I just read some papers discussing PLIS as a method to measure leadership integrity. Is there an alternative to PLIS? What do you think. (PLIS: http://people.uncw.edu/nottinghamj/documents/slides6/Northouse6e%20Ch16%20Ethics%20PLIS%20Survey.pdf)
Hard to find specific information on this topic...if you also look at managerial integrity, CEO integrity....you may find more. But I hope these articles get you started:
Integrity & Leadership:
Palanski, M. E., & Yammarino, F. J. (2007). Integrity and Leadership:: Clearing the Conceptual Confusion. European Management Journal, 25(3), 171-184.
Parry, K. W., & Proctor-Thomson, S. B. (2002). Perceived integrity of transformational leaders in organisational settings. Journal of Business Ethics, 35(2), 75-96.
Simons, T. L. (1999). Behavioral integrity as a critical ingredient for transformational leadership. Journal of Organizational Change Management, 12(2), 89-104.
Craig, S. B., & Gustafson, S. B. (1998). Perceived leader integrity scale: An instrument for assessing employee perceptions of leader integrity. The Leadership Quarterly, 9(2), 127-145.
Integrity:
Kaptein, M., & Avelino, S. (2005). Measuring corporate integrity: A survey-based approach. Corporate Governance: The international journal of business in society, 5(1), 45-54.
Clyne, A. J., Cazenave, P. B., Penido, M. T., Ribeiro, L. A., & Souza Filho, B. G. (2003, January). The Use of Benchmarking to Measure the Effectiveness of an Integrity Management Plan. In CORROSION 2003. NACE International.
A good measure of leadership integrity is the LEVEL OF TRUST BETWEEN THE LEADER AND HIS/HER GROUP
If you consider integrity as sufficiently similar to conscientiousness (e.g. one facet), then you should consider the meta-analytic support for a multi-source (360 degree ratings) that cannot be faked, and when used with Linacre's Facets approach, adjusts for rater bias. I've used a Computer-Adaptive Testing approach combined with Linacre's Anchored Maximum Likelihood approach to make sure my measures of integrity are fair, unbiased, and precise across the full range of the latent trait.
Barney, M.F. (2013). Leading Value Creation: Organizational Science, Bioinspiration and the Cue See Model. New York: Palgrave-MacMillan.
Connelly, B.S. & Ones, D.S. (2010). An other perspective on personality: Meta-analytic integration of observers accuracy and predictive validity. Psychological Bulletin; Issue: 136; 2010; Pages: 1092-1122
Oh, I.-S., Wang, G., & Mount, M. K. (2011). Validity of observer ratings of the Five-Factor Model of personality: A meta-analysis. Journal of Applied Psychology, 96(4), 762-773.
Oh, I.-S., & Berry, C. M. (2009). The Five-Factor Model of personality and managerial performance: Validity gains through the use of 360 degree performance ratings. Journal of Applied Psychology, 94(6), 1498-1513.
Shyamsunder, A. & Barney, M.F. (August 3-7, 2012). Others Know Best – a test of Socioanalytic Theory. Poster presented at the Academy of Management annual meeting, Boston, MA.
Colleagues,
Thank you all for providing some very informative articles! This site has various scales that are in the public domain; perhaps it might provide some useful information:
http://ipip.ori.org/newIndexofScaleLabels.htm
Ruth,
Yes, IPIP is a good place to start but beware that most of the research done with it uses Classical Test Theory (as opposed to Rasch or Item Response Theory). Further, the items were not written with a construct map in mind, as per Wilson's approach to ensure sufficient precision across the full range of the latent trait. Consequently, beware that the norms are not objective, and you're likely to have large standard errors in the areas of integrity where it really counts (extremely low/high)
Matt
Wilson, Mark (2004). Constructing Measures: An Item Response Modeling Approach. Lawrence Erlbaum Associates.
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