Alexander J. Wearing

A Short Measure of Transformational Leadership

This study reports the development of a short measure of transformational leadership: the Global Transformational Leadership scale (GTL). The study sample was 1,440 subordinates who assessed the leader behaviour of 695 branch managers in a large Australian financial organisation. Exploratory and confirmatory factor analysis showed that the GTL measured a single construct of leadership and had satisfactory reliability. Evidence for the convergent and discriminant validity is presented. We conclude that the GTL has a number of potential uses as an assessment and selection tool and in leadership research.

Dimensions of mental health: Life satisfaction, positive affect, anxiety and depression

Psychological well-being and psychological distress are often regarded as distinct, if not orthogonal dimensions of mental health. Based on analyses in this paper, we consider the distinction misleading. Four dimensions seem worth measuring in general population surveys: life satisfaction, positive affect, anxiety and depression. Furthermore, one of the well-being dimensions, life satisfaction, is quite strongly correlated with a distress dimension, depression. A person is unlikely to be both satisfied with life and depressed, but may be satisfied and anxious. The paper is based on convergent validity (exploratory and confirmatory factor analyses) and divergent validity assessments of a range of widely used measures, which were included in the Victorian Quality of Life Panel Survey, 1987.

Leadership and trust: Their effect on knowledge sharing and team performance

Team leaders who facilitate knowledge sharing and engender trust contribute to team effectiveness. While the separate effects of leadership, trust and knowledge sharing on team performance are well documented, few scholars have investigated the specific links between these factors. This study examines the relationship between the leader as the knowledge builder, trust in the leader and in the team, knowledge sharing and team performance. Surveys were collected from 34 engineering project teams (n=166 team members, 30 team leaders) and 18 managers in a large automotive organization. The results indicate that by building the team’s expertise, leaders enhance team members’ willingness to rely on and disclose information in the team, which in turn increases team knowledge sharing. Team knowledge sharing significantly predicted leaders’ and managers’ ratings of team performance. The theoretical and practical implications of the findings are discussed.

Models of well-being and ill-being

The purpose of this paper is to present models of well-being and ill-being which integrate the effects of different types of independent variables. Using the more powerful techniques provided by the LISREL software, the paper replicates and extends analysis previously reported in SIR (Headey, Holmstrom and Wearing, 1984a).A preliminary issue is whether well-being and ill-being constitute different dimensions or whether they are polar opposites. Factor analytic evidence, derived from two waves of an Australian panel study (1981, 1983) with samples of 942 and 878 respectively, confirms that indicators of well-being and ill-being form distinct, although not orthogonal dimensions.In the models of well-being and ill-being estimated from the panel data, we attempt to integrate research dealing with the impact of social background, personality, social networks and satisfaction with particular domains of life. Two key personality traits which influence both well-being and ill-being are self-esteem and personal competence. Social background (SES) has greater influence on ill-being than well-being. Having a well-developed social network, on the other hand, contributes more to enhancement of well-being than relief of ill-being. This is largely because a rich social network is associated with satisfaction with leisure, friends and marriage, which themselves are the life domains most closely connected to feelings of well-being. By contrast, the domain of health is relatively closely associated with ill-being.The conclusion discusses public policy implications of the finding that well-being and ill-being have different correlates and causes. Conventional welfare policies are designed to relieve ill-being. Quite different policies (“positive welfare” policies) are required to enhance well-being.

Well-being and ill-being: Different dimensions?

This paper presents evidence for regarding well-being and ill-being as distinct, although not orthogonal dimensions. It is suggested that well-being and ill-being may be like measures of quantitative and verbal ability in intelligence tests. For some purposes (e.g. for admitting students to particular courses of study) it may be sensible to use only one of the measures. For other purposes a combined measure-I.Q.-is appropriate. In this study we employ Indices of Well-Being and Ill-Being and a combined measure, Balance of Well-Being and Ill-Being.Using data from the first wave (1981) of an Australian panel study (N=942), four measures of well-being and three measures of ill-being were factor analysed, confirming the existence of distinct dimensions. The value of the distinctions was underlined by findings indicating that well-being and ill-being have different correlates and causes. Wellbeing depends more than ill-being on the personality traits of extraversion and optimism, and also on the existence of supportive social networks. Ill-being is more strongly related to SES, poor health and low scoring on the trait “personal competence”,. Overall, however, it was found that more variance can be accounted for in the Balance of Well-Being and Ill-Being Index than in the separate indices of Well-Being and Ill-Being.

Development of the school organisational health questionnaire: a measure for assessing teacher morale and school organisational climate.

BACKGROUND A growing body of empirical evidence suggests that organisational factors are more important than classroom specific issues in determining teacher morale. Accordingly, it is necessary to have available measures that accurately assess morale, as well as the organisational factors that are likely to underpin the experience of morale. AIM Three studies were conducted with the aim of developing a psychometrically sound questionnaire that could be used to assess teacher morale and various dimensions of school organisational climate. SAMPLE A total of 1,520 teachers from 18 primary and 26 secondary schools in the Australian state of Victoria agreed to participate in three separate studies (N = 615, 342 and 563 in Studies 1, 2 and 3, respectively) that were used to develop the questionnaire. The demographic profile of the teachers was similar to that found in the Department as a whole. METHOD All teaching staff in the participating schools were asked to complete a self-report questionnaire as part of the evaluation of an organisational development programme. RESULTS A series of exploratory and confirmatory factor analyses were used to establish the questionnaires factor structure, and correlation analyses were used to examine the questionnaires convergent and discriminant validity. CONCLUSIONS The three studies resulted in the 54-item School Organisational Health Questionnaire that measures teacher morale and 11 separate dimensions of school organisational climate: appraisal and recognition, curriculum coordination, effective discipline policy, excessive work demands, goal congruence, participative decision-making, professional growth, professional interaction, role clarity, student orientation, and supportive leadership.

The sense of relative superiority — Central to well-being

QOL research appears to show that in nearly all countries which have been studied almost all sections of the community rate their subjective well-being (SWB) above the mid-point of scales. This paper suggests a partial explanation of this puzzling finding. It is that almost all human beings explicitly believe that their own performance in major life roles is well above average. We label this the human sense of relative superiority (SRS).In the 1985 Australian Quality of Life survey (N = 584) respondents rated their performance in seven major roles on a 7 point scale running from “way above average” to “way below average”. The percentages rating themselves above average ranged from 85.9% for main job to 49.8% for main spare time activity. Percentages rating below average ranged from 1% for main job to 11.5% for keeping fit and healthy. The median respondent rated himself/herself above average in five of seven roles. Differences between men and women, young and old, higher and lower status people, were slight.The later sections of the paper are concerned with the adaptive mechanisms by which large majorities manage to feel SRS. Differential weighting of sub-roles in assessment of overall role performance and use of restricted reference groups are suggested as two such mechanisms. The concluding section discusses the benefits and costs of SRS. Benefits include enhanced self-esteem and SWB. Costs include failure to perceive one’s own poor performance and hence to take corrective action.

Assessing police work experiences: Development of the police daily hassles and uplifts scales

Abstract The development of two self-report scales that measure police daily hassles and uplifts is reported These scales reflect the positive and negative work experiences common to police officers. Self-report questionnaire data were provided by 330 police officers drawn from a systematic sample of all ranks and work sections within an Australian police department. Results showed that 19 dimensions of police hassles and 12 dimensions of police uplifts could be grouped into two broad domains of organizational and operational experiences. Correlations with job satisfaction and perceived quality of life (PQOL) indicators supported the construct validity of the scales and suggested that organizational hassles and uplifts were more important than operational experiences in determining a police officers PQOL. When compared to population norms, police officers reported more favorable levels of PQOL. These results raise questions about the assertion that policing is highly stresful, and they demonstrate the need for a more systemic view of police work that takes into account experiences that are beneficial as well as experiences that are harmful to an officers well-being.

The impact of life events and changes in domain satisfactions on well-being

Previous research has shown that QOL measures are reasonably reliable and valid for static analysis. This article is concerned with the validity of the measures for use in panel studies/dynamic analysis. Are they sensitive enough to register changes (i.e., enhanced satisfaction and well-being) of the kind one would expect to follow favourable life events, and also changes (i.e., reduced satisfaction and well-being) due to adverse life events? Also, do changes in satisfaction with specific domains of life produce concomitant changes in the general sense of well-being?These questions are addressed by means of a small panel study (N=184) in which respondents were interviewed first in November 1978 and a second time in January 1981. The questionnaire included a more detailed life events inventory (Dohrenwendet al., 1978) and one which contained a larger number of favourable events than inventories included in previous QOL panel studies (Campbellet al., 1976; Atkinson, 1982).Unlike previous researchers, we found some statistically significant relationships between aggregate life events scores and changes in well-being. Changes in relatively affective measures of well-being were greater than in relatively cognitive measures. We also found strong, predictable relationships between changes in domain satisfactions and changes in the general sense of well-being.

The Fire Chief microworld generating program: An illustration of computer-simulated microworlds as an experimental paradigm for studying complex decision-making behavior

Computer-simulated microworlds bridge the gap between the complexity of field investigations and the rigor of laboratory studies. The purpose of this paper is to draw attention to the major methodological issues involved in developing and using computer-simulated microworlds for the psychological study of complex decision-making behavior. These issues comprise flexibility and generality in the microworlds that can be created, adequate psychological validity, automatic trial administration and data logging, capacity to interface simulations of psychological processes, and adequate testing and documentation. Each of these issues is illustrated by indicating how it has been addressed in Fire Chief, a microworld generating program specifically designed for creating realistic, yet controllable, decision-making task environments in the psychology laboratory. Fire Chief (Omodei & Wearing, 1993a) is introduced as both fully portable to other research teams and suitable for use in many different contexts requiring a complex task situation.