Hi Devkant!

Many of the scales and instruments could already have been tested to associate and predict outcomes/effects of employees. Just to consider that.

Here is some suggestions...

measuring leadership styles: Larsson, Gerry. "The developmental leadership questionnaire (DLQ): Some psychometric properties." Scandinavian journal of psychology 47.4 (2006): 253-262

Bass, Bernard M., and Bruce J. Avolio. Full range leadership development: Manual for the Multifactor Leadership Questionnaire. Palo Alto, CA: Mind Garden, 1997.

Avolio, Bruce J., and William L. Gardner. "Authentic leadership development: Getting to the root of positive forms of leadership." The leadership quarterly 16.3 (2005): 315-338.

Pejtersen, Jan Hyld, et al. "The second version of the Copenhagen Psychosocial Questionnaire." Scandinavian journal of public health 38.3 suppl (2010): 8-24.

For commitment, if you by that mean engaged employees, I use the work engagemet scale:

Schaufeli, W. B., and A. B. Bakker. "UWES–Utrecht work engagement scale: test manual." Unpublished Manuscript: Department of Psychology, Utrecht University (2003).

Hello.

I believe you are talking about organizational commitment...

Meyer and Allen scale is one of the most used....

Natalie J. Allen and John P. Meyer (1990). The measurement and antecedents of

affective, continuance and normative commitment to the organization, Journal of Occupational Psychology, 63, 1-18 

Hello,

For organizational commitment, as you have identified, Allen and Meyer's measure:

Allen N.J. and Meyer, J.P. (1990) The Measurement and Antecedents of Affective, Continuance, and Normative Commitment to the Organization. Journal of Occupational Psychology, 63: 8–18

Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage Publications.

Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of applied psychology, 78(4), 538.

For leadership,

Bass and Avolio have developed a laissez-faire measure (along with transformational and transactional which have been heavily researched): http://www.mindgarden.com/16-multifactor-leadership-questionnaire

These researchers provide a measure of autocratic and democratic leadership: Molero, F., Cuadrado, I., Navas, M., & Morales, J. F. (2007). Relations and effects of transformational leadership: A comparative analysis with traditional leadership styles. The Spanish journal of psychology, 10(02), 358-368.

Northouse (Northouse, P. G., (2003), Leadership: Theory and Practice, 3rd Edition, Sage Publications, Thousand Oaks, California) provides the following... https://www.cdph.ca.gov/programs/CalPIM/NAACHO%20Training/3.%20Leadership%20Style%20Assessment.pdf  But I don't know if any research has been conducted with that instrument. Many researchers prefer the Bass and Avolio instrument. Northouse presents numerous instruments (I imagine the new version of the book does, as well).

 Hi Devkant,

Maybe an interesting one is Quinn & Rohrbauch (Competing Values Model), which is on the interlink between management and leadership:

QUINN, R.E. & J. ROHRBAUGH (1983). A spatial model of effectiveness criteria: towards a competing values approach to organizational analysis. Management Science. Vol. 29. No. 3 (march, 1983). 363-377

and the Leadership Performance Indicator is an interesting too (Kouzes & Posner)

Kouzes, J. M., & Posner, B. Z. (2007). The leadership challenge (4th ed.). San Francisco, CA: Jossey-Bass.

about commitment -> yes Schaufeli & Bakker!  Instead of commitment you could think also about a lot of other constructs like "Flow" (Csikszentmihalyi), "autonomy" (Breaugh, 1985), "engagement" (from a self-determination theory perspective) (Meyer & Gagne, 2008)

Thanks to Marcus, Ana Paula Ferreira, Adelheid Nicol and Ton Kallenberg for useful Links and Academic Support.

Regarding (organizational) commitment, you might want to consider recent theoretical and empirical developments, such as e.g., the KUT-Scale. Depending on the foci you are interested in (Organization, Team, Supervisor, goals, carrier etc.), it might be useful to clearly address the reliability and validity of different measurement instruments, as some constructs might be highly correlated.

http://amr.aom.org/content/37/1/130.short

http://psycnet.apa.org/journals/apl/99/2/222/

Hi

i agree with Marcus Strömgren

For employer commitment you can use also RICHARD T. MOWDAY AND RICHARD M. STEERS scale (see in attach), because except Allen N.J. and Meyer, J.P., the same is more used. 

If these instrument is applied for the first time in your country (selected sample), you should consider the factor analysis for the operation of organizational commitment dimensions, because the time factor may have an effect on the measurement of this variable at the current time.

Thank you Sascha Ruhle and Ibrahim Neziri for useful research work.

Dear Devkant 

Leadership style and employee commitment are closely related with each other. following link may be useful for developing construct for the study

http://www.dypatil.edu/schools/management/wp-content/uploads/2015/11/A-study-of-the-Impact-of-Leadership-Styles-on-Employee-Motivation-and-Commitment-An-empirical-study-of-selected-organisations-in-Corporate-sector-Rima-Chowdhury.pdf

https://www.google.co.in/webhp?sourceid=chrome-instant&ion=1&espv=2&ie=UTF-8#q=+Dr.+DS+chaubey+leadership+styles+and+effect+on+employee+commitment-research+paper

A number of performance metrics are used together with professional opinions about personality types. Each type is proprietary and many claims are made but results are closely held. Usually there is a questionnaire with limited disclosure of results. I have a file of documents that cannot be copied and shared. One system has 4 colors. Another has a matrix of 16 elements. Usually a page or two with 100 or maybe 200 questions are given and must be completed and returned. On one such system I answered few of the questions and left much of the paper blank, because it asked me what other people are thinking, and I didn't know.  Somehow I got a very good rating out of it, but I'm not allowed to give out copies.

Dear Devkant,

Please refer to the following links.

Regards

SM Najim

http://www.instituteforpr.org/wp-content/uploads/KEPRRA-the-Impact-of-Leadership-Style-and-Employee-Empowerment-on-Perceived-Organizational-Reputation.pdf

http://www.cluteinstitute.com/ojs/index.php/IBER/article/download/8180/8219

http://www.smuc.edu.et/index.php/research-publication/cphere/papers-on-ethiopian-pheis?download=414:the-relationship-between-leadership-styles-and-employee-commitment-in-private-higher-education-institutions-at-addis-ababa-city

http://www.academicjournals.org/article/article1379494935_Lo%20%20et%20al.pdf

http://eprints.utar.edu.my/1259/1/BA-2014-1005120.pdf

http://www.emeraldinsight.com/doi/abs/10.1108/JMD-01-2015-0004?journalCode=jmd

Good afternoon, I have designed an instrument that measures the leadership of the teacher with its dimensions, can be transformed to apply in other contexts. It is designed in Spanish, but can be adapted by you to English.

It is already validated and has a cost of 50 dollars. The package includes: Two questionnaires one addressed to the students and another to the teachers. Table of specifications of the dimensions, validation. Correction scale

If you are interested write me an email: [email protected]

Delegation, the granting of authority by one party to another for an agreed purpose, provides countless insights on leadership styles and employee commitment. Delegating well in the workplace helps transform it into a place that works for all. This said, even if it is a fundamental, win–win management process, forces in the supervisor, in the subordinate, and in the situation necessarily drive the extent of delegation and the commitment it generates among personnel. Delegating in the Workplace, available at https://www.researchgate.net/publication/266478092_Delegating_in_the_Workplace, may be of interest. There is also Take Me To Your Followers, available at https://www.researchgate.net/publication/267752750_Take_Me_To_Your_Followers.

Article Delegating in the Workplace

Article Take Me To Your Followers

Can anyone recommend an instrument/scale for measuring leadership styles and employee commitment?

For leadership style instrument / questionnaire you can refer to the following RG link:

https://www.researchgate.net/post/Can_anyone_recommend_an_instrument_for_measuring_leadership_skills

For employee / organizational commitment instrument / questionnaire you can refer to the following link:

https://www.google.com/#q=employee+commitment+questionnaire&start=0

Debes revisar mis investigaciones, yo trabaje con un instrumento diseñado por mi persona basado en los trabajos desarrollados por Bass y Avolio, pero esta en Español el mismo tiene un valor de 80 dolares . Si te interesa puedes escribirme . También puedes revisar los cuestionarios del Bass y Avolio relacionados con el liderazgo transformacional. Teoría y Evaluación del liderazgo. Mi correo [email protected]

"You must review my research, I work with an instrument designed by me based on the works developed by Bass and Avolio, but it is in Spanish and it has a value of 80 dollars. If you are interested, you can write to me. You can also review the Bass and Avolio questionnaires related to transformational leadership. Theory and Evaluation of leadership. My email: [email protected]

You can use the Meyer & Allen scale, find the details in the next link

http://employeecommitment.com/