relationship between reliability and validity

The findings were discussed based on the literature and some suggestions were made based on the findings. Lastly, empowering school leadership enhances organizational commitment, which in turn teachers' job performance. On the other hand, organizational commitment boosts job performance. The findings indicated that empowering leadership is positively associated with teachers' job performance and organizational commitment. Since the data did not satisfy the multivariate normal distribution assumption, bootstrapping was used. On the other hand, the fit indices regarding the measurement model satisfied the cutoff values in the literature. However, a measurement can be reliable without being. Unlike criterion validity, discriminant validity assesses the relationship between the concept under study and other concepts which have no relevance to it. Therefore, an unreliable measurement cannot be valid. The findings indicated that validity and reliability of scales were ensured. While validity is associated with accuracy, reliability is all about consistency.

Before testing the structural model, the validity of the scales and measurement model was investigated. Predictive relationships between variables were revealed using a structural equation model. They were employed through convenience sampling and responded to the scales online.

The sample consisted of 324 teachers working in different cities in Turkey. Data were collected through the 'Empowering Leadership Behaviors Scale', 'Organizational Commitment Scale' and 'Job Performance Scale'. To this end, it employed a cross-sectional design, one of the quantitative methods. This study investigates the mediating role of organizational commitment on the relationship between principals' empowering leadership and teachers' job performance.

Relationship between reliability and validity