To test the Theory of Group Power within Organizations, an instrument called the “Sieloff-King Assessment of Departmental Power” (Sieloff, 1996) was developed and, subsequently, revised to the Sieloff-King Assessment of Group Power within Organizations (SKAGPO) (Sieloff, 1999). The SKAGPO is a thirty-six item instrument and composed of eight subscales, one for each of the components of the Theory of Group Power within Organizations (Sieloff, 1999). The number of items per subscale varies: a) three (Communication Competency, Role), b) four (Nurse Leader’s Power Competency, Goal/Outcome Competency, Position),
c) five (Power Perspective), d) six (Resources), and
e) seven (Controlling the Effects of Environmental Forces).
The power capacity level of a group is identified by the total score, resulting from the scores on the subscales of: a) controlling the effects of environmental forces,
b) position, c) resources, and d) role. The level of actualized power of a group is identified by the total score, resulting from a nurse leader’s scores on the subscales of: a) power capacity, b) communication competency, c) goals/ outcomes competency, d) nurse leaders’ power competency, and e) power perspective.
Self-report is considered to be a valid assessment strategy based on King’s (1981) definition and discussion of ‘perception’. King believes that an individual’s perception is valid and real and that their actions are based on these perceptions. As a result, an individual’s perception is to be respected by others. Thus, a nurse leader’s self-reported perceptions can be used as a valid indicator of their group’s power capacity and actualized power.