Handbook of Organization Measurement

Executive Alignment

construct.executive_alignment

Cross-leader dispersion in elicited priorities: each leader's individually stated priorities (e.g., constrained point allocations, slider positions) compared against the leadership-team aggregate. Tight dispersion = the team agrees on what matters; wide dispersion = the team disagrees. Level-dependent: alignment expectations differ by organizational level (what counts as aligned for an executive team differs from middle management). Proposed PA-original construct (provenance: pa-original); psychometric properties unestablished.

How it’s measured operationally

Beyond survey measurement, this construct is also tracked as an operational metric from records:

Executive Alignment Indexsurvey_rollupteam

Per-dimension dispersion of leaders' elicited priorities plus each leader's distance from the leadership-team centroid; tight = aligned, wide = the team disagrees. Level-aware (alignment expectations differ by org level). Proposed (pa-original); no normative benchmarks established.

per-dimension dispersion (e.g., SD / IQR) of elicited priority allocations across N leaders + each leader's distance from the team centroid

· score

§3The math on what we know

Synthesized priors from the live registry: pooled r, studies (k), total N, top study grade, and heterogeneity. Rows flagged for heterogeneity or single-study evidence are directional, not settled — read them as a central tendency.