Academic Change-Oriented Leadership Capability: The Application of Satorra-Bentler Robust Method in a Scale Validation Study

Abstract

This research aims at validating a previously developed 5-factor model of changeoriented leadership capability scale in academic settings. Data were collected from Malaysian academic leaders in 25 public and private universities through an online survey distribution platform. The result of data screening procedure highlighted the existence of one outlying case, which was removed from the dataset. In addition, the assumption of multivariate normality was not met. Hence, to run a confirmatory analysis to test the factorial validity of the proposed scale, we applied the robust Maximum-Likelihood (ML) methodology in EQS 6.4 software package to correct the chi-square statistic and generate robust standard errors. The outcome of the analysis shed light on the fact that the change-oriented capability scale developed in academic settings was a 4-factor model. In addition, the fit indices and standard errors generated through conventional ML estimator and the robust method were compared to provide more insights regarding the undue influence of the multivariate non-normal data on fit indices and standard errors. The implications of the findings with respect to the practice, theory, and methodology were discussed as well.

Mediating effect of organisational innovation in the prediction of change-oriented leadership on organisational performance

“…Precisely, our study extends the established view of change-oriented leadership’s effect on organisational performance, indicating that change-oriented leadership does not only affect organisational performance but also organisational innovation. Furthermore, this work adds empirical evidence to the extant association between on change-oriented leadership and organisational performance (Andersen, 2010; Bergsten et al , 2021; Elkomy et al , 2020; Fan et al , 2020; Ghasemy et al , 2020; Katz et al , 2009; Maechel et al , 2020; Maladzhi, 2015; Øygarden et al , 2020) by proposing and confirming the mediation role of organisational innovation on the relationship between change-oriented leadership and organisational performance. Although prior studies have examined the mediating role of organisational innovation on the effect of various leadership styles on organisational performance (Ebrahimi et al , 2016; Sethibe and Steyn, 2015; Zehir et al , 2012), such studies did examine the mediating effect of organisational innovation along with the path from change-oriented leadership to organisational performance.…”