There are two versions of the MLQ, one for self-ratings and one for subordinate ratings.

Have you examined how John Hafer and Bernard Bass collected data from subordinates for "Superiors' evaluations and subordinates' perceptions of transformational and transactional leadership" ? It was published in Journal of Applied Psychology back in 1988.

Hi, Candice:

Besides MLQ, Hafer & Bass research---you may find this research (Dai,  Dai, Chen,  & Wu, 2013) interesting! It examines the relationships among transformational / transactional leadership styles (TFLs/TSLs), organizational justice, trust, organizational commitment, and organizational citizenship behaviors (OCBs) in the context of international tourist hotels in Taipei.

The purpose of this study was to establish a comprehensive model of TFLs/TSLs in human resource management and to figure out which is the better leadership style in regards to the hospitality industry. A total of 700 questionnaires were distributed to the staff of eight international hotels, yielding 358 valid responses.

TFLs/TSLs affect procedural and distributive justice significantly and positively. Managers using TFLs can induce trust of employees. TFLs positively affect organizational commitment through distributive justice and trust, while TSLs induce organizational commitment through distributive justice. Distributive justice has directly positive impact on trust. Distributive justice-organizational commitment is a positive link. Interestingly, TSLs influence organizational commitment negatively and significantly. As expected, trust can lead to organizational commitment and both trust and organizational commitment have positive impact on OCBs!

• Dai, Y., Dai, Y., Chen, K., & Wu, H. (2013). Transformational vs transactional leadership: which is better?A study on employees of international tourist hotels in Taipei City. International Journal Of Contemporary Hospitality Management, 25(5), 760-778.

Hope this helps!

Nadeem

To measure followers perception there are  two instruments:

Refer

Thank you all this helps me so so much, I ideally would like to use another instrument apart from the MLQ and will look in to your suggestions.

Dear Candice Cassandra,

Please consult also:

Fernandes, C. & Awamleh, R. 2004, 'The impact of transformational and transactional leadership styles on employee's satisfaction and performance: an empirical test in a multicultural environment', International Business and Economics Research, vol. 3, no. 8, pp . 65-76.

The authors used four subscales in order to measure the transformational leadership (charisma, inspiration, individualized consideration, intellectual stimulation), while the transactional leadership style was measured by two subscales (contingent rewards and management-by-exception). Authors resorted also to self-esteem measurement, based on Rosenberg’s (1979) 10-item scale and a version of the RLS scale developed by Meindl and Ehrlich (1988).

There are also researchers who investigated the relationship between leadership styles and dimensions of employee organizational commitment:

KESKES, I. (2014). Relationship between leadership styles and dimensions of employee organizational commitment: A critical review and discussion of future directions. Intangible Capital, 10(1): 26-51. http://dx.doi.org/10.3926/ic.476

Stone et al. (2003) advanced also the concept of servant leadership:

https://www.regent.edu/acad/global/publications/sl_proceedings/2003/stone_transformation_versus.pdf

The literature on the so-called new paradigm leadership includes many other researches, based on experience of stress and other variables.

http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.498.8732&rep=rep1&type=pdf

Good luck!

Monica

Candice,

Carless et al. (2000) created a 7-item Global Transformational Leadership scale.  It has been shown to be valid and reliable in a number of different settings.  I adapted it slightly for my own research.  Hope that helps.

Take care,

Rob

Carless, S.A., Wearing, A.J. and Mann, L. (2000), “A short measure of transformational leadership”, Journal of Business and Psychology, Vol. 14 No. 3, pp. 389-405.

hi, you can also try LMX 7 questionnaire. This also measures the quality of Leader-follower relationship, which can have an impact on organisational commitment. I hope it helps.

Candice, I suggest consideration of the instrument discussed in this article:

I suggest consideration of the instrument discussed in this article:

Using the Leadership Practices Inventory to Measure Transformational and Transactional Leadership by Fields and Herold. Here is the link.

http://journals.sagepub.com/doi/abs/10.1177/0013164497057004003

Have you examined how John Hafer and Bernard Bass collected data from subordinates for "Superiors' evaluations and subordinates' perceptions of transformational and transactional leadership" ?