SSRN Id3214162

Elena Bruni, Laura Cortellazzo,
Sara Bonesso and Fabrizio Gerli
Leadership style scale:

conceptualization and initial
validation
Working Paper n. 7/2018

July 2018
ISSN: 2239-2734
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at: https://ssrn.com/abstract=3214162
https://ssrn.com/abstract=3214162
This Working Paper is published under the auspices of the Department of
Management at Università Ca’ Foscari Venezia. Opinions expressed herein are those
of the authors and not those of the Department or the University. The Working Paper
series is designed to divulge preliminary or incomplete work, circulated to favour
discussion and comments. Citation of this paper should consider its provisional
nature.
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LEADERSHIP STYLES SCALE: CONCEPTUALIZATION AND INITIAL VALIDATION
Elena Bruni Laura Cortellazzo

elena.bruni@unive.it laura.cortellazzo@unive.it
Department of Management Department of Management
Ca’ Foscari University Venice Ca’ Foscari University Venice
Sara Bonesso Fabrizio Gerli

bonesso@unive.it gerli@unive.it
Department of Management Department of Management
Ca’ Foscari University Venice Ca’ Foscari University Venice
(July 2018)
Abstract. This paper describes the development and validation of a scale to measure leadership
styles that lead to resonant or dissonant organizational environment. Differently from other scales
that focus their attention on one specific style, we offer a holistic approach that considers a broader
range of behaviours. Based on theory, a pilot study, and questionnaires, we developed a tool to
assess six styles of leader behaviours (Inspirational, Supportive, Aggregating, Democratic,
Demanding, and Authoritarian). We tested the model in a sample of students and practitioners. We
also run a non-parametric test that confirms that resonant styles of leadership have a positive
impact on projects’ performance. The results supported the validity and reliability of the six-
dimensional items. We thereby contribute to the literature by providing a practical tool of 36-item
instrument, labelled the Behavioral Leadership Styles Evaluation (BELEADER) Questionnaire.
Keywords: leadership, leadership styles, scale validation

JEL Classification Numbers: O15
Correspondence to:
Marco Fasan
Dept. of Management, Università Ca’ Foscari Venezia
San Giobbe, Cannaregio 873
30121 Venezia, Italy
e-mail: marco.fasan@unive.it
Introduction
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The assumption that an effective leader is fundamental to organizational success is
nowadays taken for granted (Scully et al., 1994; see Avolio, Reichard, Hannah, Walumbwa, &
Chan, 2009 for a detailed description). The last four decades have seen an increasing discussion
about leadership concept and its different styles. Leadership style has been defined as the extent by
which a person emphasizes particular types of leadership over another, namely when a leader
displays a particular set of behaviours and attitudes of leadership (e.g. transactional or
transformational) (Bass, 1990). A style is usually measured by the frequency of specific leadership
behaviour adopted and using multiple items and Likert scales (Li et al., 2016). Individuals, groups,
and organizations may require different styles of leadership according to specific needs and
organizational configuration. Thereby, a leadership style may be effective in certain settings, while
they may not be suitable in other contexts.
So far, several studies have tried to look at how different styles affect followers and on
organizational climate (Li et al., 2016). Literature has also elaborated that leadership is itself an
‘emotion-inducing phenomenon’ (Li et al., 2016: 108). A leader, in order to face and manage the
complexity of organizational contexts, needs to activate different styles of leadership and to manage
his/her own emotions and those of followers. Moreover, the leader has to possess the capacity to
settle a relationship with his/her followers that is coherent with the context. For instance, Situational
Leadership theory (SLT) discussed about four levels of follower development and a corresponding
alternate optimal style of leadership (Hersey & Blanchard, 1969; 1974). Another stream of
literature, the competency-based model of Emotional Intelligence has pointed out that effective
leaders create a resonant environment, namely a context in which leaders are in tune with their
followers (Goleman, Boyatzis, & McKee, 2002; Boyatzis and Mckee, 2005; McKee, Boyatzis,
Johnston, 2008). Thereby, as shown by many studies, emotional intelligence and leadership
effectiveness are intertwined because the two components together create positive working
environment and subordinates’ superior performance (Goleman, 2000; Goleman, Boyatzis &
McKee, 2002; Kerr et al., 2006).
Despite the growing interest on leadership and its Emotional Intelligence aspects, there is a
lack of a validated scale that tests different styles. Beyond the scales that measure specific styles of
leadership such as transformational or transactional, currently there are no tools that consider the
multiplicity of styles that a leader can adopt to effectively manage collaborators in different
contexts. Literature has analysed which are the most effective styles based on the context (i.e.
depending on the commitment or the competences of the follower as for SLT), sensibly advancing
our knowledge about leadership. However, a broader perspective has been neglecting since these
studies mainly restrict their attention on a dichotomous concept of leadership style, e.g.
transformational or transactional. Indeed, there is a need to provide a more comprehensive analysis
of different styles by a tool that measures the behaviour, then a style, adopted by a leader in a
certain context.
This paper aims to address this void by offering a valid scale, in terms of both face and,
internal and criterion validity. Accordingly, the main purpose of the present study is (1) to
theoretically underpin the nature of different styles of leadership (2) to provide a conceptualization
and operationalization of a tool to measure six different styles of leadership (3), and to build, refine,
and validate a new instrument to measure the styles. This paper begins by reviewing the main
contributions of leadership literature and different styles of leadership. Second, we present how we
developed a pool of items by a pilot study, and specifically on three distinct rounds of focus groups.
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Third, in the first study, we show how six styles are valid measures to test the impact of different
leadership behaviours. We finally present our results and we conclude by discussing the main
implications, from both a theoretical and methodological perspective.
1. Theoretical Background
1.1 Leadership Styles
Although the subject of leadership has been largely studied, scholars still struggle to find a
set of behaviours and styles that fully describe what a leader should do and behave. There is a
plethora of studies that look at leadership from different angles. Trait theory (Zaccaro, 2007),
behavioural theory (Bass, 1990), or contingencies theory (Yukl, 2011) share the assumption that the
leader is the person who is capable to influence some followers toward a common goal. Leadership
is made by complex patterns of behaviours (Zaccaro, 2007) and it yields to different styles of
leadership. Leadership styles refer to how a leader behaves and interacts with his/her collaborators,
and the behaviour adopted has relevant impact on the performance achieved by the team and by the
entire organization, because it directly influences the organizational climate. The way they adopt to
guide and manage their collaborators impact on the followers’ sense of responsibility, commitment,
the efficiency and the effectiveness in performing tasks (George, 2000; Cavazotte et al., 2012).
One of the most well-known model is that proposed by Hersey and Blanchard (1969; 1982;
Hersey, Blanchard, & Johnson, 2001) in which relationship behaviour and task behaviour are
blended together and they result into four different styles: supporting, delegating, coaching, and
directing (see Tortorella & Fogliatto, 2017 for a detailed description). This framework was firstly
introduced as ‘Life Cycle of Leadership’ construct (Hersey & Blanchard 1969) and it is nowadays
known as Situational Leadership (SLT). The name of situational is due to the situational variable of
subordinate maturity. According to this model, as the maturity of a subordinate increases, less
directive leadership is necessary. As a result, there is a U-shaped curve between the leader
behaviour and subordinate performance (see Yukl, 2011 for a detailed description).
It is clear how this model shifted the focus of analysis from a task-oriented perspective
toward a more people-centre concern. In Situational Leadership model, leaders who guide low-
maturity subordinates should adopt a more task-oriented behaviour, while with senior subordinates’
leaders can go for a more relations-oriented behaviour (Yukl, 2011). According to this model, that
relies on the profile of followers in order to identify the suitable leadership style, the enthusiastic
beginner (a person low on competence but high on commitment) should be guided by a directive
style of leadership. With a disillusioned learner (low on competence and low on commitment), a
coaching leadership style should be able to provide the right high-supportive behaviour with a
correspondent high-directive behaviour. The capable but cautious performer (from moderate to high
on competence but with variable commitment) probably needs a supportive style of leadership.
Finally, the self-reliant achiever (high on both competence and commitment) needs a delegating
style of leadership. Situational Leadership Theory (SLT) has been criticized for its theoretical and
empirical weaknesses (Bass, 2008), in terms of measurement, content, and research design (e.g.
Thompson & Vecchio, 2009). A recent study (Thompson & Glasø, 2015) addressed this issue and it
tested the validity of SLT by using a sample of 80 supervisors and 357 followers. By measuring the
degree of agreement between leader rating of follower competence and commitment and follower
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self-rating, the authors found that drawing on leader rating alone is not sufficient to establish which
kind of style is suitable for specific followers (Thompson & Glasø, 2015).
Another widely accepted theory of leadership is the so-called transformational leadership.
In the last decades, transformational leadership has been the ‘single most studied and debated idea
with the field of leadership’ (Bass, 1985; Diaz-Saenz, 2011: 299;). Leaders are transformational
when ‘broaden and elevate the interests of their employees’ (Bass, 1985: 21), and this kind of
attitude generates awareness and acceptance of the purposes and mission by the members of the
group, diminishing self-interest and augmenting harmony within the group. Thereby,
transformational leadership model revolves around the idea that the leader has the capacity to
create a sense of inspiration in followers, so then they are willing to ‘look beyond self-interest in
favour of the group's objectives by modifying their morale, ideals and values’ (Kissi, Dainty, &
Tuuli, 2013: 486). Four major transformational leadership styles (called dimensions) have been
defined: inspirational motivation, intellectual stimulation, individualized consideration, and
idealized influence (Bass, 1990; Bass & Steidlmeier, 1999). Bass and Riggio (2006) summarized
the four dimensions as the following: idealized influence is made by two components: the followers,
who wish to emulate the leader’s behaviour, and the leader who perceives to be admired, respected
and trusted. Inspirational motivation relies on leader’s ability to motivate and inspire the followers
by providing a common meaning and challenging tasks. Intellectual stimulation is that capacity of
involving the followers in questioning assumptions, reframing status quo of situations by adopting
creative problem solving. Individualized consideration implies that the leader acts as a coach or a
mentor. Through a supportive climate, the leader assists and develop the followers. The first two
components, the idealized influence and inspirational motivation, have been also classified with the
term charisma, often in an interchangeable way. Thereby, some authors have confused
transformational leadership with charismatic leadership. According to Bass (1985), charisma is
fundamental to transformational leadership, but it does not imply that a charismatic leader is also
transformational. In order to avoid such misunderstanding, Antonakis, Avolio, and
Sivasubramaniam (2003) changed the term charisma with that of idealized influence (including both
attribute and behaviour of a leader) to stress whether the leader is perceived as being confident and
powerful and if his/her actions are centred on values, beliefs, and a sense of mission. A leader to be
transformational has to ‘inspiring, developing, and empowering [his/her] followers’ (Yukl, 2011:
287).
Podsakoff et al. (1996) considered transformational leadership as made by six dimensions of
transformational leadership: articulating vision, providing an appropriate model, fostering the
acceptance of group goals, high performance expectations, individualized support and intellectual
stimulations.
Burns (1978) examined transformational leadership versus transactional leadership,
clarifying the ethical dimension of being a leader. Transactional leadership theory mainly focuses
the attention on the exchange between leaders and followers (Bass, 1985; 1990). As the name
recalls, transactional leaders usually motivate followers by leveraging on their own personal self-
interest and in exchange of some benefits. In this scenario, leaders explain what they expect from
their followers and what they have in return in case of good or poor performance. Thereby,
transactional leadership consists of contingent reinforcement and contingent rewards, in the sense
that followers find the motivation to follow the leader because of his/her promises and rewards and
to avoid negative feedback or disciplinary actions (Bass & Steidlmeier 1999).
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Due to the consensus of these models, a technique has been developed to test the dimensions
of both transformational and transactional leadership, the Multifactor Leadership Questionnaire
(Avolio & Bass, 2002). It is a psychometric tool, namely a questionnaire that helps in assessing the
Full Range of Leadership (FRL) model. Bass’s original theory contained four transformational and
two transactional leadership factors. The updated version of the model (MLQ Form 5X) comprise
five transformational leadership factors, namely three transactional leadership factors, and one
nontransactional laissez-faire leadership (the resulting name of Full Range of Leadership (FRL)
model) (Avolio et al., 1991). The MLQ (Form 5X) is structured into 45 items, whose 36 items
represent the nine leadership factors: Idealized influence (attributes); Idealized influence
(behaviours); Inspirational motivation; Intellectual stimulation; Individualized consideration;
Contingent reward; Management-by-exception active; Management-by-exception passive; Laissez-
faire. Antonakis and colleagues (2003) tested the validity of the measurement model and factor
structure of the questionnaire. By using a large sample, they confirmed the validity of the model.
However, they suggest that the context plays a relevant role in ‘how the factor structure of [the]
survey instrument behaves’ (Antonakis, Avolio, & Sivasubramaniam, 2003: 284) and they
recommend that the preliminary exploration of the context plays a fundamental role in assessing the
style. Furthermore, using non-homogenous samples (e.g., mixing environmental conditions, leader
or rater gender samples, different hierarchical levels, etc.) may lead to inconsistent findings
(Antonakis et al., 2003: 283).
In an attempt to clarify the distinction between transformational and transactional leaders, it
has been developed another construct (Bass & Steidlmeier, 1999): authentic and inauthentic
leadership. The authentic leader put great attention on words, actions, and values. Moreover, such
leaders have a high self-awareness, especially regarding their values, beliefs, and emotions (see
Avolio & Gardner, 2005). Recently, Neider and Schriensheim (2011) suggested a validation of a
new measure of authentic leadership, the Authentic Leadership Inventory (ALI), an advancement of
the Transformational Leadership Inventory (ALI) that comprises: identifying and articulating a
vision, providing an appropriate model, fostering the acceptance of group goals, high performance
expectations, providing individualized support, and intellectual stimulation. The main limitation of
this tool is that TLI is protected by copyright, hence it makes its use difficult for research purposes.
Walumbwa and colleagues (2008) had developed sixteen items to define authentic
leadership, a construct that summarized insights from social psychology, moral, and ethical
philosophy. They developed a four-factor Authentic Leadership Questionnaire (ALQ) consisting of
the following four factors (Walumbwa et al., 2008: 121-122): self-awareness (the capacity to seek
feedback to improve interactions with others and accurately describe how others view his or her
capabilities), relational transparency (the capacity to say exactly what he or she means; the leader
is willing to admit mistakes when they are made), balanced processing (the leader solicits views
that challenge his or her deeply held positions; the leader listens carefully to different points of view
before coming to conclusions), internalized moral perspective (the leader demonstrates beliefs that
are consistent with actions; the leader makes decisions based on his/her core beliefs). By employing
five independent samples (two from a university setting and three from field settings), they provide
a strong support for the construct of authentic leadership, that it is possible to discriminate it from
other leadership theories (e.g., ethical leadership and transformational leadership). They also tested
its validity across different cultural settings (Walumbwa et al., 2008).
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1.2 Leadership and Emotional Intelligence
The last decades have seen the emergence of another stream of literature that tries to
investigate leadership and Emotional Intelligence (George, 2000; Gardner & Stough, 2002). These
studies have shifted the attention on the emotions of the leader and how they impact the
organizational context (George & Bettenhausen, 1990; George, 2000; Gardner & Stough, 2002).
According to these studies, leadership is an emotion-laden process. A leader, to be effective, has to
be able to manage his/her own emotions and ones of the others (George, 2000; Antonakis et al.,
2009). The empirical study of Gardner and Stough (2002) showed the strong relationship between
transformational leadership and overall emotional intelligence. In particular, emotional intelligent
leaders are more inclined to desire success, lead an effective team but they also feel more
satisfaction on working with others (Gardner & Stough 2002). Indeed, ‘emotional intelligence is the
sine qua non of leadership’ (Goleman, 1998: 82). Leadership is then looked within processes of
social interactions (Kerr et al., 2006) that can have impact on followers’ emotional states
(Humphrey, 2002). A research made by the consulting firm Hay/McBer on a random sample of
3,871 executives selected from a database of more than 20,000 executives worldwide, stressed that
there are six distinct leadership styles, stemming from different components of Emotional
Intelligence: coercive, authoritative, affiliative, democratic, pacesetting, coaching (Goleman,
2000). The model has been slightly revised few years later and it now encompasses the following
styles: pacesetting, commanding, visionary, coaching, affiliative, and democratic (Goleman,
Boyatzis, & Mckee, 2002; Goleman, 2011).
The first two styles, pacesetting and commanding, are recognized as being dissonant styles
of leadership: as for music, dissonance produces an unpleasant sound and it is characterized by a
lack of harmony. Dissonant leaders guide groups that ‘feel emotionally discordant, in which people
have a sense of being continually off-key’ (Goleman, Boyatzis, and Mckee, 2002: 44). On the other
way around, the other four styles generate a resonant leadership, in which the leader is ‘grounded in
a shared set of constructive values [that] keep emotions resounding in the positive register’
(Goleman, Boyatzis, & Mckee, 2002: 49).
The commanding leader is a person who demands that his/her orders will be executed
immediately without explaining the reasons behind them. Moreover, these kind of leader uses
threats in case of orders have not been followed. This leader prefers not to delegate the authority
and tends to have a tight control over any kind of situation (Goleman, 2000; Goleman, Boyatzis, &
Mckee, 2002; Goleman, 2011). The pacesetting leader is a leader who expects excellence by his/her
group. He/she also pretends that people know what to do and demands challenging goals. Both the
two styles should be used carefully, and only in specifics situations because they often create a
negative environment (Goleman, 2000; 2011; Goleman, Boyatzis, & Mckee, 2002; Goleman,
2011).
The other four styles, visionary, coaching, affiliative and democratic build a resonant
environment because they bring positive emotional impacts into the organizational climate. It has
been shown that they help in getting more financial results, such as return on sales, revenue growth,
more profitability and higher performance (Goleman, Boyatzis, & Mckee, 2002; Goleman, 2011).
The visionary leader moves people towards shared ideas and goals; the coaching leader is able to
link the desires of the members of the group with the organization’s goals. The affiliative leader
creates harmony in the group by connecting people to one another; and finally, the democratic
leader takes into large consideration the values and opinions of the members of his/her group and
engages people through participation (Goleman, Boyatzis, & Mckee, 2002; Goleman, 2011). So far,
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literature has not developed any shared measures to test these styles. There are still fragmented
contributions that attempt to capture the different styles of leadership and mainly at a descriptive
level. Despite the momentum the topic of leadership among behavioural and management scholars,
there is still a lack of a validated scale that tests the six styles of leadership. To our knowledge,
there are not research that provides a comprehensive scale for measuring the aforementioned styles.
Table 1 indicates the most important contributions about leadership and how they measure
different constructs and scales. Most of these studies focused their attention on a specific style (e.g.
transformational versus transactional), without take into consideration more styles together. It is
also reported how different constructs are correlated to variables, such as Big Five Traits or job
satisfaction.
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insert Table 1 about here
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Nowadays leaders have to challenge unprecedented issues, stress, and unpredictable events.
Thereby, only one dimension (i.e. transformational versus transactional) is not sufficient to
describe leaders’ behaviour and how they daily interact with their followers. Hence, we propose to
enlarge this dichotomous perspective by suggesting a tool that captures this level of complexity. To
do so, we elaborated six styles of leadership: Inspirational, Supportive, Aggregating, Democratic,
Demanding, and Authoritarian. Furthermore, we provide a preliminary validated scale on a sample
of 112 of people, a six-dimensional, 36-item instrument, labelled the Behavioral Leadership Styles
Evaluation (BELEADER) Questionnaire.
2. Method
Building on prior research and recent conceptualization of Emotional Intelligence and

Leadership, we elaborated six different styles of leadership: Inspirational, Supportive, Aggregating,
Democratic, Demanding, and Authoritarian.
The Inspirational leader has a clear perspective and expresses it to others by identifying the
way to follow. S/he clarifies which are the objectives and the ideals, but also gives autonomy in the
definition of the behaviors to adopt. Leaders who emphasize vision elicit more adaptability and
openness in their followers (Boyatzis et al., 2015). They support their teams by communicating the
final goal and by encouraging a self-goal setting (Arnold et al. 2000). Indeed, articulating a vision
yields to a general team members’ satisfaction and organizational commitment (Scully et al., 1994;
Podsakoff et al., 1996; Goleman, 2011). They have a vivid image of the future and expresses it with
enthusiasm to the others (de Vries 2012). They articulate their visions through charismatic
language, thereby they are often referred as Charismatic Leaders who are able to engage people
through intellectual stimulation (Fanelli et al., 2009; Densten & Sarros, 2012). Podsakoff and
colleagues (1996) define these leaders as good at stimulate followers at intellectual level by
articulating an inspiring vision. Instead, the Situational Leadership Theory framework considers this
style of leadership as a delegating leader who passes most of the responsibility onto the follower or
group (Hersey & Blanchard, 1969; 1974). All these characteristics are synthetised by Scully et al
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(1994) with the concept of Visionary Hero. This leader conveys a clear vision, stimulates followers,
and inspires by emotional commitment.
The Supportive leader constantly dialogues with the members of his/her team, listening,
guiding, and providing advice. S/he connects the goals of the individual with ones of the team and
helps others to understand their own strengths and weaknesses, but also helping in connecting them
to their own aspirations (Goleman, 2011). Namely, a coach leader is a person who educates his/her
team members to become self-reliant (Arnold et al., 2000). This type of style, also studied as
Supportive style of leadership, helps to build and maintain relationships that are effective and
increasing job satisfaction and stress tolerance (see Yukl, 2011 for a detailed description). By
showing interpersonal warmth, this type of leaders is concern for the welfare of group members and
they are willing to share the power with peers and collaborators (de Vries, 2012). According to
Hersey and Blanchard (1969; 1974), this style of leadership falls into “selling” quadrant since
leaders provide guidance of how to perform the work to their followers and keeping a constant
dialogue with them. Same line of reasoning sees these leaders as defined into the archetype of
SuperLeader (Scully et al., 1994), because they are an ‘influential source of wisdom and direction’
(Scully et al., 1994: 66). Transformational leadership theory considers these aspects as
characterized by a motivation of fostering the acceptance of group goals (Podsakoff et al., 1996). In
fact, these leaders foster collaboration among work groups, and they encourage followers to be
team players (Podsakoff et al., 1996).
The Aggregating leader creates harmony by developing relationship and ties between
members, by encouraging the sharing of ideas and feelings to nurture a sense of mutual trust and
belonging (Podsakoff et al., 1996). Some scholars refer to this style as Individualized support or
individualized consideration (Neider & Schriesheim, 2011; Podsakoff et al., 1996; Bass &
Steidlmeier, 1999). It has been found to be correlated with employee altruism and to a good
predictor for employees’ satisfaction, trust in leader, and not ultimately for higher performance
(Podsakoff et al., 1996). Leaders who focus more on relationships and less on directing their
employees demonstrate to have a participating approach to leadership (Hersey & Blanchard, 1969;
1974)
The Democratic leader promotes the contribute of individuals and produces involvement
through participation. This type of leader seeks that everyone feels involved, in the phase of
collecting ideas, and in the determination of objectives. In this way, s/he generates trust, respect,
and commitment among people (Scully et al., 1994; Arnold et al., 2000). This participative style of
leadership refers to a ‘leader's use of team members' information and input in making decisions
(Arnold et al., 2000: 255). It is closed to the definition of Relational Transparency developed by
Walumbwa and colleagues (2008). According to the authors, this type of leader ‘presents one’s
authentic self […] to others. Such behaviour promotes trust through disclosures that involve openly
sharing information and expressions of one’s true thoughts and feelings while trying to minimize
displays of inappropriate emotions’ (Walumbwa et al., 2008: 95). These leaders assign
responsibility to the followers but still monitoring their advancements (Hersey & Blanchard, 1969;
1974).
On the other hand, the Demanding style defines challenging goals and demands high effort
to achieve excellent results. This kind of leader is primarily concerned with the immediate task and
imposes a fast pace, taking for granted to be immediately understood (Podsakoff et al., 1996;
Arnold et al., 2000). Some studies have emphasized that this style can have positive impacts, such
as to ‘perform less routine tasks, or are less professionally oriented, exhibit more courteousness to
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their peers’ (Podsakoff et al., 1996: 280). In fact, they are also labelled as leaders requiring High
Performance Expectations (Podsakoff et al., 1996). However, this style can augment the
transactional aspect of leadership, thereby it has to be adopted in certain contexts. According to
Hersey and Blanchard (1969; 1974), a dissonant leader shows a telling style of leadership. These
types of leaders tell their followers what to do and how to do it. However, providing task feedback
could moderate the negative effect of this style (e.g. Podsakoff et al., 1996). In fact, some authors
refer to this style as Task-oriented leadership (Bass, 1990; de Vries, 2012) because s/he organizes
the activities the group have to develop and always remembers standards and deadlines (de Vries,
2012).
As for Demanding style of leadership, the Authoritarian style has more dissonant
characteristics. It is characterized by an authoritarian leader who exercises his/her authority and
strict control on every single detail, providing clear guidelines and requires obedience. S/he
provides a closed control over collaborators’ work and every decision is taken by the leader
(Goleman, 2011). Also defined as the Strongman leader (Scully et al., 1994) this leader tends to tell
the subordinate how to do the task, without explaining the reasoning behind. In a study that
compared directive style of leadership with empowering style, Martin and colleagues (2013) found
that directive behaviour of leadership increased work unit core task proficiency, but it does not
promote a proactive behaviour among followers, since employees feel to be constantly monitored
and they are discouraged to deviate from what has been told to do.
To operationalize these six styles, we tested a multidimensional model and a questionnaire
(Behavioral Leadership Styles Evaluation- BELEADER). The accuracy of measurement of a
construct is one of the most difficult task in conducting research in organizations (Hinkin, 1998).
Indeed, a construct is a higher-order representation of something that is not a directly observable
phenomenon. In order to represent the construct under analysis in as more precise way as possible,
we followed specific criteria to provide a soundness measurement instrument. We then proceeded
to measure (i) face validity, (ii), construct and internal consistency, (iii) criterion-related validity,
(iv) convergent validity.
2.1 Step 1: Item Generation and scale validation

We followed Hinkin’s (1998) suggestions in generating items for the Behavioral Leadership
Styles Evaluation questionnaire. The first stage of scale development is to create a pool of items
that can assess the construct under examination (Hinkin, 1998). In order to do that, we used both
deductive and inductive approaches for item generation to assess which kind of style a leader adopt
among the six styles. We generated a pool of six items for each style that potentially could represent
our construct. Each item addressed a single behaviour (Hinkin, 1998) in order to not create
confusions among respondents and to clearly set the boundaries among the styles. Initial content
specification was based on an extensive literature review to test whether there were overlapping
categories to discard or include in our model. We started with a larger set of items to allow
removing of items during the development process (MacKenzie et al., 1991; Hinkin, 1998). The
authors constantly gathered together and commented them. Next, items were evaluated on content
and classified into six dimensions by two experts in the leadership field. Misclassifications or
comments suggesting ambiguity led to generate 36 items.
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2.2 Pilot test: face validity
A pilot test to verify the generation of 36 items and the six behavioural styles was conducted
among three different samples of students (36 participants in total). We administered a set of
random items that have been developed to measure various constructs, along with definitions of the
six styles (Hinkin, 1998). We first involved a group of Master students and we asked to match items
with their corresponding definition and to provide detailed explanations in case of mismatch
between items and styles. We then content analysed their responses. We observed that some items
were confused between Supportive and Aggregating styles and we asked them to provide us
feedback and explanations. We used these results to refine the pool of items and based on these
initial results, we agreed on not to add any other dimensions or items but to change some words or
verbs to narrow down the behaviour expressed by the items. We proceeded with a second focus
group with a different Master students to test the face validity of new items (DeVellis, 2003). We
found an improvement in terms of match between items and styles. However, minor adjustments
were needed since few items were still confused between Supportive and Aggregating. We re-
adjusted verbs and we then tested the new items in a final round of focus group with a class of Phd
students who did not know about the first two steps (Hinkin, 1998; DeVellis, 2003). The final focus
group highlighted that the items fully captured the six styles of leadership, and we obtained content
adequacy (Hinkin, 1998). In fact, we achieved an acceptable agreement index, namely the
percentage of respondents who correctly classified items was more than 90 percent (Hinkin, 1998).
We finally elaborated the items into a questionnaire, whose order was randomized to avoid
bias in further factor analyses.
2.3 Sample and procedure

Study 1 was conducted among a sample of respondents in Italy. To collect data, we followed
a “snowball” procedure in order to have a diversified sample in terms of sectors, hierarchical level
and jobs (Kalshoven et al., 2011). We distributed questionnaire by emails and participation was
voluntary. We agreed on offering a final report as incentive to participate upon completion of the
study. In total, we collected 112 questionnaires. Nine participants declined to provide demographic
data and we discarded them from the final sample. Of the remaining 103, the study consisted of
participants’ average age of 30.35 (SD of 10.18) with a minimum of 21 years old and a maximum
of 63 years old; 61.02 per cent are male while 38.8 per cent are female (SD 0.49).
2.4 Measures
The BELEADER’s 36-item was used to measure the six styles of leadership. All items were
administrated in Italian and we used a Likert-scale that range from 1 (strongly disagree) to 7
(strongly agree). We also collected personality traits information. Personality traits have been
measured in accordance with the Five-Factor Model which have gained distinct prominence in the
field (Pervin, 1994; John & Srivastava, 1999). To assess the personality traits, we relied on the
Italian version of the Big Five Questionnaire (BFQ-2) (Caprara et al., 2008) which assess the 5
dimensions of personality and 10 sub-dimensions on the basis of 132 items rated on a 5-choice
answer scale that ranges from complete disagreement (1 = very false for me) to complete agreement
(5 = very true for me). The BFQ-2 showed a structure in agreement with the FFM and comparable
to other personality trait measurement instruments like the CPS and the NEO-PI (Caprara,
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Barbaranelli, Borgogni, & Perugini, 1993). We also collected demographic variables to see whether
age and gender could be correlated.
2.5 Analysis: construct and internal validity
In order to achieve a sound multidimensional measure that holds under cross-validation,
exploratory factor analysis was used as a first step. We performed an Exploratory Factor Analysis
using the Maximum likehood and we analysed the unidimensionality and the construct validity of
the scales. For all leadership styles, we examined the inter-item correlation and the internal
competency consistency (loading magnitude). We also calculated the Cronbach’s alpha to test the
reliability, which is the most commonly accepted measure in field studies (Hinkin, 1998). Spearman
correlations have been used to analyse the association between the leadership style score and other
related variables.
3. Results
3.1 Factor analysis and reliability
All inter-item correlations were significant and ranged from .30 to .65. To ensure a proper
structure, the loading values for all items should be both large (> .30) and significant (p< .05) (Hair
et al., 1998). In our study, all items show factor loadings ranging from .41 to .95, exceeding the
recommended cut-off (factor loadings > .40: Hinkin, 1998). As for reliability, as shown in Table 2
the scales presented a satisfactory Cronbach’s alpha ranging from .77 to .88.
-------------------------------------
Insert Table 2 about here
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3.2 Relationship with personality traits: convergent validity

Previous studies have already stressed different relations between styles of leadership and
personality traits (de Vries, 2012). Thereby, we also tested how styles of leadership are correlated to
Big Five traits. Analysing the degree of linear association between the leadership styles and
personality traits, which is reported in Table 3 we found that Extroversion has significant but low
correlations with the Aggregating (.20 p-value <.05) and Supportive styles (.23 p-value <.05), and a
moderate positive correlation with Demanding (.32 p-value <.01) and Inspirational (.49 p-value
<.01). We found the same styles to be correlated with Consciousness. Agreeableness presented a
low positive correlation with the Democratic style (.25 p-value <.05), and a moderate negative
correlation with the Authoritarian style (-.41 p-value <.01). All resonant leadership styles were
correlated with Openness, respectively Aggregating .26 (p-value <.05), Supportive .34 (p-value
<.01), Democratic .22 (p-value <.05), and Inspirational .27 (p-value <.01).
It seems there is clear evidence between all resonant leadership styles with the trait of
Openness to experience, confirming previous results that found an association between Emotional
Intelligent leaders or transformational leaders and Big Five personality factors (Wong & Law,
2002; Cavazotte et al., 2012; Gardner & Stough, 2002). Consistently with previous results that
stressed the correlation between openness and transformational leadership (Bono & Judge, 2004;
Cavazotte et al., 2012), we however found that more than conscientiousness and agreeableness, a
leader who drives intellectual stimulation can create a resonant environment, thereby maintaining
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and renovating a positive organizational environment. In particular, our results confirm a previous
study conducted on both leader-and subordinate ratings of leader personality and leadership styles
that showed openness to experience as a strong predictor of leadership emergence and effectiveness
(de Vries, 2012). However, our mixing results confirm that Emotional Intelligence can improve
predictions of leadership more than the Big Five traits of personality, as already shown in other
studies for emotional intelligence and performance (Cherniss, 2010). Thereby we argue that
emotional intelligence might have an incremental validity when compared with the Big Five
measures (Cherniss, 2010).
3.3 Relationship with demographic variables

We also examined the relationship between demographic variables and different styles of
leadership, which are summarized in Table 3. Gender seems not to have a strong impact on the
adoption of a specific leadership style, except for the Authoritarian style which is adopted
significantly more by males. As for age, we found negative correlations with the Aggregating (-.27)
and the Supportive (-.25) styles (p-value <.01), showing that older people tend to adopt less
resonant behaviour coherent with previous studies (San Lam & O’Higgins, 2012; Densten &
Sarros, 2012). They assumed that age and gender may be correlated to emotional intelligence and
transformational leadership style, and our results seem partially to confirm such insight, especially
for the age. For instance, the study conducted by Densten and Sarros (2012), found a correlation
between age and contingent reward, thereby between older leaders and being rewarded, which is a
behaviour at the heart of transactional leadership style. However, it would beneficial to deepen
whether more dissonant leaders are as well older leaders who tend to adopt more authoritarian and
directive styles of leadership.
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Insert Table 3 about here
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3.4 Relationship with other variables: criterion validity

We also tested criterion validity (DeVellis, 2003) and we analysed whether the six styles of
leadership could have an impact on other variables, for instance regarding the outcome of projects.
By using a smaller sample of leaders (N=16) who guide construction sites in Italy, we distinguished
individuals who perform above the average and below the average. We carried out the Mann-
Whitney U test to determine the differences in means for the following dimensions about the last
projects they developed: (1) profitability, (2) innovation of the project, (3) satisfaction among the
members of the group, (4) project completed by deadline, (5) positive image of the company, (6)
client satisfaction. We used variables already tested by Aga and colleagues (2016) to analyse the
relationship between transformational leadership and project success. We send self-assessment
questionnaires to middle-managers who are in charge of multiple construction sites in Northern
Italy. On average, they have 12 team members and they constantly interact with different divisional
and operational units to get tasks completed.
As far as profitability dimension concerns, we found that Inspirational and Democratic
styles are distinctive style of leadership for managers whose performance is above average. Since
construction field is a complex and long term working environment, an Inspirational leader, by
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constantly remembering the final goal, can motivate employees to achieve that goals. S/he leverages
on a vision to create a vivid image of the goals the company must accomplish. On the other hand,
the Democratic style is a very participative behaviour, in which conflicts are resolved
constructively. The democratic leader engages peers and employees by asking their opinions.
As regards the innovation dimension of projects, we found better performers adopt a
Supportive style of leadership. This kind of style put emphasis on long-term development of others.
Usually these leaders help individuals identify their unique strengths and weaknesses, by providing
constant feedback. Innovation is a trial-error process. In order to enhance creativity within a group
without undermining individuals’ feelings, a leader needs to dialogue with his/her members and
leave them autonomy and tolerate possible mistakes.
Regarding group satisfaction, the test revealed that Inspirational and Supportive styles of
leadership are the styles mainly adopted by best performers. It is not surprising since both the two
styles emphasize the importance of group in achieving any goal. For instance, an Aggregating
leader creates harmony by developing relationships within his/her members, and s/he encourages
the sharing of ideas and opinions to provide a sense of mutual trust and belonging.
As for the respect of deadline, we found that Aggregating and Democratic styles of
leadership are the most significant ones. In order to get tasks completed on time, often under
pressure and stress, the adoption of resonant styles of leadership seems to assure positive outcomes.
In fact, both Aggregating and Democratic leaders work closely with their teams and keep a constant
dialogue with them. The Aggregating and Democratic styles increase the cohesion of the group
through the harmony and by involving each member of the group. In so doing, they guarantee that
technicians and employees work synchronically, and hence respect the deadlines.
An increasing positive image of the company is, on the contrary, achieved by leaders who
mainly adopt Inspirational and Supportive styles. We expected to find the Inspirational leader
among the best performers. In fact, these leaders have a clear perspective in mind, but they are also
good at to communicate it to others and they create enthusiasm among people.
Finally, the clients’ satisfaction is provided by Aggregating leaders. These leaders promote
harmony among followers and help to solve conflicts since they carefully listen to other people and
they have good communication skills.
In sum, we provided empirical support to previous studies that attempted to understand the
impact of different leadership behaviour on projects’ success (Aga et al., 2016; Gundersen et al.,
2012). We confirmed their results, by enlarging the scope of analysis and showing (i) resonant
leadership styles have an impact on different dimensions of projects. As recently emphasized by
Aga and colleagues (2016) empirical work on leadership in project management contexts are scarce
and it usually considers transformational style of leadership; (ii) we deepen their contribution by
matching and exploring the characteristics of a project to the style of leadership by showing that
each style of leadership (e.g. Inspirational or Supportive) is likely to bring certain results and
thereby to have an impact on the broader organizational context.
Table 4 summarizes the results obtained by Mann-Whitney U test.
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4. Discussion and conclusion
4.1 Theoretical Contributions, Limitations, and Future Research Directions
The development of the Behavioral Leadership Styles Evaluation (BELEADER)
questionnaire has implications for future research on leadership in the workplace. Despite the
attention on the topic in recent years, empirical research on Emotional Intelligence, styles and
leadership has been limited. We might explain this shortage of research with the difficulty to
measure different styles and with the lack of a proper tool. This paper attempts to address this void
by offering a tool that is theory-driven and that provides evidence in terms of reliability and
validity. We found that all six styles (Inspirational, Supportive, Aggregating, Democratic,
Demanding, and Authoritarian) are valid measures to test whether a leader is resonant or dissonant.
The findings of the current study provide an important glimpse into how resonant leadership
provides better performance among employees and followers. As suggested by previous studies,
Emotional Intelligent leadership is fundamental to reach positive outcomes, both at individual and
organizational level (George, 2000; Boyatzis & McKee, 2005). However, with this study we
enlarge the comprehension of leadership effectiveness by showing how different styles of
leadership affects the organizational ecosystem. Moreover, we provided preliminary empirical
evidence that resonant leadership style has more positive outcomes than dissonant leadership styles,
which should be used carefully. In fact, this insight is also confirmed by the Mann-Whitney U test
that proves how, at different degree, resonant leadership styles influence outcomes within
construction sites, a working setting in which relationships among members are complex and
collaboration between leaders and followers is crucial in order to reach a common and positive
result.
This study has its limitations. First, the data which formed the study was less than 150
respondents, as contrarily suggested by Hinkin (1998). Therefore, there is a need to test the validity
in future studies with a larger sample. Second, we only collected self-assessment questionnaire.
Scale validation is a continuous process (Hinkin, 1998; DeVellis, 2003; Walumbwa et al., 2008;)
and we aim to enlarge the sample in order to provide more empirical evidence on the scale. We
thereby maintain that further research is necessary to assess the discriminant, convergent, and
predictive validity of these styles with a much broader range of both sample and different contexts.
We also intend to test whether our results of gender and age are consistent with our preliminary
results. We could also hypothesize that those who are able to master different styles of leadership
also have greater life and career satisfaction.
Furthermore, coherent with recent theorizing on leadership and the idea that resonant
leaders are fundamental in creating a difference among their followers (Boyatzis & McKee, 2005;
Goleman, 2011), we have chosen to develop a scale at the individual level of analysis. This
individual level is not intended to rule out the potential for dyadic, group, or organizational levels of
analysis for a type of more collective styles of leadership. As already encouraged by Walumbwa
and colleagues (2008: 119) there is ‘ample evidence that leadership in general has strong theoretical
and empirical bases to be conceptualized at multiple levels of analysis’. Following the same
reasoning, we assume that different styles of leadership may be used in combination or adopted
differently according to team or the context. Thereby, we ask for further research to examine the
extent to which each style is used and its impact on different contexts. Another further line of
research should concentrate their focus of analysis on the relationship between leadership and
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performance in order to test whether certain styles of leadership (i.e. the resonant ones) have direct
correlation with the performance, both at organizational and individual level. Finally, a fruitful area
of research would consider the analysis of styles of leadership and the distinctive competencies
possessed by leaders. For example, does an inspirational leader possesses more self-awareness,
empathy, and integrity? On the other way around, does an authoritarian leader show more influence
and achievement orientation? The answer to these questions would provide some beneficial insights
to organizations in order to better comprehend the impacts of certain leaders over others.
4.2 Practical implications

This research has practical implications for organizations. In fact, our theoretical model and
measure can serve as a practical means through which organizations seeking to provide resonant
styles of leadership development and training can design programs and interventions, among both
followers and leaders. It has been suggested how Emotional Intelligence can be learned and
improved in adulthood by means of continuous reinforcement (Goleman, 1998; Boyatzis &
Akrivou, 2006). Similarly, we suggest it is beneficial for a leader to understand which kind of style
possesses and in which context to apply it. Given the increasing attention paid to how emotions
affect the organizational environment and employees’ performance (Boyatzis, 2009), our tool may
be timely and relevant to practitioners. Its use could help organizations to identify those leaders that
are dissonant and guide them to shift to a more resonant leadership style.
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Tables
Table 1
The variables employed by other studies to measure different styles of leadership
Construct or dimension of styles of Variable that is significant correlated

Authors Sample
leadership with the style of leadership
San Lam & O’Higgins, 2012. Two large organisations in Transformational leadership Employee Performance
Shanghai, China, on a sample of Organizational Commitment
323 participants, including both Job Stress
managers and subordinate Managers’ Emotional Intelligence
employees.
Densten & Sarros. 2012. 635 Australian CEOs Articulates vision, fostering the acceptance of Years in Position (Negative Correlated)
the group and intellectual stimulation Number of Employees
Provides individual support Emphasis on Rewards
High performance expectations Performance Orientation
Contingent reward Innovation
Self-Deception
Impression Management
Stability
Years in Position
Performance Orientation
Self-Deception
Age
Years in Position
Emphasis on Rewards
Neider & Schriesheim. 2011. 40 undergraduates (juniors and Self-awareness Relational Transparency
seniors) and 32 executive M.B.A Relational Transparency Moral Perspective
Balanced Processing
General Satisfaction
Supervision Satisfaction
Organizational Commitment
Moral Perspective and Supervision
Satisfaction
Balanced Processing
Supervision Satisfaction
16
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Wong & Law. 2002. Students and nonteaching Supervisor’s emotional intelligence Job Perception
employees from a Hong Kong Job Satisfaction
university Organizational commitment
Citizenship Behaviour
Cavazotte, Moreno, Hickmann. 134 midlevel managers from a large Transformational leadership Managerial Experience and Managerial
2012. Brazilian company that operates in Performance
the energy sector Extraversion
Conscientiousness
Openness
Extroversion
Neuroticism (Negative Correlated)
Intelligence
Emotional Intelligence
Gilbert, Horsman and Kelloway. 310 employees Transformational leadership Job Satisfaction
2016.
Alban-Metcalfe & Alimo-Metcalfe, 1,464 male and female managers, Transformational Leadership Job Satisfaction
2000. working in local government
Amundsen & Martinsen, 2014. 87 leaders, who worked in three Empowering Leadership Job Satisfaction
different Norwegian municipalities,
and 412 of their subordinates; a
survey to 1,475 employees working
in a large food company in Norway.
Aga, Noorderhaven, & Vallejo. Survey of 200 development project Transformational leadership Team-Building
2016. managers in the Ethiopian Non-
Governmental Organization (NGO)
de Vries. 2012. 81 leaders with 55 with more than Subordinate-rated leadership Honesty-Humility
one subordinate Ethical leadership
Subordinate-rated leadership Extraversion
Charismatic leadership
Subordinate-rated leadership and Supportive Agreeableness
leadership
Subordinate-rated leadership Conscientiousness
Task-oriented leadership
Gardner & Stough. 2002. Questionnaire to 110 senior level Transformational leadership Emotional Intelligence
managers.
17

Kissi, Dainty, Tuuli. 2013. Survey to 112 project managers in a Transformational leadership Championing Behaviour
UK project-based organization Climate for Innovation
Project Performance
Martin, Liao, & Campbell. 2013. Field experiments in United Arab Directive leadership Satisfaction with Leader
Emirates (95 leaders) Empowering leadership Task Proficiency
Proactive Behaviours
Satisfaction with Leader
Task Proficiency
Palmer, Walls, Burgess, & Stough. Questionnaire to 43 participants Total transformational Idealized Influence (Active)
2001. employed in management roles Idealized Influence (Behavior)
Inspirational Motivation
Intellectual Stimulation
Individualized Consideration
Contingent Reward
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Table 2
Leadership Styles Scale: descriptive statistics and internal consistency reliabilities
Scale M SD a
AG1 5.57 1.22 .86
AG2 5.64 1.22
AG3 5.79 1.12
AG4 5.72 1.19
AG5 5.43 1.46
AG6 5.89 1.11
AUT1 5.11 1.41 .79
AUT2 4.14 1.40
AUT3 2.94 1.60
AUT4 5.04 1.37
AUT5 3.97 1.48
AUT6 4.36 1.61
*DEM1 4.73 1.54 .83
DEM2 5.21 1.38
DEM3 5.33 1.52
DEM4 5.48 1.32
DEM5 4.82 1.40
DEM6 4.92 1.37
S1 5.09 1.44 .88
S1 5.57 1.31
S3 5.17 1.27
S4 4.72 1.36
S5 4.97 1.19
S6 5.06 1.45
D1 5.59 1.14 .83
D2 6.03 1.06
D3 5.83 1.03
D4 6.02 0.96
D5 5.81 0.96
D6 5.75 1.16
I1 5.67 1.23 .81
I2 4.81 1.42
I3 5.43 1.25
I4 4.88 1.23
I5 5.46 1.15
I6 5.26 1.44
* DEM as for Demanding
style of leadership
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Table 3
Descriptives and correlations of study and control variables
Scale M SD 1 2 3 4 5 6 7 8 9 10 11 12 13
1. Aggregating 5.74 .89 -
2. Authoritarian 4.37 1.23 .24** -
**
3. Demanding 5.28 1.01 .40 .63** -
4. Supportive 5.19 1.09 .71** .33** .37** -
** * *
5. Democratic 5.95 0.78 .52 -.18 .22 .47** -
6. Inspirational 5.27 .98 .55** .41** .52** .55** .36** -
* ** *
7. Extroversion 53.91 9.49 .20 .12 .32 .23 -.03 .49** -
8. Agreeableness 55.83 10.31 .14 -.41** -.17 .12 .25* -.03 .19 -
* ** * *
9.Conscientiousnes 55.97 9.36 .20 .16 .32 .22 .18 .23 .09 -.09 -
10. Emotional stab. 49.72 9.76 -.04 -.10 -.20 .07 -.07 .04 .27** .34** -.28** -
* ** * ** ** **
11. Openness 56.36 7.81 .26 -.15 .20 .34 .22 .27 .42 .26 .15 .25* -
12. Gender -.11 -.24* .04 -.16 .05 -.07 .19 -.08 .06 .02 .21 -
13. Age 31 10.18 -.28** -.01 .07 -.33** -.13 -.12 -.04 -.29* -.02 -.25* -.29* .57** -
* p < .05; ** p < .01.
20

Table 4
Leadership Styles Scale: Mann-Whitney U test
Frequency
z-values1 Sig.
average
Profitability
Inspirational 5.37 -2.732 ***
Supportive 5.43 -,109
Aggregating 6.06 -1,213
Democratic 5.96 -2,240 **
Demanding 4.94 -,764
Authoritarian 4.71 -,109
Innovation
Inspirational 5.37 -,089
Supportive 5.43 -1,430 *
Aggregating 6.06 -,810
Democratic 5.96 -,491
Group satisfaction
Inspirational 5.37 -2,368 ***
Supportive 5.43 -2,145 **
Aggregating 6.06 -2,384 ***
Demanding 4.94 -1,563 *
Authoritarian 4.71 -1,439 *
Deadline respect
Inspirational 5.37 -1,190
Aggregating 6.06 -1,348 *
Democratic 5.96 -1,585 *
Positive image of the company

Inspirational 5.37 -1,608 *
Supportive 5.43 -2,264 **
Aggregating 6.06 -1,260
Demanding 4.94 -1,012
Client satisfaction
Inspirational 5.37 -1,309 *
Aggregating 6.06 -1,942 **
Democratic 5.96 -1,310 *
1
Notes: Z-values from Mann-Whitney U Test. *p<0.10; **p<0.05 (one tailed)
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Elena Bruni, Laura Cortellazzo,

Sara Bonesso and Fabrizio Gerli

Leadership style scale:

Working Paper n. 7/2018

Elena Bruni Laura Cortellazzo

Sara Bonesso Fabrizio Gerli

Keywords: leadership, leadership styles, scale validation

Building on prior research and recent conceptualization of Emotional Intelligence and

2.1 Step 1: Item Generation and scale validation

2.3 Sample and procedure

3.2 Relationship with personality traits: convergent validity

3.3 Relationship with demographic variables

3.4 Relationship with other variables: criterion validity

4.2 Practical implications

Construct or dimension of styles of Variable that is significant correlated

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