Abstract
The aims of this research are to analyze the psychometric properties of the Philippine (N = 308) and German (N = 200) version of the Human System Audit transformational leadership short-scale (HSA-TFL short-scale) and to identify whether transformational profiles are similar or different in both countries. In todays’ globalized environment, the number of multinational organizations increases and trade relations between countries become straighter. This intensifies the companies’ need for short leadership instruments that are scientifically designed, reliable and quick to apply. We analyzed factor structure, convergent and criterion validity, as well as transformational profiles for Germany and the Philippines, both important economies in their regional economic blocks that experienced a considerable growth of their bilateral relations. Results indicate that the HSA-TFL short-scale is a reliable instrument (Philippines: α = .90; Germany: α = .91) with a one-factor structure for the Philippine (RMSEA = .08, CFI = .88) and the Germany version (RMSEA = .06, CFI = .89) showing convergent validity for both countries. Criterion validity was different in both countries and sensible to the cultural context. The transformational profiles, using the Multifactor Leadership Questionnaire (MLQ-5X), showed differences for both countries. This research provides empirical evidence for the validity and usefulness of the HSA-TFL short-scale.
Highlights
The aims of the present research are a cross-cultural analysis of the psychometric characteristics comparing the German and Philippine’s version of the Human Systems Audit (HSA)-TFL short-scale and of transformational leadership (TFL) profiles
Even though leadership has been studied recently in Asia, Arvey, Dhanaraj, Javidan and Zhang (2015) and Lam, Huang and Lau (2012) mention that the growing importance of eastern economies in our globalized world should be taken into account and that leadership theories and practices developed in western contexts may lack adjustment to non-western contexts
Considering the sample size, the extraction method used was the General Least Square (GLS), that is indicated to well-specified models and allows small sample sizes to do an acceptable job in terms of theoretical and empirical fit (Olsson, Tron, Troye, & Howell, 2000)
Summary
The aims of the present research are a cross-cultural analysis of the psychometric characteristics comparing the German and Philippine’s version of the HSA-TFL short-scale and of transformational leadership (TFL) profiles. Given the organizations’ need to adapt to current changing environments (Jung, Bass, & Sosik, 1995; Mittal, 2015), TFL, which was developed and studied first for western cultures (Felfe, Tartler, & Liepmann, 2004), currently is considered as one of the most effective positive leadership styles (Dumdum, Lowe, & Avolio, 2002) at all levels and across cultures Following Scandura and Dorfman (2004), research on crosscultural validation of instruments to screen leadership in globalized business’ is still scarce and even today needed as some recent studies validated other leadership styles like identity (Dick et al, 2018), ethical (Zhu, Zheng, He, Wang, & Zhang, 2017) and servant leadership (Rodríguez-Cavajal, de Rivas, Herrero, Moreno-Jiménez, & vam Dierendonck, 2014), but not short transformational leadership screening instruments. The topic still needs more scientific contribution (Arvery et al, 2015)
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