The high values ​​of the CR coefficients indicate the high composite reliability of the constructs. Based on the high values ​​of the Cronbach alpha coefficient, we found a high internal consistency of the constructs. The convergent validity of the constructs is based on the AVE value, which exceeds 0.5 for all constructs of the first and second order. In addition, all values ​​of standardized regression coefficients or factor weights (λ) are higher than 0.5.

For constructs in the structural JB model, we also achieved discriminant validity since the SIC values ​​are low and do not exceed the AVE value for any construct. The SIC values between the “Reality and Reason” (RR) construct and the remaining constructs in the modified JB model indicate their interconnection.

Table: Verification of discriminant validity of constructs in the JB model – SIC and AVE values

   

RR

EPR

IH

EAR

 

AVE

0.87

0.74

0.66

0.83

RR

0.87

       

EPR

0.74

0.43

     

IH

0.66

0.38

0.09

   

EAR

0.83

0.36

0.23

0.16

 

RR – reality and reason; A – authenticity; EPR - employee personality respect; IH – internal honesty; EAR – employee achievement recognition

The values ​​of the suitability indicators indicate that the structural JB model is suitable. From the point of view of absolute suitability indicators, the model appears to be suitable since the GFI value is 0.902. In addition, the RMSEA value is lower than the valid value, amounting to 0.047. Incremental suitability indicators exceed the valid values ​​and are higher than 0.95.

Table: Suitability indicators of the JB model

Indicator

Valid values

Actual values

χ2

 

4.377

Df

 

801

P

> 0.05

0.00

Standard χ22/df)

≤ 3.00

5.465

GFI

≥ 0.90

0.902

RMSEA

≤ 0.05

0.047

NFI

≥ 0.90

0.951

CFI

≥ 0.90

0.959

TLI

≥ 0.90

0.956

PNFI

≥ 0.60

0.885

The leader “Reality and Reason” construct, defined by the constructs of Authenticity (A), Commitment to Cooperation and Progress (development) (CCP), and Morality and Strength (MS), is the only construct in the modified model that has a direct impact on sickness absence. The constructs of Employee Personality Respect (EPR), Internal Honesty (IH), and Employee Achievement Recognition (EAR) indirectly affect employee sickness absence through the perception of the leader as real and reasonable.