“Servant Leadership Questionnaire 服务型领导问卷 (Laub，1999)”的版本间的差异

2017年1月7日 (六) 16:21的版本

简介

Laub（1999）服务型领导不仅仅是一种领导风格。它以一种不同的方式来思考领导的目的、领导的真正作用和领导的潜力。服务型领导认为领导是一个为他人服务的机会以及分享组织的共同目标的机会。领导不是位置、认可、地位或威望，它不是控制人，而是释放人们的全部潜力。

信度与效度

Laub（1999）利用德尔菲法开发了服务型领导问卷，确定了从重视员工、发展员工、建立团队、展现真诚、提供领导以及分享领导 6 个方面去测量服务型领导。在正式测试中，共有来自41个不同组织的828位参与者参加了测试，结果显示每个量表的信度为0.91、0.90、0.90、0.93、0.91、0.93，量表的整体信度为0.98。

量表

请您根据自己的实际感受和体会，对下面74项描述进行评价和判断，并在最符合的数字上划○。评价和判断的标准如下： 1非常不同意 2不同意 3中等程度 4同意 5非常同意

1、Respect each other.
2、I am respected by others in this organization.
3、Believe in the unlimited potential of each person.
4、ccept people as they are.
5、Tust each other.
6、I know that I am trusted by others in this organization.
7、Are receptive listeners.
8、I am listened to by others in this organization.
9、Are aware of the needs of others.
10、Enjoy people.
11、I feel appreciated for what I contribute to the organization.
12、Put the needs of the workers ahead of their own.
13、My manager puts my needs above his or her own.
14、Show love and compassion toward others.
15、Provide opportunities for people to develop to their full potential.
16、I am able to grow personally and professionally in this organization.
17、use their power and authority to benefit others before themselves.
18、Provide mentor relationships in order to help people grow professionally.
19、View conflict as an opportunity to learn & grow.
20、Build people up through encouragement and affirmation.
21、I receive encouragement and affirmation in this organization.
22、Create an environment that encourages learning.
23、Lead by example by modeling appropriate behavior.
24、Practice the same behavior they expect from others.
25、Relate well to each other.
26、Know how to get along with people.
27、Work to bring healing to hurting relationships.
28、Seek to resolve difficult issues between people in a timely way.
29、Facilitate the building of community & team.
30、Bring people together instead of pulling them apart.
31、Work well together in teams.
32、Work alongside the workers instead of separate from them.
33、Attempt to work with others more than working on their own.
34、Value differences in people’s skills and abilities.
35、Value differences in culture, race & ethnicity.
36、Allow for individuality of style and expression.
37、Admit personal limitations & mistakes.
38、Are open to being known by others.
39、Promote open communication and sharing of information.
40、Are accountable & responsible to others.
41、Are non-judgmental – keep an open mind.
42、Are open to learning from others.
43、Are flexible – willing to compromise.
44、Honestly evaluate themselves before seeking to evaluate others.
45、Are open to receiving criticism & challenge from others.
46、Are trustworthy ++.
47、I trust the leadership of this organization.
48、Demonstrate high integrity & honesty ++.
49、Leaders say what they mean, and mean what they say.
50、Maintain high ethical standards.
51、Communicate a clear vision of the future of our organization.
52、Know where this organization is headed in the future.
53、I am hopeful about the future of this organization.
54、Encourage people to take risks even if they may fail.
55、Don’t hesitate to provide the leadership that is needed.
56、Initiate action by moving out ahead.
57、Are competent – have the knowledge and skills to get things done.
58、Are highly capable in their field of expertise.
59、Are clear on key goals of the organization.
60、Have an effective strategy to help move this organization where it needs to go.
61、Are held accountable for reaching work goals.
62、Provide the support and resources needed to help workers meet their goals.
63、Encourage each person to share in building the organization’s vision.
64、Empower others by sharing power.
65、I have the authority I need to do my job well.
66、Are encouraged to share in decision-making.
67、I can do my job without being controlled by others.
68、Encourage each person in the organization to exercise leadership.
69、Use persuasion to influence others instead of coercion or force.
70、Are humble-do not promote themselves.
71、Lead from personal influence rather than from the authority of their position.
72、Do not demand or expect honor and awe for being the leader.
73、Do not seek after special status or perks of leadership.
74、In this organization, a person’s work is valued more than their position.

量表题目从74个减少到60个，以减少完成测试所需的时间，并使其对可能考虑使用的组织更具吸引力。 已删除的项目如下：

1、Enjoy people.
2、Value differences in people’s skills and abilities.
3、Believe in the unlimited potential of each person.
4、Seek to resolve difficult issues between people in a timely way.
5、Are open to being known by others.
6、Are flexible – willing to compromise.
7、Are highly capable in their field of expertise.
8、Are competent – have the knowledge and skills to get things done.
9、My supervisor does not attempt to control me or my work.
10、I know that I am trusted by my supervisor.
11、My supervisor allows me to exercise leadership in my area of work.
12、My manager puts my needs above his or her own.
13、I am hopeful about the future of this organization.
14、I am able to grow personally and professionally in this organization.

计分方法

服务型领导问卷重视员工、发展员工、建立团队、展现真诚、提供领导以及分享领导等 6 个量表，共74道题，可以分别计算各自量表所包括题目的总分或平均分，每个分量表包括的题目如下： 1．重视员工：共14道题，具体包括第1-14题。
2. 发展员工：共10道题，具体包括第15-24题。
3. 建立团队：共14道题，具体包括第25-36题。
4．展现真诚：共12道题，具体包括第37-50题。
5. 提供领导：共12道题，具体包括第51-62题。
6．分享领导：共12道题，具体包括第63-74题。

量表出处

Laub, J. A. (1999). Assessing the servant organization (Doctoral dissertation, Florida Atlantic University).

友情提醒

为方便学术研究，根据公开发表的学术成果整理而成，供学者在学术研究中使用， 商业使用请与原作者联系。为了尊重作者的劳动成果， 请根据量表出处规范引用，谢谢！