Führungsskalen gefunden (positive Korrelationen zu ethischer Führung und Leader Member Exchange, negative Korrelationen zu destruktiver Führung). Das Instrument zeigte bedeutsame Zusammenhänge zu zentralen organisationalen Ergebniskriterien (Wohlbefinden, Arbeitsengagement, individuelle Leistung) und inkrementelle Validität über andere Führungsskalen hinaus. Insgesamt kann das DIAF als ökonomisches und valides Verfahren zur Erfassung authentischer Führung eingesetzt werden.


Authentic Leadership: Validation of a Modified German Version of the Authentic Leadership Inventory by Neider and Schriesheim (2011)

Abstract. The German-speaking research landscape lacks a verifiably validated measure of authentic leadership. We aimed at closing this gap with a German adaptation of the Authentic Leadership Inventory provided by Neider and Schriesheim (2011). We tested and adapted the translated DIAF (Deutsches Inventar Authentischer Führung) in three samples (Ntotal = 705). Confirmatory factor analysis confirmed the expected four component-structure: self-awareness, relational transparency, internalized moral perspective, and balanced processing. The overall scale (16 items) and the subscales had good to excellent internal consistencies. As expected, the DIAF was significantly related to other leadership scales (i. e., positive correlations with ethical leadership and leader member exchange, negative correlations with destructive leadership). The measure correlated significantly with criteria of organizational performance (i. e., well-being, work engagement, individual performance) and showed incremental validity above and beyond other leadership scales. In sum, the DIAF provides a viable and valid measure for assessing authentic leadership.

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