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Originalarbeit

Gütekriterien einer deutschen Adaptation des Transformational Leadership Inventory (TLI) von Podsakoff

Published Online:February 14, 2007https://doi.org/10.1026/0932-4089.51.1.1

Abstract

Zusammenfassung. Geprüft wurde, ob das Transformational Leadership Inventory (TLI; Podsakoff, MacKenzie & Bommer, 1996; Podsakoff, MacKenzie, Moorman & Fetter, 1990) mit sieben Inhaltsskalen zur Erfassung transformationaler und transaktionaler Führung für die Beurteilung deutscher Führungskräfte geeignet ist. In Testanalysen wurden die Gütekriterien der deutschen Adaptation anhand zweier Stichproben (N1 = 404, N2 = 267) ermittelt. Konfirmatorische Faktorenanalysen bestätigten das siebenfaktorielle Modell des TLI. Hohe Zusammenhänge zwischen den transformationalen Skalen und erstens subjektiven Zufriedenheits- und Leistungsmaßen sowie zweitens dem Commitment der Mitarbeiter werden als Belege für die Konstruktvalidität gewertet. Lediglich eine Skala des TLI erscheint aufgrund ihrer geringen internen Konsistenz als verbesserungswürdig. Insgesamt steht mit der hier vorgestellten deutschen Adaptation des TLI ein ökonomisches Instrument mit ansprechenden Gütekriterien für den Einsatz bereit. Bezogen auf die Konstrukt- und Kriterienvalidität des Instrumentes zeigen sich jedoch auch beim TLI vergleichbare Probleme wie etwa beim Multifactor Leadership Questionnaire.


Psychometric properties of a German adaptation of the Transformational Leadership Inventory (TLI) by Podsakoff

Abstract. It was examined whether the Transformational Leadership Inventory (TLI; Podsakoff, MacKenzie & Bommer, 1996; Podsakoff, MacKenzie, Moorman & Fetter, 1990) with its seven content scales for measuring transformational and transactional leadership is suitable for assessing German managers. In test analyses, the psychometric properties of the German adaptation were determined by means of two samples (N1 = 404, N2 = 267). Confirmatory factor analyses corroborated the seven-factor model of the TLI. High correlations between the transformational scales and, firstly, subjective contentment and performance measures as well as, secondly, the commitment of the employees are regarded as being proof of the construct validity of the TLI. Only one scale of the TLI seems to need improvement, based on its low level of internal consistency. In sum, the German adaptation of the TLI presented here is readily useable as an economic instrument with appealing psychometric properties. However, concerning construct and criterion validity, the TLI reveals problems comparable to, e.g., the Multifactor Leadership Questionnaire.

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