Development and preliminary validation of a leadership competency instrument for existing and emerging allied health professional leaders.
Development and preliminary validation of a leadership competency instrument for existing and emerging allied health professional leaders.
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DOI：
10.1186/s12913-016-1301-1
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发表时间：
2016-02-19
影响因子：
2.8
通讯作者：
Pua YH
中科院分区：
文献类型：
--
作者：
Ang HG;Koh JM;Lee J;Pua YH
据我们所知，目前还没有工具来评估现有和新兴的专职医疗人员（AHP）领导者的领导能力。本文介绍了现有的和新兴的AHP领导者的领导能力工具的心理测量特性的发展和初步探索，并检查（一）其因素结构，（二）其收敛效度与领导实践量表（LPI），（iii）其区分效度在不同等级的AHP。在开发过程中，我们在AHEAD（有抱负的领导者在医疗保健赋权个人，实现卓越，发展人才）工具中纳入了25个项目。然后在来自新加坡总医院的106名高潜力的不同专业等级的AHPs（34名男性和72名女性）（49名主要等级的AHPs，41名高级AHPs和16名初级AHPs）中进行了一项横断面研究，这些AHPs完成了AHEAD和LPI工具。探索性因素分析被用来检验AHEAD的理论结构。采用斯皮尔曼相关分析评价AHEAD与LPI的收敛效度。使用比例优势回归模型，我们评估了AHEAD和LPI与AHPs等级的关联。为了评估区分效度，从这些有序模型中推导出c统计量（一种区分度量）。根据理论，因素分析提出了一个双因素解决方案，其中“技能”和“价值观”形成了单独的因素。AHEAD的内部一致性非常好（α值> 0.88）。AHEAD总分和分项评分与LPI中度相关（斯皮尔曼ρ值，0.37 - 0.58）。AHEAD用于区分AHP等级的c指数高于LPI（0.76 vs. 0.65）。AHEAD的因子结构在我们的研究中得到了普遍支持。AHEAD的收敛效度与LPI和优于LPI的区分效度。这些结果为使用AHEAD评估AHP中的领导能力提供了初步证据。本文的在线版本（doi：10.1186/s12913-016-1301-1）包含补充材料，可供授权用户使用。
No instruments, to our knowledge, exist to assess leadership competency in existing and emerging allied health professional (AHP) leaders. This paper describes the development and preliminary exploration of the psychometric properties of a leadership competency instrument for existing and emerging AHP leaders and examines (i) its factor structure, (ii) its convergent validity with the Leadership Practices Inventory (LPI), and (iii) its discriminative validity in AHPs with different grades. During development, we included 25 items in the AHEAD (Aspiring leaders in Healthcare-Empowering individuals, Achieving excellence, Developing talents) instrument. A cross-sectional study was then conducted in 106 high-potential AHPs from Singapore General Hospital (34 men and 72 women) of different professional grades (49 principal-grade AHPs, 41 senior-grade AHPs, and 16 junior-grade AHPs) who completed both AHEAD and LPI instruments. Exploratory factor analysis was used to test the theoretical structure of AHEAD. Spearman correlation analysis was performed to evaluate the convergent validity of AHEAD with LPI. Using proportional odds regression models, we evaluated the association of grades of AHPs with AHEAD and LPI. To assess discriminative validity, the c-statistics – a measure of discrimination – were derived from these ordinal models. As theorized, factor analysis suggested a two-factor solution, where “skills” and “values” formed separate factors. Internal consistency of AHEAD was excellent (α-values > 0.88). Total and component AHEAD and LPI scores correlated moderately (Spearman ρ-values, 0.37 to 0.58). The c-index for discriminating between AHP grades was higher for AHEAD than for the LPI (0.76 vs. 0.65). The factorial structure of AHEAD was generally supported in our study. AHEAD showed convergent validity with the LPI and outperformed the LPI in terms of discriminative validity. These results provide initial evidence for the use of AHEAD to assess leadership competency in AHPs. The online version of this article (doi:10.1186/s12913-016-1301-1) contains supplementary material, which is available to authorized users.