Development and validity of the compassionate leadership skills and self efficacy scale (cl-ses) 　9th International Congress of Coaching Psychology 2019

1. Development and validity of
the Compassionate Leadership
Skills and Self-efficacy Scale
(CL-SES)
YOGA TOKUYOSHI
9th International Congress of Coaching Psychology 2019

2. Objective
The purpose of the present study was
to develop the Compassionate
Leadership Skills and Self-efficacy
Scale (CL-SES) and to examine its
reliability and validity using a classical
test theory,
an item response theory and
a correlation analysis.

3. The CL-SES (Total 12 items)
has 4 subscales;
leadership of compassion and encourage skills
The CL-SES (Total 12 items) has 4 subscales;
①Compassionate Leader Skills (3 items),
②Encourage Leader skills (3 items),
③Support for Acceptances (3 items),
④Support for Criticisms (3 items).
The CL-SES was developed using examples from the
Compassion approach based on Compassion focused
therapy, Mindfulness theories and Positive Psychology.
【Development of Scale】

4. Parallel Analysis Scree Plot
◆Parallel
Analysis
Scree Plot（1.0）
Parallel analysis
suggests that
the number of
factors = 4
The number of
components = 2
This test was
selected 4
factors.

5. The Compassionate Leadership Skills and Self-efficacy Scale
(CL-SES)
Compassion
Leadership Skills
(CL)
Q01: I can kindly care team members, when they had difficult
experiences.
Q02: I can kindly care team members, when they had painful
emotions.
Q03: I can forgive and take care team members when they failed.
Encourage
Leadership Skills
(EL)
Q04: I can encourage team members, when they had bitter
experiences.
Q05: I can encourage team members, when they had painful
emotions.
Q06: I can encourage team members not to make the same mistake in
other situations when they failed.
Support for
Acceptance (SA)
Q07: I can support team members to accept the experiences as they
are, when they had bitter ones.
Q08: I can support team members to accept the emotions as they are,
when they had painful ones.
Q09: I can support team members to accept the failure as it is, when
they failed.
Support for
Criticisms (SC)
Q10: I can support team members not to criticize more than
necessary, when they were upset by suffering hardships.
Q11: I can support team members not to criticize them more than
necessary, when things went wrong.
Q12: I can support team members not to criticize them more than
necessary when they failed.

6. Factor Name Item SA SC ELC CLS
Compassionate
Leadership Skills
(CLS)
CL01 0 .01 -.03 .98
CL02 .02 -.02 .04 .91
CL03 .03 .29 .15 .45
Encourage
Leadership Skills
(ELC)
CL04 -.02 .01 .93 .02
CL05 -.01 -.01 .97 0
CL06 .23 .08 .58 .01
Support for
Acceptance (SA)
CL07 .85 -.01 .02 .02
CL08 .93 -.03 -.01 .01
CL09 .88 .05 0 -.01
Support for
Criticisms (SC)
CL10 -.04 .84 .03 0
CL11 .03 .84 .01 -.01
CL12 .01 .91 -.03 .02
Exploratory factor analysis

7. •CFI=.968,TLI=.956 RMSEA=.088 N= 1549
F4:
Support
from
criticisms
F1:
Compassion
leader Skills
F2:
Encourage
leader Skills
F3:Support for
Acceptance
Confirmatory factor analysis
(Maximum likelihood）

8. ■Item Cluster Analysis
Cluster fit = 0.94 Pattern fit = 0.97 RMSR = 0.11
Item by Cluster
Structure matrix
Item CL
CL01 .82
CL02 .83
CL03 .80
CL04 .83
CL05 .83
CL06 .78
CL07 .75
CL08 .75
CL09 .77
CL10 .68
CL11 .71
CL12 .73

9. Results
Factor M SD α Ht
Compassionate
Leadership Skills (CLS) 12.1 2.7 .92 .80
Encourage Leadership Skills
(EL) 11.4 2.9 .92 .82
Support for Acceptance
(SA) 10.9 2.9 .92 .82
Support for
Criticisms (SC)
11.9 2.6 .90 .78
Study１ Web Survey，Subject: N= 1549
Mean age= 28, SD=10 （Man:667名，Woman:882名）

10. ◆Gender difference（t-test，Cohen’s d)1
Compassionate Leadership Skills
Woman: N= 882, M= 12.4(SD=2.5)
Man: N = 667, M= 11.7(SD=2.9)
t = 4.744, df = 1547, p = 0.000,
Cohen‘s d : 0.243 (Small)
There are gender differences in this scale.
Encourage Leadership Skills
Woman: N = 882, M= 11.8（SD = 2.7）
Man: N = 667, M = 11.0（SD= 3.1）
t = 5.213, df = 1547, p = 0.000
Cohen‘s d : 0.267(Small）

11. ◆Gender difference（t-test，Cohen’s d)2
Support for Acceptance
Woman: N= 882, M= 11.1(SD=2.7)
Man: N = 667, M= 10.6(SD=3.1)
t = 3.058, df = 1547, p = 0.002,
Cohen’s d : 0.157 (Small)
There are gender differences in this scale.
Support for Criticisms
Woman: N = 882, M=12.1（SD = 2.6）
Man: N = 667, M = 11.8（SD= 2.7）
t = 2.290, df = 1547, p = 0.02,
Cohen‘s d : 0.118(Small）

12. Team psychological safety (Edmondson,1999)
It was analyzed in the CL-SES by adding a
simple evaluation question item.
①If you make a mistake on this team, it is often held against you.
②Members of this team are able to bring up problems and tough
issues.
③People on this team sometimes reject others for being different.
④It is safe to take a risk on this team.
⑤It is difficult ask other members of this team for help.
⑥ No one on this team would deliberately act in a way that
undermines my efforts.
⑦Working with members of this team, my unique skills and talents
are valued and utilized.
Edmondson,A(1999). Psychological Safety and Learning Behavior in Work
Teams, Administrative Science Quarterly, Vol. 44, No. 2, pp. 350-383 12

13. Correlation analysis
All ***p<.001
Team Psychological Safety
Compassionate
Leadership Skills (CLS) .33
Encourage Leadership
Skills (EL) .39
Support for Acceptance
(SA) .30
Support for
Criticisms (SC) .32
13
N= 1549
Team Psychological Safety

14. Big5 Personality Test
The Big Five personality traits, also known
as the five-factor model (FFM) and the
OCEAN model, is a taxonomy for
personality traits.
14
①Openness to experience (inventive/curious vs. consistent/cautious)
②Conscientiousness (efficient/organized vs. easy-going/careless)
③Extraversion (outgoing/energetic vs. solitary/reserved)
④Agreeableness (friendly/compassionate vs. challenging/detached)
⑤Neuroticism or Emotional instability
(sensitive/nervous vs. secure/confident)
Rothmann S, Coetzer EP (24 October 2003). "The big five personality
dimensions and job performance". SA Journal of Industrial Psychology. 29.
doi:10.4102/sajip.v29i1.88.

15. CL-SES and Big 5 Personality
Extroversion
Emotional
instability
Conscient
iousness
Agreea
bleness
Openness
Compassionate
Leadership
Skills (CLS) .39 .23 .26 .45 .32
Encourage
Leadership
Skills (EL)
.45 .25 .32 .45 .37
Support for
Acceptance (SA) .35 .27 .26 .36 .34
Support for
Criticisms (SC) .25 .31 .20 .31 .2915
All ***p<.001N= 1549
Correlation analysis

16. The Crisis Leader Efficacy in
Assessing and Deciding (C-LEAD)
scale, to further research on this
important topic.
C-LEAD captures the self-efficacy of
an individual to perform two critical
crisis leader behaviors, assessing
information and making decisions, in
the face of the ambiguity, high stakes,
and urgency present in crises.
1 factor, 9-items
The Crisis Leader Efficacy in Assessing and
Deciding (C-LEAD) scale (Hadly et al.,, 2011)
Hadley, C.N., Pittinsky, T. L., Sommer, S. A., & Zhu, W. (2011) Measuring
the efficacy of leaders to assess in-formation and make decisions in a
crisis: The C-LEAD Scale. The Leadership Quarterly, 22, 633-648.

17. The Crisis Leader Efficacy in Assessing and
Deciding（C-LEAD）Scale Japanese Version
C-LEAD-J
Compassionate
Leadership Skills (CLS) .25
Encourage Leadership
Skills (EL) .38
Support for Acceptance
(SA) .36
Support for
Criticisms (SC) .25
N=8398 All ***p<.001
Correlation analysis

18. Brief Resilience Scale（BRS）（Smith, et al., 2008）
•Brief Resilience Scale (BRS) is a
self-rating questionnaire aimed
at measuring an individuals’
ability to “bounce back from
stress” (Smith et al., 2008).
【Item sample】
※Q01 : I tend to bounce back quickly after hard times
※Q03: It does not take me long to recover from a stressful event.
※Q05: I usually come through difficult times with little trouble.
Smith, B. W., Dalen, J., Wiggins, K., Tooley, E., Christopher, P., & Bernard, J. (2008). The brief resilience
scale: assessing the ability to bounce back. International journal of behavioral medicine, 15(3), 194-200.

19. Two-Item Self-Esteem scale （TISE）
（Minoura ＆ Narita, 2013）Japanese only.
The TISE consists of two aspects of self-
esteem concept: one is a self-evaluation,
and the other is a self-acceptance.
①自分にはいろいろな良い素質があると思う
(I think I have various good capabilities.)
②自分のことを好ましく感じる
(I feel I love myself.)
箕浦有希久，成田健一（2013）２項目自尊感情尺度の開発および信頼性・妥当性の検討．感情心理学研究，21(1)：37-45
Minoura & Narita(2013), The development of the Two-Item Self-Esteem scale (TISE), Japanese Journal of Research on emotions 21(1),37-45
19

20. CL-SES, Self-esteem and Belief-Resilience
Self-esteem Belief-Resilience
Compassion
Leadership Skills
(CL)
.25 .28
Encourage
Leadership Skills
(EL)
.37 .39
Support for
Acceptance (SA) .25 .30
Support for
Criticisms (SC) .30 .38
N= 228 All ***p<.001
Correlation analysis

21. Discussion
■The CL-SES showed excellent internal
consistency (4 Factors,α= .90–.92) in a
sample of 1549 Japanese individuals.
■Criterion-related validity was also
determined among Big 5, BRS, TISE, Team
Psychological Safety，C-LEAD-J.
■The results of this study confirmed the
reliability and validity of the proposed
scale for evaluating in Japanese individuals.
■However, it will be necessary to conduct a
psychological experiment and Intervention
based on Compassion approach (Ex:
Intervention or Cognitive experiment). 21