جستجوی مقالات مرتبط با کلیدواژه "رهبری تحول آفرین" در نشریات گروه "علوم انسانی"

This study aims to design a transformational leadership model to improve the quality of work life for faculty members at Kabul University. 

The study employed a thematic analysis approach using semi-structured interviews with 15 faculty members from Kabul University. A purposive sampling method was used, and participants were selected via snowball sampling. The data were analyzed using a thematic network approach, categorizing the themes into four overarching areas related to transformational leadership and quality of work life: knowledge development actions, inspirational motivational actions, supportive actions, and strategic and managerial actions. 

The results identified four key areas where transformational leadership positively impacts the quality of work life for faculty members. First, knowledge development actions, including professional development, research initiatives, and training, significantly contribute to job satisfaction. Second, inspirational motivational actions, such as fair treatment, work-life balance support, and financial incentives, were reported to increase motivation and reduce work-related stress. Third, supportive actions from leaders, both on individual and organizational levels, helped foster a sense of belonging and organizational commitment. Lastly, strategic and managerial actions, including international collaborations, recruitment practices, and strategic planning, were seen as essential for creating a dynamic and supportive academic environment. 

Transformational leadership has a profound impact on the quality of work life for faculty members, particularly in terms of professional development, motivation, organizational support, and strategic management. The findings align with previous studies highlighting the importance of transformational leadership in fostering a positive organizational culture and enhancing job satisfaction. Implementing this leadership model in universities can lead to better faculty engagement, satisfaction, and work-life balance, contributing to overall institutional success. Future research should explore the applicability of this model in other educational and organizational contexts.

Today, in the dynamic environment of global competition, despite rapid global changes, in order to survive and achieve competitive success, organizations are increasingly committed to performing knowledge-based activities. predict the changes in the future and be able to direct these changes in the direction of creating the desired performance to build a better future.

In terms of practical purpose, in terms of nature and method, the present research is a descriptive-survey type of research and a correlational type of research. The statistical population of this research is the managers of the second level of police headquarters of West Azarbaijan province, and in order to measure the quality of the conceptual model of research and testing research hypotheses, questionnaires; transformational leadership with 20 questions, (multifactorial leadership (M LQ)), knowledge management with 19 questions, organizational learning with 16 questions, job satisfaction consisting of 13 questions, organizational performance and knowledge creation process including 8 distribution questions It was found that the validity (Krobach's alpha coefficient) was 0.93 and the reliability was 0.94 of the statistics questionnaire and the research questionnaires were distributed. In order to measure the quality of the conceptual model of the research and test the research hypotheses, structural equation modeling and the partial least squares approach were used using Smart PLS software in version 3.

Transformational leadership has a positive effect on organizational performance, knowledge management, knowledge creation process, organizational learning, job satisfaction, and organizational performance, and the knowledge creation process has a positive and significant effect on organizational performance, organizational learning on organizational performance, and job satisfaction on organizational performance. And finally, the mediating role of knowledge management, knowledge creation process, organizational learning and job satisfaction is confirmed at the 99% confidence level and they mediate the relationship between transformational leadership and organizational performance..

Considering the positive impact of transformational leadership on organizational learning, it has increased the level of organizational learning and directly and indirectly on organizational performance through knowledge creation and finally, knowledge management mediates the relationship between transformational leadership and organizational performance, comparing the characteristics of transactional leadership and transformational leadership, and it can be determined that transformational leadership has a greater impact on organizational performance than transactional leadership. Lays.

The purpose of this research was to investigate the impact of transformational leadership and ethical leadership on the sustainable performance of government organizations with the mediating role of organizational culture. The research method was descriptive-survey with emphasis on structural equation modeling. The statistical population of the research consisted of managers and employees of government organizations of Asaluye city (305 people). To determine the sample size, Cochran's formula was used and 170 people were selected as a sample, which was selected using the probability sampling method and specifically the convenience sampling method. The data collection tool was a questionnaire. Data analysis was done with the help of SPSS 22 and LISREL 8 software. The findings of this research showed that the actions of transformational leadership and ethical leadership have a significant impact on the sustainable performance of government organizations with the mediating role of organizational culture. The results of this research showed that transformational leadership has a more significant effect than ethical leadership on the sustainable performance of government organizations with the mediating role of organizational culture.

The current research was conducted with the aim of investigating the relationship between transformational leadership and succession planning by explaining the role of succession planning as a mediator. The descriptive-correlation research method is structural equations. The statistical population included all employees of the General Department of Tax Affairs of East Azarbaijan province. According to Green's method, a sample of 120 people was selected by simple random sampling. The tools of data collection were Siswanto's transformational leadership questionnaires, Prayag et al.'s resilience questionnaires, and Motaghi's and Beheshtifar's successors, whose validity and reliability were confirmed in previous researches. Hypotheses were analyzed with Pearson's correlation coefficient, bootstrap and Sobel tests using SPSS-28 and SmartPLS-4 software. The results of correlation analysis showed that there is a significant positive relationship between transformational leadership and succession and employee resilience (P<0.001). Also, based on the results, there is a significant positive relationship between succession and employee resilience (P<0.001). The GoF index to check the goodness of fit of the model was 0.706 and showed that the drawing model is strongly approved. The results of bootstrap and Sobel test showed that succession has a significant mediating role in the relationship between transformational leadership and employee resilience (P<0.001).

Introduction and goal: 

One of the strategic and vital factors that can encourage the innovative performance of employees is the concept o leadership. Therefore, the main purpose of this research was to investigate the relationship of transformational leadership on innovative performance and the mediation of organizational structure in the first secondary level teachers of Kazerun city.

According to the nature of the research, the research method is descriptive-correlation from the field branch. The statistical population of this research includes all the teachers of the first secondary level of Kazeroon city, numbering 250 people, using Cochran's formula, 151 people were selected as the sample size by simple random sampling method. Bess and Olive (1985) Transformational Leadership Questionnaire, Shepherd's Innovative Performance Questionnaire (2013) and Robbins' Organizational Structure Questionnaire (1989) were used to collect information. The validity of the questionnaires was confirmed by respected professors and their reliability was also confirmed by the initial implementation in a sample of 25 people. The reliability coefficient of the questionnaires for the transformational leadership variable is estimated at 0.849, innovative performance at 0.801, and organizational structure at 0.799.

There is a significant relationship between transformational leadership on innovative performance and mediation of organizational structure in the first secondary level teachers of Kazerun city.

Based on the results of the research, it can be said that transformational leadership increases the potential, determination and culture of innovation in your organization. Also, a suitable organizational structure is a prerequisite for success and innovation and change in the organization.

This research was conducted with the aim of investigating the effect of leadership styles of managers on the academic performance of students in secondary schools in Tabriz. In this study, descriptive-correlation research method was used. The statistical population included all principals and students of secondary schools in Tabriz city in the academic year 1402-1403. A sample of 250 managers and 1000 students were selected using multi-stage cluster sampling method. The research tools included the Multifactor Leadership Style Questionnaire (MLQ) and students' academic performance scores. Data were analyzed using Pearson correlation and multiple regression statistical tests. The results showed that there is a positive and significant relationship between managers' transformational leadership style and students' academic performance (r=0.68, p<0.01). Also, the transformational leadership style could explain 46% of the variance of students' academic performance. The findings of this research can be used in educational planning and development of leadership skills of school principals.

Leadershiphasbeen proposed asa key driver for organizational innovation.Transformational leadershipstyle compared toother leadership styles has become verypopular among researchers in the field of organizationalleadership due to its different approaches to stimulateemployee creativity.Such leaders help their followers to lookat old issues from new perspectives.The current researchaims to deal with the impact of transformational leadership on the creativityand innovation of employeesaccording to themoderating role of the internalmotivation of employees(case study:primary school teachersof one district of Kermanshah).

In terms of purpose, research is part of applied research.This research is based on a questionnaire in terms of applied nature,in terms of quantitative research,in terms of survey strategy and in terms of data collection method.The purpose of applied research is to develop applied knowledge in a specific field,in other words,applied research is directed towards the scientific application of knowledge.In this research,for the theoretical aspect, the library method(articles, internet texts, books, etc)has been used, and the required information has been extracted through questionnaires and data collection in the research field.The statistical population of this research includes all the primary school teachers of the first district of Kermanshah,whose number is1100in the academic year of 2021-2022.The sample size was determined using Morgan's table,270 people.To collect data,the standard questionnaire of transformationalleadership by Bass and Auliou(2000),Kanter's innovation questionnaire(1988),Rendsip's creativity questionnaire(1979)and Tierni et al.'s(1999)internalmotivation questionnaire were used,thevalidityof which was content validity byexperts and The structure was confirmed byaverage variance index and validityof Fornell-Larker and its reliability using Cronbach's alpha.

Transformational leadership has a positive and significant effect on organizational innovation and the correlation coefficient of this relationship is equal to 0.492.Also, transformational leadership has a positive and significant effect on creativity, and the resulting correlation coefficient is equal to 0.548.The effect of transformational leadership on organizational innovation with the mediating role of employee creativity was not significant. Finally, it was concluded thatthe moderating role of the internal motivation variable in therelationship between transformational leadership and creativity variables was confirmed.

Theeffect of transformational leadership on organizational innovation with the mediating roleof employee creativitywas not significant.Finally,it was concluded that the moderatingrole of the internalmotivation variable in therelationship between transformationalleadership and creativity variableswas confirmed.

The Purpose of this Research is to Investigate the Relationship Between Transformational Leadership Capabilities for the Implementation of Superior Organizational Goals. This Research is Descriptive and Correlational. The Statistical Population Includes All the Education Employees of Yazd City in the Number of 118 People who were Determined Using the Karjesi-Morgan Table and the Sample Size was 92 People and were Selected Using Simple Random Sampling Method. The Method Used for sampling is the random method of Quota Type. The Main Tool for Collecting Research Data is a Questionnaire. To Collect Data, A Researcher-Made Questionnaire was Used, the Validity of Which was Confirmed by Professors and the Reliability of the Instrument was Confirmed by Measuring Cronbach's Alpha. In Order to Analyze the Data, descriptive statistics method (Including Mean, Standard Deviation, Etc.) and Pearson's Correlation Coefficient were Used to Test the Hypotheses. The Research Findings Confirm All the Hypotheses and Show that transformational leadership Capabilities Including Ideal Influence, Inspirational Motivation, Mental Persuasion and Individual Considerations have a Positive and Direct Effect on the Implementation of Superior Organizational Goals.

Employees often face stress, burnout, and a traumatic work environment that affects their mental health in the workplace; Therefore, it is necessary to investigate the factors that improve the mental health of employees in the workplace; Therefore, the purpose of this research is to investigate the effect of transformational leadership on the mental health of employees in the workplace with the role of mediating the resilience of human resources.

Since the intended research is based on the collection of numerical data, it is of a quantitative type, in terms of the purpose of the research, it is an applied research in the field of social sciences and organizational behavior, and in terms of data collection, it is a research with a descriptive-survey approach. The statistical population of the research is 404 employees of Namazi Hospital in Shiraz, and the statistical sample size is 197 employees based on Cochran's sample estimation formula. In order to collect data, a questionnaire containing 41 items was used. In order to analyze the data, structural equation modeling method was used using SPSS 22 and LISREL software.

The findings of the research show that transformational leadership has a significant effect on the mental health of employees in the workplace with a significance coefficient of 8.70; transformational leadership has a significant effect on the resilience of human resources with a significance coefficient of 8.74; The resilience of human resources has a significant effect on the mental health of employees with a significant coefficient of 7.52; Finally, health-oriented leadership has a significant effect on employees' mental health with a mediating role of psychological needs of human resources with a significant coefficient of 8.27.

The main goal of this research is to determine the role of self-management skills in organizational inertia with the mediation of transformative leadership in the employees of the Ministry of Sports and Youth.

The current research is considered as part of applied research in terms of its purpose, and in terms of strategy, it is a survey (localization). The statistical population of the current research consists of 830 managers and employees of the Ministry of Sports and Youth. The statistical sample of the research includes 265 managers and employees of the target community. The research tools include the transformational leadership style questionnaire of Bass and Olive (2000) with a Cronbach's alpha coefficient of 0.88, Manz's self-management skills questionnaire (2009) with a Cronbach's alpha coefficient of 0.82, and Goodkin and Alcorn's organizational inertia questionnaire (2008) with a Cronbach's alpha coefficient of 0.95. be In addition, in order to determine the normality of the normal distribution of the data, the skewness and kurtosis test, the homogeneity of variances using the Levine test, comparing the averages with the standard average using the one-sample t test, and determining the effect of the research variables on each other, structural equation modeling was used.

The results of the research showed that the average of self-management skills, transformational leadership and organizational inertia in the Ministry of Sports and Youth is higher than average. At the same time, self-management skills and transformative leadership have a significant effect on the organizational inertia of the Ministry of Sports and Youth.

Also, self-management skills have a significant effect on organizational inertia with the mediating role of transformative leadership in the employees of the Ministry of Sports and Youth, and according to the indicators and outputs of the model, the said model has a good fit.

The main duty of the Faraja command headquarters is to maintain the safety of people in the society. Accordingly, it needs forces that can realize this by relying on their wisdom. Paying attention to the importance of intelligence in the discussion of public security, this research was conducted with the aim of explaining the organizational micro-structural model and its antecedents and consequences in the police headquarters of the Islamic Republic of Iran. the present research method according to the purpose is an applied one; In terms of data collection, it utilizes a descriptive-correlation method; and also, in terms of data type, it was quantitative. The statistical population included the employees of the police command headquarters in Tehran city, which was considered as the sample size of 371 people using the formulas for determining the sample size and stratified random sampling method. In order to collect data, mixed questionnaires were used to measure the variables of job satisfaction, organizational citizenship behavior, transformational leadership, organizational culture, and knowledge management. Also, in order to measure organizational wisdom, the standard questionnaire of Schmidt et al. (2012) was used. Content and construct validity were used to calculate the validity of the questionnaires. Also, reliability was calculated through Cronbach's alpha coefficient and composite reliability. The values ​​of these two coefficients for all research constructs were above 0.7, which indicated the reliability of the measurement tool. The data obtained from the questionnaire were analyzed using descriptive and inferential statistics (structural equation modeling) and SPSS and Lisrel software. The findings showed that based on theoretical foundations, the factors influencing organizational wisdom include: transformational leadership, organizational culture, and knowledge management, as well as the factors influencing organizational wisdom include: job satisfaction and organizational citizenship behavior; Based on the effective and effective factors identified from the theoretical foundations and research background, the research model was presented; The degree of fit of the presented model was suitable according to the identified factors; Also, the findings showed that transformational leadership (0.72), organizational culture (0.47) and knowledge management (0.65) have an effect on organizational wisdom, and organizational wisdom also affects job satisfaction (0.53) and organizational citizenship behavior (60). 0) has an effect. Organizational wisdom not only expresses the ability to effectively choose and apply appropriate knowledge in a specific situation, but also includes the ability to collect, unify and relate this knowledge with acceptable organizational tools.

The study is to present a model for the impact of transformational leadership on the creativity of the Ministry of Sports and Youth staff. It is worth noting that this study was descriptive and correlational. The statistical population was 1171 employees of the Ministry of Sports and Youth that 370 people were randomly selected as the sample. The research tools were: “transformational leadership questionnaires” of Bass and Avolio (2004), “Creativity” of George and Zhou Employees (2001), “Creative Self-Efficacy” of Karwowski et al. (2013) and Dul and Ceylan “Physical Work Environment” (2011). The formal and content validity of the research instrument was confirmed by a group of expert professors and the validity of its structure was confirmed by confirmatory factor analysis based on the structural equation model. The reliability of the questionnaires was also reported using Cronbach's alpha coefficient. To analyze the data, SPSS software, SPASS. Sample Power, Amos and Smart PLS. were used.
The results showed that transformational leadership increases employee creativity. Creative self-efficacy also acts as a mediator and physical work environment as a moderator in the relationship between transformational leadership and employee creativity in the Department of Sports and Youth. Based on the results, it can be said that the managers of the Ministry of Sports and Youth should pay more attention to the physical work environment in the workplace and their management policies, which will increase creativity in employees. The managers should also pay attention to the physical aspects of the physical work environment, which stimulates and enhances the positive mood in employees and makes their thinking more creative.

 Transformational leadership is one of the important prerequisites for achieving flexibility and innovation in organizations. Based on this, in the present study, the impact of transformational leadership on organizational performance is investigated. Cronbach's alpha coefficient was calculated to determine the validity of form and construct validity and to measure the reliability of the questionnaires. Leaders who, by creating new visions, formulating and developing insights and inspiration, cause transformation and innovation, and by motivating followers and creating commitment, responsibility and coordination in them, they use organizational factors and elements in a way that ensures the survival of the organization. and provide the reasons for their growth. The sampling method in this research is simple random sampling and the sample size was determined based on Cochran's formula of 212 people and distributed among the managers of 40 small and medium businesses in Tehran. After completion and collection, the data needed for the research was collected and used using descriptive statistics techniques and SPSS22 software and inferential statistics techniques with the help of Smart PLS3 statistical software with structural equation modeling method. The findings indicate that transformational leadership has an impact on organizational performance.

Transformational leadership is one of the most important factors for the success of organizations and sports teams. Transformational leaders inspire and motivate members by paying attention to their individual needs, which enhances their motivation and performance. On the other hand, team pride can also influence members' loyalty to team activities. The present study aimed to investigate the mediating role of team pride in the relationship between transformational leadership and the loyalty of sports team members. This was a descriptive-correlational study. The study population included all karate athletes in the National Super League in 2023, of which 263 individuals were selected as the sample using non-probability sampling. The measurement tool in this research was a valid questionnaire. The collected data were analyzed in SPSS 26 and Amos 26. The results showed that transformational leadership had a positive effect on loyalty to sports activities and authentic pride, but a negative effect on the hubristic pride of karate athletes. Authentic pride positively influenced loyalty, while hubristic pride was not affected. The mediating effect of authentic pride was confirmed, indicating that transformational leadership through enhancing authentic pride positively affects loyalty to sports activities. The findings suggest that to understand athletes' loyalty, transformational leadership should be displayed in the karate community by respecting athletes' opinions, increasing their autonomy, and improving their authentic pride, which enhances their loyalty to sports activities.

Organizational resilience is a psychological issue that is tied to the efficiency and performance of employees, which can be improved through transformational leadership through a key factor called Subjective well-being. Therefore, the purpose of this study is to investigate the effect of transformational leadership on organizational resilience with the mediating role of Subjective well-being in the +10 police of Kermanshah city.

This research is applied in terms of purpose and descriptive-survey in terms of causal type. The statistical population of the research is all +10 police officers in Kermanshah city. The sample size using Cochran's formula is equal to 157 people and the random sampling method is cluster. The method of field data collection and the required tools are the use of transformational leadership questionnaires by Bass and Auliou (2000), organizational resilience by Prayag et al. (2018) and Subjective well-being (researcher-made). The method of data analysis is descriptive statistics (mean and standard deviation) and Kolmogorov-Smirnov test using Spss26 software and structural equation modeling using Amos24 software.

Statistical results showed that transformational leadership predicts changes in organizational resilience by 34%. Also, transformational leadership explains and interprets employees' Subjective well-being by 35%. Finally, Subjective well-being accounted for 23% of changes in organizational resilience. The findings of the general research hypothesis using the Sobel test showed that transformational leadership has a significant and positive effect on organizational resilience with a coefficient of 2.640 and a significance level of 0.008 through the Subjective well-being variable.

To improve organizational resilience, transformational leadership can be used, which is accelerated by Subjective well-being.

One of the vital drivers of excellence and transformation of organizations is the leadership. Knowing how leadership is exercised by outstanding leaders with extraordinary performance and achievements can help to develop this superior capability in various organizations. This research has been done with the aim of conceptualizing and designing a quiddity-oriented model of Shahid Mansour Sattari's leadership style. This research is applied, interpretative and inductive, and has been done with a qualitative approach. The data purposefully selected analyzed through Glaserian Emerging Grounded Theory. The provided model consists of three main interconnected layers. The first layer shows his practices of leadership, which includes the main categories of arena-based leadership, modeling the way, human resource empowerment, and encouragement. The second layer (transformational and innovational leadership) represents the most important distinguishing features of his leadership and the result of the first layer. Transformational leadership includes the categories of challenge-orientating, continuous transformation and excellence, infrastructural and institutional transformations, and cultural transformation. Innovative leadership also includes creative removal of limitations, optimal utilization of capacities, promotion of creativity and innovation, and innovative achievements. The third layer of this leadership style is visionary, which represents how to draw and share the ideal of national and organizational self-sufficiency, organizational excellence, and scientific and technological self-sufficiency in order to promote air power and national authority. Accordingly, Shahid Sattari's leadership style represents a model that has been able to make significant innovative and transformational achievements in line with the vision of self-sufficiency. This leadership style has been successful and effective both in crisis situations and during organizational transformation and improvement. The promotion and application of this model can provide valuable knowledge for the development of the leadership ability of managers and help to understand how to achieve extraordinary results by organizational leaders.

The increase in global competition and the need for diverse skills and innovation in doing things are the driving forces for prioritizing teamwork in organizations. Implementing and using work teams has become one of the most common changes in today's complex and dynamic environments. In such a way, dealing with complex problems requires the collective development of creative and innovative solutions and the creation of teamwork relationships. In the auditing profession, the importance of teamwork has been demonstrated. In this connection, using transformational leadership by managers and supervisors can have many benefits, including coordination between members, reducing emotional conflict, reducing conflict regarding allocating resources and responsibilities, and increasing collective commitment. Therefore, The quality of team interactions of independent auditors (including coordination, cohesion and involvement of team members). This research is a survey-descriptive type of research. In terms of the goal, it is also considered applied research in such a way that the researcher seeks to reach information that can solve a problem by using it. In the discussion of the scope of the research, there are three types of thematic, temporal and spatial domains. The subject area of this research is the effect of transformational leadership on the quality of team interactions with independent auditors. On the other hand, this research was conducted in 2022 since it seeks to explain the influence of the leadership behaviors of managers and supervisors among all the employees of auditing institutions that are members of the Certified Public Accountants Society of Iran and their data was collected through a questionnaire and analyzed using structural equation techniques. The results of the descriptive statistics of the research variables show that 1. Managers and supervisors almost implement transformational leadership in their institutions because, on the 5-point Likert scale, the variable of transformational, servant and moral leadership of the manager and supervisor is higher than the average of "3" (respectively, "3.442" and "3.509") so that the T statistic for all variables has a significant difference at the 95% level from the average. 2. The T statistic of team coordination and cohesion has a significant difference at the 95% level with the average of "3" (respectively, 8.25 and 7.38); therefore, there is relatively good coordination and cohesion among the members of the audit team. 3. The T-statistic of team engagement has a significant difference at the 95% level with the mean of "3" (-9.52), which indicates a relatively low engagement among audit team members. 4. Average audit team members, tenure and age of auditors are approximately 5, 5 and 34 years respectively. It should be noted that the measurement accuracy increases when the data's standard deviation is less. In this connection, according to the standard deviation obtained in table number 2, the standard deviation of all research variables is close to 1, indicating their measurement's good accuracy. Finally, in the range of 5 Likert options, the minimum and maximum limits of the respondents to all research variables were 1 and 5, respectively. Since auditors do not work separately, it is essential to know the people, tasks and environment of auditors because of their effect on their performance. As the importance of teamwork has been proven in the auditing profession, auditing firms are organizations with professional services that build their activities as a team. This is because the complex tasks involved in audit work require using different competencies and perspectives of team members. Therefore, considering the importance of teamwork, the effect of transformational leadership on the quality of team interactions was investigated in this research, the results are described below. The results of the research show that managers and supervisors who use the suggestions of team members, dedicate time to guide and train subordinates, emphasize the importance of foresight and achieve goals, and influence the emotional, psychological and behavioral states of team members, can cause coordination, reducing possible misunderstandings and improving commitment among your team members. The current research was done to help institutions, managers, supervisors and legislative bodies in the auditing profession. In this regard, according to the results of the test of research models that indicated the effect of transformational leadership on the quality of team interactions, including cohesion, involvement and coordination of team members, the use of transformational leadership by managers and supervisors can bring many benefits, including coordination between members, Reducing the emotional conflict, reducing the conflict regarding the allocation of resources and responsibilities, will lead to an increase in the sense of collective commitment. Therefore, it is suggested that managers and supervisors use transformational leadership mechanisms that include: allocating time to guide and train subordinates, using the suggestions of team members, emphasizing the importance of foresight and achieving goals, and influencing the mental, emotional and behavioral states of team members be used in order to create effective communication with team members and influence their behavior. Finally, it should be noted that this research faced the following limitations.2. There is a possibility of potential bias of managers and supervisors in connection with self-reporting.Because part of the information was collected through cyberspace, the researcher did not directly monitor the correctness of the answers provided by the sample subjects.

The purpose of this study is to Investigating the effect of Leader behaviors on the employees' voice behavior with the mediating role of Relational Identification and Work Engagement. The population is employees' of Water and Sewerage Company in Ahwaz city. 269 people were examined as a statistical sample. The research is applied in terms of purpose and regarding the data collection the research is descriptive. Data were collected by simple random sampling method. The data collection tool was a questionnaire and its validity was confirmed by the discriminant validity and convergent validity was confirmed and the reliability of the questionnaire was confirmed by using Cronbach's alpha coefficient and construct reliability (CR). hypotheses were tested using Pearson correlation coefficient and structural equation modeling . The results of the test of research hypotheses show that ethical leadership significant effect on Work engagement, relational Identification and employees' voice behavior. Transformational leadership significant effect on work engagement, relational Identification and employees' voice behavior. Work engagement and relational Identification significant effect on and employees' voice behavior. The role of partial mediation of work engagement and relational Identification in the effect of ethical leadership and transformational leadership on employees' voice behavior was was confirmed.

The aim of this research is to study and examine the relationship between Transformational Leadership and Organizational Citizenship Behavior with the Mediator role of Psychological Ownership.The research method in terms of applied purpose and the nature of the research is descriptive -correlative. The population consists staff of Ports and Maritime Organization Busher Province. Cochran's formula was used to determine the sample size and 242 people were selected as a sample. Data collection was based on three questionnaires of transformational leadership, organizational citizenship behavior, and psychological ownership, whose Cronbach's alpha coefficients were 0.93, 0.83, and 0.95, respectively. Data were analyzed with use of Structural Equation Modeling (SEM) and Results showed that Transformational leadership has a direct and indirect effect on Organizational Citizenship Behavior through Psychological Ownership. Transformational leaders can increase individual awareness by changing the attitude and strengthening the sense of ownership towards the organization, and by creating cognitive and emotional attachment between the individual and the goal, they can influence the individual's behavior and provide the necessary ground to facilitate the organizational process and increase organizational citizenship behavior.