Abstract

The present study explored the incremental validity of distributed leadership. We measured a goodness-of-fit model for distributed leadership; analyzed the discriminant and concurrent validities for distributed leadership, participative leadership, and collective leadership; and examined four proposed hypotheses. The study sample consisted of 557 vocational high school faculty members from Taiwan. Five different scales for each leadership type, overall job satisfaction, and affective commitment were used. Confirmatory factor analysis (CFA), χ2, and hierarchical regression were used to analyze the data. There were four major findings. The distributed leadership scale demonstrated excellent goodness of fit for the model. All leadership types had discriminant validity. All aspects of each type of leadership were significantly correlated with outstanding concurrent validity. Finally, empirical support was found for all four proposed hypotheses.