Knowing about our own responsibilities and authorities, create awareness and a person develops his own scale to judge his action. No one uses the inventory available in many research works done except the academic researchers. Empowerment, norms and values play major roles.

I like this question and am interested in your work. If honest, I don't know of a scale for measuring the perception of legitimacy as viewed by self or others (which may, of course, be quite different).

In the coaching field there is some interesting stuff around leaders being prepared to acknowledge that they don't know something, or accepting that they might need some help to resolve or work through problems.

All the best with your work...hope these links might be of interest or offer good leads for you?

https://www.pcma.org/leadership-admitting-you-dont-know-is-more-than-okay/

Article The Positive Organization: Leadership Legitimacy, Employee W...

It sounds like you're interested the "imposter syndrome" (high imposter syndrome = low feelings of legitimacy). The literature is fairly extensive and scales have been developed: https://scholar.google.com/scholar?q=imposter+syndrome

Hi David, thank you for your answer. Actually I am interested in management fashion theory, reason why I study the link between legitimacy perception and practices adoption. I wanted to look at this question from an individual perspective but I will switch to organizational since measurement scales of organizational legitimacy exist :)