Validation of a German version of the Ethical Leadership at Work questionnaire (ELW) by Kalshoven et al. (2011)

Steinmann B, Nübold A, Maier GW. Validation of a German version of the Ethical Leadership at Work questionnaire (ELW) by Kalshoven et al. (2011). Frontiers in Psychology. 2016;7: 446.The present study evaluates the psychometric properties of a German version of the Ethical Leadership at Work questionnaire (ELW-D), and further embeds the construct of ethical leadership within its nomological network. Confirmatory factor analyses (CFAs) based on the total sample of N = 363 employees support the assumed seven-factor structure of the German translation. Within a sub-sample of N = 133, the ELW-D shows positive correlations with related leadership behaviors (transformational leadership, contingent reward, and servant leadership), and negative correlations with destructive ones (passive leadership, autocratic leadership, and abusive supervision), approving convergent validity of the scale. Comparisons of correlated correlation coefficients reveal restrictions of its discriminant validity. In support of the criterion-related validity (N = 100), the ELW-D relates to work-related attitudes (e.g., job satisfaction, satisfaction with the leader, trust in the leader) and follower behaviors (e.g., extra effort, organizational citizenship behavior) in the way expected. Besides, ELW-D-dimensions show incremental validity over and above the Ethical Leadership Scale, emphasizing the added value of this questionnaire

Why and when is transformational leadership effective? : The role of followers' self-concepts for follower motivation and performance

Nübold A. Why and when is transformational leadership effective? : The role of followers' self-concepts for follower motivation and performance. Bielefeld; 2013

The concept of state core self-evaluations: Presentation of a new measure and a leadership experiment

Nübold A, Maier GW. The concept of state core self-evaluations: Presentation of a new measure and a leadership experiment. Presented at the Biennial Conference of the Institute of Work Psychology, Sheffield, UK

Freshmen’s trait and state core self-evaluations – Relations with work engagement and adjustment to university in a measurement-burst design

Nübold A, Maier GW. Freshmen’s trait and state core self-evaluations – Relations with work engagement and adjustment to university in a measurement-burst design. Presented at the 16th European Congress on Work and Organizational Psychology, Münster

Validierung einer deutschen Version des Ethical Leadership at Work Questionnaire (ELW) von Kalshoven und Kollegen (2011)

Steinmann B, Nübold A, Maier GW. Validierung einer deutschen Version des Ethical Leadership at Work Questionnaire (ELW) von Kalshoven und Kollegen (2011). Presented at the 49. Kongress der DGPs, Bochum

Daily Work Role Stressors and Dark Triad States Results of Two Diary Studies

Organizational research on the dark triad has, so far, focused on individual differences in employees' stable tendencies to act in manipulative, grandiose, or callous ways (i.e., dark triad traits). Research on momentary expressions of Machiavellianism, narcissism, and psychopathy (i.e., dark triad states) and the work situations that may trigger them is still in its infancy. Based on the conservation of resources theory, we hypothesized that daily role ambiguity and role conflict deplete employees' daily self-control resources which, in turn, is related to the daily expression of dark triad states. To test our hypotheses, we conducted two daily diary studies across 5 and 10 workdays. Consistent with expectations, on days when employees experienced more role conflict than usual, they were more likely to express their darker side of personality. In contrast, hypotheses about the detrimental effects of daily role ambiguity and the mediating role of daily self-control depletion were not supported