Purpose

The Indirect Leadership Questionnaire (ILQ) is constructed to measure important parts of a theoretical model of indirect leadership to be used in leadership courses for high-level managers. The ILQ consists of 15 model-derived items plus extra space that provides for free-text comments. This study aims to evaluate the psychometric properties of the ILQ, its predictive power and practical usefulness in indirect leadership courses and to evaluate the indirect leadership model in the light of new data.

Design/methodology/approach

The study sample consisted of 225 higher managers and 6–10 of their subordinates (total: 1,703). The latter were working at least two hierarchical levels below their higher manager. The managers made self-ratings, and the subordinates rated their respective higher manager using the ILQ.

Findings

Results showed that the ILQ has acceptable psychometric properties in terms of dimensionality (two model-compatible factors were obtained), reliability, discriminability and predictive power. Previous problems with many “Don’t know” responses from subordinates working two or more hierarchical levels below their higher manager were considerably reduced. A qualitative analysis of the free-text responses showed that indirect leadership behaviors that can be seen as inspirational influence and communication skills should be more emphasized in future indirect leadership courses. The leaders’ personality, task-related competence and performance-orientation were also highlighted more than in the indirect leadership model.

Research limitations/implications

It was concluded that the ILQ is a useful tool in indirect leadership courses but that it is too limited to be used as a basis for theory development of indirect leadership.

Originality/value

The ILQ has acceptable psychometric properties and provides an easy-to-use tool to gain practical, usable knowledge of the “how’s” of indirect leadership.

中文翻译：

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旨在衡量高层管理人员间接领导力的简短量表的测试

目的

间接领导力问卷 (ILQ) 旨在衡量间接领导力理论模型的重要部分，用于高层管理人员的领导力课程。ILQ 由 15 个模型派生项以及提供自由文本注释的额外空间组成。本研究旨在评估 ILQ 的心理测量特性、其预测能力和在间接领导力课程中的实际实用性，并根据新数据评估间接领导力模型。

设计/方法论/途径

研究样本包括 225 名高级管理人员和 6-10 名下属（总数：1,703）。后者的工作级别至少比上级经理低两个层级。经理们进行自我评价，下属则使用ILQ对各自的上级经理进行评价。

发现

结果表明，ILQ 在维度（获得了两个模型兼容因素）、可靠性、辨别力和预测能力方面具有可接受的心理测量特性。以前，在上级经理以下两个或两个以上层级工作的下属回答“不知道”的问题已大大减少。对自由文本回复的定性分析表明，在未来的间接领导课程中应该更加强调可以被视为鼓舞人心的影响力和沟通技巧的间接领导行为。与间接领导模型相比，领导者的个性、与任务相关的能力和绩效导向也得到了更多的强调。

研究局限性/影响

结论是，ILQ 是间接领导力课程中的一个有用工具，但其局限性太大，无法用作间接领导力理论发展的基础。

原创性/价值

ILQ 具有可接受的心理测量特性，并提供了一个易于使用的工具来获得间接领导“如何”的实用、可用的知识。