Tamara Gordeeva1,2, Oleg Sychev 3, Anna Rumyantseva 1, Larisa Marchuk1 1 HSE University, 20 Myasnitskaya Str., Moscow 101000, Russian Federation
2 Lomonosov Moscow State University, 119991, Moscow, Russian Federation
3 Altai State Pedagogical University, Biysk branch, Russian Federation, 659333, Altai Territory, Biysk, ul. Vladimir Korolenko, 53. Although the problem of leadership styles in organizational psychology is quite popular, and relationships with the manager are important for employee motivation, in Russian-language psychodiagnostics there are no valid and reliable psychometric tools for assessing the behavioral styles of managers that can predict the motivation and well-being of employees. Purpose. The aim of the studyis to create a Russian-language questionnaire which describes three styles of interaction between the manager and the employee, which assesses one motivating style — Supportive and two supervisor’s demotivating styles — Frustrating and Indifferent (Huyghebaert-Zouaghi et al., 2023). Method. Using a sample of Russian employees (N = 267, 62% women), it was shown that the adapted Russian version of questionnaire TMIB-S is a valid and reliable measure. To test the convergent validity of the questionnaire, a battery of questionnaires was used, including measures of work motivation, basic psychological needs, persistence, job satisfaction, and work format. Findings. The results of the study showed that, firstly, the three subscales demonstrate satisfactory indicators of internal consistency (Cronbach’s α not lower than 0.78), which confirms its reliability; secondly, the results of CFA show that it reproduces the three-factor structure of the original questionnaire, which indicates its factorial validity; thirdly, direct and inverse relationships of leadership styles with intrinsic and different types of extrinsic work motivation, basic psychological needs, persistence, and satisfaction with management and work speak for the construct validity of the questionnaire. It is shown that supportive interpersonal style is a predictor of autonomous motivation, satisfaction of basic psychological needs, as well as persistence and satisfaction with management. In contrast, frustrating and indifferent styles are predictors of controlled work motivation and low satisfaction with management. Implication for practice. The questionnaire can be used by both researchers and practitioners to assess supervisors’ interpersonal styles and predict the quality of work motivation and well-being of employees.

Citation: Gordeeva T., Sychev O., Rumyantseva A., Marchuk L. (2025) Stili vzaimodeystviya rukovoditelya s sotrudnikom i ikh diagnostika: adaptatsiya novogo instrumenta [Manager’s Interpersonal Style: adaptation of a new diagnostic measure]. Organizational Psychology, vol. 15, no 1, pp. 119-150 (in Russian)

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