<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>0123-5923</journal-id>
<journal-title><![CDATA[Estudios Gerenciales]]></journal-title>
<abbrev-journal-title><![CDATA[estud.gerenc.]]></abbrev-journal-title>
<issn>0123-5923</issn>
<publisher>
<publisher-name><![CDATA[Universidad Icesi]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0123-59232022000200151</article-id>
<article-id pub-id-type="doi">10.18046/j.estger.2022.163.4763</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Innovational Leadership: A new construct and validation of a scale to measure it]]></article-title>
<article-title xml:lang="es"><![CDATA[Estilo de Liderazgo para la Innovación: Presentación de un nuevo constructo y validación de una escala para medirlo]]></article-title>
<article-title xml:lang="pt"><![CDATA[Estilo de Liderança para Inovação: apresentação de um novo construto e validação de uma escala para medi-lo]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Contreras]]></surname>
<given-names><![CDATA[Francoise]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Espinosa]]></surname>
<given-names><![CDATA[Juan Carlos]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Dornberger]]></surname>
<given-names><![CDATA[Utz]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad del Rosario School of Management and Business ]]></institution>
<addr-line><![CDATA[Bogotá ]]></addr-line>
<country>Colombia</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad del Rosario School of Management and Business ]]></institution>
<addr-line><![CDATA[Bogotá ]]></addr-line>
<country>Colombia</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Leipzig University International SEPT Competence Center ]]></institution>
<addr-line><![CDATA[Leipzig ]]></addr-line>
<country>Germany</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>06</month>
<year>2022</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>06</month>
<year>2022</year>
</pub-date>
<volume>38</volume>
<numero>163</numero>
<fpage>151</fpage>
<lpage>160</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_arttext&amp;pid=S0123-59232022000200151&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_abstract&amp;pid=S0123-59232022000200151&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_pdf&amp;pid=S0123-59232022000200151&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract Due to the current highly competitive business environment, companies need committed employees with innovative behaviors who contribute to innovation in the company. In this regard, we propose the construct Innovational Leadership, a specific style of leadership that promotes such manners. Likewise, we present the process of construction and validation of the Innovational Leadership Scale (ILS-16) through three sequential studies analyzing psychometric properties. These studies were conducted with different samples for a total of 367 employees. The results demonstrated that the ILS-16 is a valid and reliable unidimensional scale for assessing the proposed construct. This study involves scholars who will have the possibility to build new models, and also managers because ILS-16 constitutes a practical tool to measure innovational leadership in their companies. JEL classification: M12.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen Dado el entorno empresarial actual, altamente competitivo, las empresas necesitan empleados comprometidos, que tengan comportamientos innovadores y que contribuyan a la innovación de la organización. En este sentido, proponemos el constructo Liderazgo para la Innovación, un estilo específico de liderazgo que promueve comportamientos innovadores en los empleados. Asimismo, presentamos el proceso de construcción y validación de la Escala de Liderazgo para la Innovación (ILS-16, por su sigla en inglés), a través de tres estudios secuenciales, analizando sus propiedades psicométricas. Los estudios se realizaron con diferentes muestras, para un total de 367 empleados. Los resultados demostraron que la ILS-16 es una escala unidimensional válida y confiable para evaluar el constructo propuesto. Este estudio tiene implicaciones para los académicos que tendrán la posibilidad de construir nuevos modelos y para los gerentes, en tanto que la ILS-16 constituye una herramienta práctica para medir el liderazgo para la innovación en sus organizaciones.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo Dado o ambiente de negócios altamente competitivo de hoje, as empresas precisam de colaboradores comprometidos, com comportamentos inovadores e que contribuam para a inovação da organização. Nesse sentido, propomos o construto &#8220;Liderança para a Inovação&#8221;, um estilo específico de liderança que promove comportamentos inovadores nos colaboradores. Da mesma forma, apresentamos o processo de construção e validação da Escala de Liderança em Inovação (ILS-16, Innovation Leadership Scale), por meio de três estudos sequenciais, analisando suas propriedades psicométricas. Os estudos foram realizados com diferentes amostras, totalizando 367 funcionários. Os resultados demonstraram que a ILS-16 é uma escala unidimensional válida e confiável para avaliar o construto proposto. Este estudo tem implicações para acadêmicos que terão a oportunidade de construir novos modelos e para gestores, pois o ILS-16 é uma ferramenta prática para medir a liderança da inovação em suas organizações.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[Innovational leadership]]></kwd>
<kwd lng="en"><![CDATA[individual innovation]]></kwd>
<kwd lng="en"><![CDATA[leadership]]></kwd>
<kwd lng="en"><![CDATA[innovative work behavior]]></kwd>
<kwd lng="en"><![CDATA[test constructions]]></kwd>
<kwd lng="en"><![CDATA[test validation]]></kwd>
<kwd lng="es"><![CDATA[liderazgo para la innovación]]></kwd>
<kwd lng="es"><![CDATA[innovación individual]]></kwd>
<kwd lng="es"><![CDATA[liderazgo]]></kwd>
<kwd lng="es"><![CDATA[comportamiento innovador en el trabajo]]></kwd>
<kwd lng="es"><![CDATA[construcción de escalas]]></kwd>
<kwd lng="es"><![CDATA[validación de escalas]]></kwd>
<kwd lng="pt"><![CDATA[liderança para a inovação]]></kwd>
<kwd lng="pt"><![CDATA[inovação individual]]></kwd>
<kwd lng="pt"><![CDATA[Liderança]]></kwd>
<kwd lng="pt"><![CDATA[comportamento inovador no trabalho]]></kwd>
<kwd lng="pt"><![CDATA[construção de balanças]]></kwd>
<kwd lng="pt"><![CDATA[validação de esca]]></kwd>
</kwd-group>
</article-meta>
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