Sabbatical research period - Relating self-awareness and leadership.

"1.Taylor(2010) proposed a second component to leaders’ self-awareness: leader’s ability to anticipate the assessment by others (PredSelf). The usual gap assessed by multisource feedback assessment (MSFA) operationalizes the self-other (SO) gap, as others evaluate the behaviors they actually see. This gap estimate cannot fulfil the factor equivalence (FE) requirement for computing the differences or correlations btw both assessments. We propose to test specific dyads (Batista et al 2019) for competency, each context and each source. Data at item level as raters’ average from each source. The gap btw PredSelf&others’ assessment is the adequate measure of self-awareness. Therefore, the correlation btw PredSelf &others assessment would be higher than the usual SO; and 2nd the usual gap SO require to strong-scalar FE that is never fulfilled unless you substitute self-assessment by PredSelf
2.Taylor,Passarelly&Oesten (WP) propose that leaders’ sustained change is achieved when the coach works to promote three human needs: Autonomy, Relatedness &Competence. We propose that fractional factorial intra-subject experimental design (Batista et al, 1990) as more adequate than the usual correlational Path analysis to test the hypotheses, being the 3 needs as factors at 2 levels (high/low). Dependent variable is leaders’ Motivation (External-Internal) to improve a specific Competency. Additionally, a very short “survey” to estimate the main effects & interactions of the 3 needs will be built
3.Scholars have discussed the psychometric properties of MSFA. However, FE in the SO rating Agreement (SOA) is not questioned. Our research focus on polynomial regression (PR), response surface analysis (RSA; Edwards, 1994) and on the appropriateness of the approach for SOA-PR assessment. Specifically, we will test FE btw SO ratings within the PR and RSA framework. We propose to use dyads as the factors & specifying the PredSelf (study1) to optimize the use of SOA in PR-RSA, as FE is fulfilled"

"1.Taylor(2010) proposed a second component to leaders’ self-awareness: leader’s ability to anticipate the assessment by others (PredSelf). The usual gap assessed by multisource feedback assessment (MSFA) operationalizes the self-other (SO) gap, as others evaluate the behaviors they actually see. This gap estimate cannot fulfil the factor equivalence (FE) requirement for computing the differences or correlations btw both assessments. We propose to test specific dyads (Batista et al 2019) for competency, each context and each source. Data at item level as raters’ average from each source. The gap btw PredSelf&others’ assessment is the adequate measure of self-awareness. Therefore, the correlation btw PredSelf &others assessment would be higher than the usual SO; and 2nd the usual gap SO require to strong-scalar FE that is never fulfilled unless you substitute self-assessment by PredSelf
2.Taylor,Passarelly&Oesten (WP) propose that leaders’ sustained change is achieved when the coach works to promote three human needs: Autonomy, Relatedness &Competence. We propose that fractional factorial intra-subject experimental design (Batista et al, 1990) as more adequate than the usual correlational Path analysis to test the hypotheses, being the 3 needs as factors at 2 levels (high/low). Dependent variable is leaders’ Motivation (External-Internal) to improve a specific Competency. Additionally, a very short “survey” to estimate the main effects & interactions of the 3 needs will be built
3.Scholars have discussed the psychometric properties of MSFA. However, FE in the SO rating Agreement (SOA) is not questioned. Our research focus on polynomial regression (PR), response surface analysis (RSA; Edwards, 1994) and on the appropriateness of the approach for SOA-PR assessment. Specifically, we will test FE btw SO ratings within the PR and RSA framework. We propose to use dyads as the factors & specifying the PredSelf (study1) to optimize the use of SOA in PR-RSA, as FE is fulfilled"