Leadership in Response to the COVID-19 Pandemic: Adaptive and Authentic Leadership During Uncertainty and Chaos Faced by Accountants.

Thank you for participating in our research. Your participation in this study is highly valued. It will contribute to a deeper understanding of the role of leadership in addressing the challenges Accountants face in times of uncertainty and chaos.
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Giving of Consent

I have read this consent form, and I understand what is being requested of me as a participant in this study. I freely consent to participate. I have been given satisfactory answers to my questions. The investigators provided me with a copy of this form. I certify that I am at least 18 years of age.
Print your name *
Date Date*
Participants Signature*

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Are you over the age of 18*

YesNo
How long have you been a licensed Certified Public Accountant*

0 - 5 years5 - 10 years10 - 15 years15 - 20 years20 plus years
1. To what extent did the COVID Pandemic affect your professional activity?*

Not at allSlightlyModeratelySignificantlyExtremely
2. How challenging was it to meet professional deadlines during the COVID-19 pandemic?*

Very EasyEasyModerateDifficultEvery Difficult
3. Rank the difficulty level you experienced communicating with associates/clients before the COVID-19 pandemic.*

Very EasyEasyModerateDifficultEvery Difficult
4. Rank the level of difficulty you experienced communicating with associates/clients during the COVID-19 pandemic.*

Very EasyEasyModerateDifficultEvery Difficult
5. I can list my three greatest weaknesses.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
6. My actions reflect my core values.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
7. I seek others’ opinions before making up my own mind.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
8. I openly share my feelings with others.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
9. I can list my three greatest strengths.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
10. I do not allow group pressures to control me.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
11. I listen closely to the ideas of those who disagree with me.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
12. I let others know who I truly am as a person.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
13. I seek feedback as a way of understanding who I really am as a person.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
14. Other people know where I stand on controversial issues. *

Strongly disagreeDisagreeNeutralAgreeStrongly agree
15. I do not emphasize my own point of view at the expense of others. *

Strongly disagreeDisagreeNeutralAgreeStrongly agree
16. I rarely present a “false” front to others. *

Strongly disagreeDisagreeNeutralAgreeStrongly agree
17. I accept the feelings I have about myself.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
18. My morals guide what I do as a leader.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
19. I listen very carefully to the ideas of others before making decisions.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
20. I admit my mistakes to others. *

Strongly disagreeDisagreeNeutralAgreeStrongly agree
21. When difficulties emerge in our organization, I am good at stepping back and assessing the dynamics of the people involved.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
22. When events trigger strong emotional responses among employees or clients, I use authority as a leader to resolve the problem.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
23. When people feel uncertain about organizational change, they trust I will help them work through the difficulties.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
24. In complex situations, I can get people to focus on the issues they are trying to avoid. *

Strongly disagreeDisagreeNeutralAgreeStrongly agree
25. When employees or clients struggle with decisions, I tell them what I think they should do.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
26. During times of difficult change, I welcome the thoughts of others.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
27. In difficult situations, I sometimes lose sight of the “big picture.”*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
28. I remind people to follow the organization’s policies when they struggle with value questions.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
29. When people begin to be disturbed by unresolved conflicts, I encourage them to address the issues.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
30. I challenge people to focus on the “hot” topics during organizational change.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
31. When employees or clients look to me for answers, I encourage them to think for themselves.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
32. Listening to group members with radical ideas is valuable to me. *

Strongly disagreeDisagreeNeutralAgreeStrongly agree
33. When I disagree with someone, I have difficulty listening to what the person is saying.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
34. When others are struggling with intense conflicts, I step in to resolve the differences.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
35. I have the emotional capacity to comfort others as they work through intense issues.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
36. When people try to avoid controversial organizational issues, I bring these conflicts into the open.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
37. This leader encourages my employees or clients to take initiative in defining and solving problems.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
38. I am open to people who bring up unusual ideas that seem to hinder the group’s progress.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
39. In challenging situations, I leader like to observe the parties involved and assess what’s really going on.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
40. I encourage people to discuss the “elephant in the room.”*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
41. People recognize that I have the confidence to tackle challenging problems.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
42. I think it is reasonable to let people avoid confronting difficult issues.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
43. When people look to me to solve problems, I enjoy providing solutions.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
44. I have an open ear for people who don’t seem to fit in with the rest of the group.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
45. In a difficult situation, I will step out of the dispute to gain perspective.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
46. I thrive on helping people find new ways of coping with organizational problems.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
47. People see me as someone who holds steady in the storm.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
48. In an effort to keep things moving forward, I let people avoid troublesome issues.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
49. When people are uncertain about what to do, I empower them to decide for themselves.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
50. To restore equilibrium in the organization, I try to neutralize the comments of out-group members.*

Strongly disagreeDisagreeNeutralAgreeStrongly agree
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