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Grounded in self-management theory, self-leadership first appeared in a publication directed to practitioners (Manz, 1983). Self-leadership can be described as a process of self-influence to pursue tasks that are not naturally motivating (Manz, 1986, p. 589) by combining “behavior-focused strategies of self-management and selfcontrol with concepts of intrinsic motivation and constructive thinking” (Furtner et al., 2011, p. 370). Recent publications value self-leadership as a means of enhanc?ing followers’ work-related outcomes (e.g., DiLiello & Houghton, 2006; Hauschildt & Konradt, 2012a, 2012b). The present research adds to modern selfleadership theory as it recognizes the latest empirical investigations in the field and, with the SLSI (Furtner & Rauthmann, in prep.), proposes a new measurement tool, tested for the first time in an organizational context.

Validation of the Self-Leadership Skills Inventory

The Self-Leadership Skills Inventory developed by Furtner and Rauthmann (in prep.) serves as a further improvement over the RSLQ by Houghton and Neck (2002). Furtner and Baldegger (2013) suggested the development of a revised measure as some factors of the RSLQ still lack reliability (Furtner & Rauthmann, 2011; Konradt et al., 2009). Applied in an academic setting, the SLSI produced satisfactory reliability (a > .79; n = 270). Except for two subfacets, the SLSI reported considerably enhanced reliability and factor stability over the RSLQ. With the present study, the SLSI is deployed in an organizational context for the first time.

Followers were asked to rate their level of self-leadership with 27 items on a 5- point scale. A sample of 372 respondents completed the survey. For the purpose of a sound validation of the SLSI, a confirmatory factor analysis was conducted (Janssen & Laatz, 2013). The analysis confirmed the nine-factor structure of the instrument, explaining 83.59% of variance. Factor scores reflected values between 0.66 and 0.97. None of the items showed factor loadings above 0.20 on other dimensions.

Followers’ self-assessment of self-leadership revealed acceptable fit indices. Comparing scale statistics of present study with those by Furtner and Rauthmann (in prep.) the SLSI again showed good to excellent Cronbach alpha scores. The subscales that dropped in reliability compared to the RSLQ displayed an increase in reliability over the first application of the SLSI. They improved considerably in the organizational sample from .79 to .89 for self-analysis and slightly from .90 to .91 for intrinsification. Reliability for all highest-order factors increased. A comparison of reliability scores of the first academic application of the SLSI by Furtner and Rauthmann (in prep.) and the present work is illustrated in Appendix B.

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