Leadership Study

Leadership Study
**Deadline: July 15, 2026***

Dear Probation Co-Workers,

Thank you for taking the time to participate in this survey. This study is being conducted as part of my doctoral research and aims to better understand the experiences, challenges, and perspectives of probation professionals. Your input is valuable and will contribute to identifying areas for improvement, strengthening organizational effectiveness, and supporting staff in the field. All responses will remain confidential and will be used for research purposes only. Your participation is greatly appreciated.

Sincerely,

Curtis Chambers
A) Strategic Leadership Questionnaire
Please rate the following on a scale of one to five, as follows:

1 = Rarely
2 = Sometimes
3 = Neutral
4 = Often
5 = Usually
1) I keep the balance between the department's long term perspective and its short-term needs.

1

2

3

4

5

1 is Rarely, 5 is Usually
2) I can be aware of every condition of the organization, without being affected by the daily functional details.

1

2

3

4

5

1 is Rarely, 5 is Usually
3) I compare the possible short-term and long-term consequences of the actions I am considering.

1

2

3

4

5

1 is Rarely, 5 is Usually
4) I am able to accept new approaches and change ideas when new information indicates the need to do so.

1

2

3

4

5

1 is Rarely, 5 is Usually
5) I am looking for opportunities today that can create valuable results tomorrow.

1

2

3

4

5

1 is Rarely, 5 is Usually
6) I challenge my long-standing assumptions and encourage others to challenge theirs as well.

1

2

3

4

5

1 is Rarely, 5 is Usually
7) I can turn strategy into action.

1

2

3

4

5

1 is Rarely, 5 is Usually
8) I can get staff members involved in strategic discussions.

1

2

3

4

5

1 is Rarely, 5 is Usually
9) I understand how the wider political and cultural environment affects the department.

1

2

3

4

5

1 is Rarely, 5 is Usually
10) I maintain a strong understanding of the local, regional, and national context in which our department operates.

1

2

3

4

5

1 is Rarely, 5 is Usually
B) Utrecht Work Engagement Scale
The following 17 statements are about how you feel at work. Please read each statement carefully and decide if you ever feel this way about your job.

If you have never had this feeling, select 0 (zero). If you have had this feeling, indicate how often you feel that way using the numbers 1–6.

Response Scale
0 = Never
1 = Almost Never
2 = Rarely
3 = Sometimes
4 = Often
5 = Very Often
6 = Always
1) At my work, I feel bursting with energy.

0

1

2

3

4

5

6

0 is Never, 6 is Always
2) I find the work that I do full of meaning and purpose.

0

1

2

3

4

5

6

0 is Never, 6 is Always
3) Time flies when I'm working.

0

1

2

3

4

5

6

0 is Never, 6 is Always
4) At my job, I feel strong and vigorous.

0

1

2

3

4

5

6

0 is Never, 6 is Always
5) I am enthusiastic about my job.

0

1

2

3

4

5

6

0 is Never, 6 is Always
6) When I am working, I forget everything else around me.

0

1

2

3

4

5

6

0 is Never, 6 is Always
7) My job inspires me.

0

1

2

3

4

5

6

0 is Never, 6 is Always
8) When I get up in the morning, I feel like going to work.

0

1

2

3

4

5

6

0 is Never, 6 is Always
9) I feel happy when I am working intensely.

0

1

2

3

4

5

6

0 is Never, 6 is Always
10) I am proud on the work that I do.

0

1

2

3

4

5

6

0 is Never, 6 is Always
11) I am immersed in my work.

0

1

2

3

4

5

6

0 is Never, 6 is Always
12) I can continue working for very long periods at a time.

0

1

2

3

4

5

6

0 is Never, 6 is Always
13) To me, my job is challenging.

0

1

2

3

4

5

6

0 is Never, 6 is Always
14) I get carried away when I'm working.

0

1

2

3

4

5

6

0 is Never, 6 is Always
15) At my job, I am very resilient, mentally.

0

1

2

3

4

5

6

0 is Never, 6 is Always
16) It is difficult to detach myself from my job.

0

1

2

3

4

5

6

0 is Never, 6 is Always
17)At my work I always persevere, even when things do not go well.

0

1

2

3

4

5

6

0 is Never, 6 is Always
C) Multifactor Leadership Questionnaire (MLQ)
This questionnaire is utilized to explain the leadership style of your manager. Leave the answer blank if the item is irrelevant or if you are not sure. The questionnaire is anonymous.

Response Scale
0 = Not at all
1 = Once in a while
2 = Sometimes
3 = Fairly often
4 = Frequently, if not always

My manager...
1) Helps me in exchange for my work.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
2) Examines norms critically to check for appropriateness.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
3) Will not intervene unless problems turn severe.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
4) Is attentive to anomalies, wrong doings, compromises, and variances from the norms.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
5) Does not want to be involved when vital problems arise.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
6) Sets a role model/example of his/her expectation of others.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
7) Is absent when needed.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
8) Enables me to solve problems by looking from different perspectives.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
9) Talks positively about the future.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
10) Honors others associated with him/her.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
11) Specifically defines who is liable for attaining performance goals.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
12) Will take action only when things go wrong.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
13) Talks constructively about what needs to be attained.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
14) Talks specifically about the importance of having a compelled feeling of having goal/s.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
15) Allocates time to coaching and teaching.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
16) Clarifies outcomes when performance objectives are attained.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
17) Demonstrates that he/she is a determined advocate; if it is not an important matter, leaves it alone.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
18) Sacrifices for the beneficial of the team.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
19) Regards me as a person rather than just a group member.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
20) Shows that he/she will take action only when problems become chronic.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
21) Portrays behavior that gains my respect.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
22) Focuses on dealing with wrong doings, failures, and complaints.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
23) Beir mindfulness the ethical and moral consequences of decision.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
24) Ensures that achievable goals are set, concrete plans are made, and measurable milestones for projects/programs are established.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
25) Portrays self-confidence and authority.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
26) Conveys a convincing farsightedness of the future.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
27) Points out my mistakes in ensuring standards are met.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
28) Shuns decision making.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
29) Regards me as an individual that has varied abilities, aspirations, and needs compared to others.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
30) Makes it challenging for people to carry out new and innovative methods when doing work.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
31) Assists me in developing my strengths.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
32) Suggests new methods in completing assignments.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
33) Delays response to vital questions.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
34) Portrays the entire picture of what is to be achieved.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
35) Conveys contentment when expectations are met.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
36) Conveys positivity that objectives will be accomplished.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
37) Keeps promises and sticks to obligations.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
38) Utilizes leadership approaches that are fulfilling.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
39) Gets me to do more than expected.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
40) Helps others to be successful and to feel empowered.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
41) Slogs with me in a fulfilling way.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
42) Motivates me to succeed.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
43) Creates a trusting and open environment.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
44) Increases my keenness to strive harder.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
45) Fosters a strong spirit of cooperation, teamwork, ownership, and personal responsibility.

0

1

2

3

4

0 is Not at all, 4 is Frequently/ Always
D) Operational Inefficiency Scale
Response set:

1 = Strongly Disagree
2 = Disagree
3 = Neutral
4 = Agree
5 = Strongly Agree
1) There are unnecessary delays in work processes at this organization.

1

2

3

4

5

1 is Strongly Disagree, 5 is Strongly Agree
2) Our department tends to waste resources like time, labor, or materials.

1

2

3

4

5

1 is Strongly Disagree, 5 is Strongly Agree
3) The working activities are not carried out in a smooth way.

1

2

3

4

5

1 is Strongly Disagree, 5 is Strongly Agree
4) There is often inefficiency among workers in the execution of normal duties.

1

2

3

4

5

1 is Strongly Disagree, 5 is Strongly Agree
5) This department has operations processes that are too demanding to produce results.

1

2

3

4

5

1 is Strongly Disagree, 5 is Strongly Agree
6) The department is also not able to accomplish the activities of the organization fast and efficiently.

1

2

3

4

5

1 is Strongly Disagree, 5 is Strongly Agree
Should be Empty:

Leadership Study

A) Strategic Leadership Questionnaire

B) Utrecht Work Engagement Scale

C) Multifactor Leadership Questionnaire (MLQ)

D) Operational Inefficiency Scale