جستجوی مقالات مرتبط با کلیدواژه « job characteristics » در نشریات گروه « علوم انسانی »

One of the most important leadership styles to better understand and support employees is empathic leadership style. Employees are faced with stressful and high-pressure job situations, and to overcome this problem, the present research has used the concept of empathic leadership and self-regulation as an effective solution. Therefore, this research was conducted with the aim of investigating the effect of empathic leadership on the excellence of employees' resilience with the mediating role of self-regulation and moderating job characteristics among airport employees in South Khorasan province.

This research is descriptive-correlational in terms of practical purpose and in terms of data collection method. The statistical population of this research was 136 employees of the airports of South Khorasan province, of which 101 people were selected as a statistical sample by stratified random sampling. To collect information, Kak et al.'s empathic leadership questionnaire (2019), Miller and Brown's (1999) self-regulation questionnaire, Connor and Davidson's resilience questionnaire (2003) and Oldham and Hockman's job characteristics questionnaire (1976) were used. To check the validity of the tool, while using standard questionnaires, its face validity by experts and convergent and divergent validity were also confirmed. Cronbach's alpha reliability coefficient for empathic leadership questionnaire equal to 0.79, occupational characteristics questionnaire equal to 0.83, resilience questionnaire equal to 0.73 and self-regulation questionnaire was calculated to be about 0.78. In order to examine the research hypotheses, the structural equation model with the partial least squares approach was used, and SPSS21 and Smart PLS software were used to analyze the data.

The findings showed that empathic leadership enhances the resilience of employees through self-regulation. Also, empathetic leadership has a significant effect on self-regulation, and the effect of self-regulation on employee resilience is also significant. But empathic leadership does not have a significant direct effect on resilience, and the effect of empathic leadership on employee resilience was not confirmed due to the moderating role of job characteristics.

According to the findings of this research, managers by using an empathic leadership style and through improving the self-regulation of employees, can strengthen their resilience in various organizational events.

The study is to design a diversity-based human resource management model in order to benefit from the talents of elite youth for Iranian governmental organizations. This research was of a qualitative approach and the content analysis method and Glaser approach were used as the research method. The method of data collection was study of theoretical foundations and in-depth and open interviews with 20 people, including all experts in the field of human resources in 4 governmental agencies of the General Directorate of Taxation (Mining Organization), Ministry of Interior (Regulatory Organization), Ministry of Guidance (Symbolic Organization) and the general offices of Bank Melli (Distribution Organization) which were identified as a statistical sample based on the purposeful selection of 20 people (5 people from each organization). All 20 people in question announced their readiness to participate in the research. The validity and reliability of the obtained codes were confirmed. For data analysis, continuous comparison method was used during the three stages of open, axial and selective coding using Maxi Code Pro software. The data analysis showed that 36 concepts and 4 categories (core code) are among the components affecting diversity-based human resource management in order to benefit from the talents of elite youth for Iranian governmental organizations. These components include individual characteristics (in the center of the model), job characteristics, organizational characteristics, and finally, in the outermost part of the model, the characteristics of managers. This means that managers of governmental organizations are very important in human resource management in order to benefit from the talents of elite youth for governmental organizations.

Studies show that procrastination is one of the most influential variables in employee performance, and organizations always seek to reduce this negative parameter among their employees. Based on this, the purpose of this research is to investigate the mediating role of job satisfaction in order to investigate The effect of job characteristics on the procrastination of readiness employees in the strategic navy of the army has been.

This research is applied in terms of purpose and descriptive in terms of implementation method, and standard questionnaires of job satisfaction, job characteristics and employee satisfaction were used to collect information. The statistical population of the research includes all the readiness employees in the strategic navy of the army, and the sample size was determined by using Cochran's relationship and considering the predetermined coefficient, and 242 people were selected by simple random method. In order to determine the validity of the content of the collection tool Information has been used from experts' point of view and the reliability of the data collection tool has been confirmed using the Credrichardson coefficient.

Investigations showed that procrastination leaves adverse consequences for the individual and the organization, such as a decrease in performance and overall productivity of the logistics system, suspension of operational departments, reduction of employee motivation, increase in absenteeism and relocation, and delay in performing job duties. The person is a waste of time and a person's negative attitude towards the service environment is one of them

The results showed that all the components of job characteristics are effective on employee procrastination and according to the obtained statistical parameters, this effect is the opposite.

Knowing the effective factors in the efficiency and optimization of the physical education lesson from the teachers can help to improve the planning, implementation and evaluation of this lesson. It is clear that not paying attention to the opinions of this influential group can double the existing problems in the field of physical education in schools of East Azarbaijan province. The purpose of this study was to investigate the effect of job characteristics and self-efficacy on the efficiency of physical education teachers in Tabriz city. The current research is applied in terms of purpose and descriptive in terms of method, which was conducted as a survey. The statistical population will be made up of all the teachers of East Azarbaijan Province, whose number is 27722 according to the announcement of the General Department of Education of the province. The size of the population investigated by inquiry from the General Department of Education of East Azarbaijan province was 27722 people and the sample size was 384 people from this society. Therefore, according to the prediction made and taking into account a percentage for the non-return of questionnaires, a larger number of questionnaires were distributed, and in the end, a valid questionnaire was collected during the research period by sending it to teachers online. And finally, 286 questionnaires were analyzed completely and flawlessly. In order to study and investigate the objectives of the research, out of four questionnaires of demographic information, teachers' self-efficacy questionnaire was prepared by Feltz et al., and Hockman and Oldham's job characteristics questionnaire (1975) and standard employee efficiency questionnaire were prepared by Hajizadeh in 2014 according to the standard The existence of questionnaires and its frequent use in numerous researches, the validity of the questionnaires was confirmed and their reliability was also confirmed by conducting a test on 30 members of the research community and calculating Cronbach's alpha coefficient of 0.901, 0.969 and 0.977 respectively. To analyze the data at the level of descriptive statistics from frequency tables and graphs and percentage of frequency, mean and standard deviation and at the level of inferential statistics from Kolmogorov Smirnov tests to determine the normality of data distribution and onesample t-tests, Pearson correlation and structural equations to test research hypotheses. SPSS version 24 and SmartPLS version 3 statistical packages were used. The obtained results showed that according to the results of the sample T-Tech test, job characteristics and efficiency among the teachers of Tabriz city are in a good condition. The results obtained from the research hypotheses showed that a direct and significant relationship was observed between job characteristics and efficiency, and a direct and significant relationship was observed between job characteristics and the feeling of self-utility. Finally, the findings showed that according to the path coefficient and T values, it can be said that job characteristics and self-efficacy have a direct and significant effect on the efficiency of physical education teachers in Tabriz city (P<0.05).

Considering the role and importance of job characteristics in the further development of job design, the purpose of this research was to investigate the main characteristics of the occupation of official football agents in Iran with the help of Jacko’s (2004) enriched model of job characteristics.

The methodology behind the research study was based on a survey through developing a questionnaire with the objective of the practical application of its outcome. The population of the study was based on carefully selecting from the limited number of Iranian official football agents available. The participants consisted of all official Iranian football agents (18 people), who responded to the purposefully designed occupational questionnaire based on Jacko’s model (2004). The validity of the questionnaire was confirmed by 10 experts and its reliability was calculated as 0.91. Independent one-way ANOVA was used to analyze the collected data representing demographic characteristics and their differences.

According to the official football agents’ viewpoints, all the elements of the main characteristics of the job were of acceptable importance.  Among these elements, the importance of work, identity, independence, and skill diversity were prioritized in order. The findings of this research revealed that the meaningfulness of a job predicts the consequences of satisfaction with the amount of growth, internal motivation of the job, and efficiency.

According to the results of the present research, problem-solving and independence in a job are less apparent in the official agents’ jobs. It was also found that among the three new variables that were added to the components of Oldham and Hackman's (1976) job characteristics, only “Problem Solving” had a significant relationship with “Responsibility for The Results”. Finally, the official agents regarded this profession as bearing responsibility, technically demanding, valuable, and vitally important.

One of the important areas in which attention to psychological aspects is a basic need is organizations whose workforce is composed of individuals. One of the factors that make a difference between people is the personality types of people. Considering the basic psychological types when choosing a profession allows for more effective decisions in this area. Job characteristics are also very important in choosing a job, creating satisfaction and motivation in employees.

The purpose of this study was to investigate the role of personality types and job characteristics on job motivation of Fateb employees.

This was a descriptive and correlational study. In such researches, the relationship of one or more variables with each other or predicting the criterion variable is investigated using predictor variables that have the role of an independent variable.

The results showed that among the personality traits, the relationship between conscientiousness and extraversion of personality with job motivation was positive and significant at the level of 0.01. There was a significant negative relationship between neuroticism and job motivation at the level of 0.05. There was a positive relationship between job characteristics and job motivation at the level of 0.01. The relationship between conscientiousness factor and job motivation was positive and significant at the level of 0.01, also the relationship between neuroticism and job motivation was negative and significant at the level of 0.05, it was concluded that job characteristics Positively and meaningfully mediates the positive face and the effect of neuroticism on job motivation.

In light of recent economic trends, organizations face an inevitable need to invest in human resources to maintain their competitive edge. The presence of competent employees with professional knowledge and skills serves as a key factor in creating a competitive advantage for auditing firms. Acknowledging that employees serve as the most vital and fundamental assets of auditing institutions, it becomes imperative to address a fundamental concern within the auditing profession i.e., the inclination of auditors to quit the profession. Referred to as "brain drain," the phenomenon has the potential to pose a significant threat to the overall quality and credibility of the auditing profession. This study aims to investigate and assess the primary factors that impact the intention of auditors to quit the auditing profession in Iran.

This is a quantitative study conducted in 2021. Initially, a comprehensive review of the research literature to extract was conducted to identify the main components contributing to the intention to exit the auditing profession. Subsequently, a research questionnaire was designed using exploratory factor analysis to identify the factors influencing auditors' decision to leave the profession. Finally, a path analysis was done to examine the impact of each factor on auditors' intention to quit the profession. The target population comprised the auditors in auditing firms affiliated with the Association of Official Accountants in Iran, excluding senior supervisors, managers, and partners who may possess distinct reasons for intending to leave the auditing profession despite their expertise and competence. The estimated population size in 2021 was 3,481 individuals, and the sample size was determined to be 346 individuals using the Cochran formula.

According to the statistical analyses carried out in this study, factors such as auditing remuneration, future career prospects, job characteristics, and organizational support have a significant and positive impact on the intention to depart from the auditing profession. However, factors such as adherence to professional ethics by partners and managers, as well as commitment, demonstrate a significant influence on the intention to leave the profession.

This study emphasizes the importance of addressing specific factors to retain skilled and committed professionals in auditing firms and reduce their intention to exit the profession. To effectively mitigate the intention to exit the auditing profession, it is essential to address auditing remuneration under the rates approved by the Iranian Association of Official Accountants, foster a forward-looking mindset, embrace innovative technologies and approaches, cultivate a positive vision for the profession's future, and enhance the work environment and organizational support. These measures, once implemented, lead to an improvement in the quality of audit reports.

The purpose of this study was to investigate the effect of authentic leadership on individual performance with respect to job characteristics and emotional commitments of staff in the education department of Guilan province. The research is applied in terms of purpose and descriptive. The statistical population of the study is the staff of the Guilan Education Organization, which was selected as a sample by cluster sampling method based on Cochran's formula. The data collection tool was a questionnaire that was used to measure authentic leadership from Avolio et al. (2007), Moody et al. (1990), Hockman & Oldham (1980), Job Performance of Staple et al. (1999). In order to analyze the data, the structural equation modeling method based on the partial least squares approach was used by Smart PLS3 statistical software. Findings showed that authentic leadership has a significant effect on emotional commitment and individual performance of employees of the Guilan Education Organization. The effect of emotional commitment on the individual performance of the staff of the Guilan Education Organization was also confirmed. It was also found that emotional commitment has a mediating role in the impact of authentic leadership on individual performance of employees and the moderating role of job characteristics variable in the impact of authentic leadership on individual performance of employees of Guilan Education Organization was also confirmed.

The aim of this study was to investigate the effect of fear of corona on social evasion with the mediating role of job characteristics of employees of government organizations in the city. The type of research is applied in terms of purpose and descriptive-correlation in terms of method.

The statistical population consisted of 863 employees of government organizations in the city that 266 people were selected as a sample through the Cochran's rule. Data collection tools include the George (1992) Social Avoidance Questionnaire, the Hack and Oldham Occupational Characteristics Questionnaire (1976), and the Corona Alipour et al.'s (2015) Anxiety Inventory. Structural pattern analysis and hypothesis testing were performed by structural equation modeling using SPSS and LISREL software.

The test of research hypotheses showed that there is a relationship between fear of corona and social evasion, social evasion and job characteristics as well as fear of corona and job characteristics. There is significance at the 95% confidence level. According to the data analysis, there is a significant relationship between the variables of fear of Corona with social dodging and job characteristics. It was also found that at the 95% confidence level, the variable of fear of Corona has a significant effect on employees' social avoidance through the mediation of job characteristics.

The results of this study show that by controlling Corona fear in employees, their social avoidance can be reduced; In the meantime, paying attention to job characteristics can affect its intensity.

In order to achieve its high goals, the police force organization needs to attract and trained knowledgeable and efficient human resources. The purpose of this article is to acquaint those interested in entering as well as personnel with the characteristics of the police profession, its attractions and inconveniences, as well as to introduce the necessary skills to do this job.

The method of this qualitative research is content analysis. Participants in the study included all employed staff and students studying at Amin Police University in 1399. Purposeful sampling was performed by considering the variety of age, service history, rank, position, level of education and field. Data were collected through semi-structured in-depth interviews. Interviews were conducted with 20 participants in the form of 10 questions until theoretical saturation was achieved. The basic themes were used to determine the organizing themes and extract the comprehensive themes, and finally the network of themes was drawn and the final model was designed.

During the research stages, 9 job characteristics, 12 job unpleasantness and 5 categories of skills for the Iranian police were obtained, which were drawn and presented in the form of a final model.

Without paying attention to these nine characteristics and acquisition of five categories of skills, the police force organization will not achieve its goals and it is necessary to strengthen and update existing programs in these areas

The study is to test the model of job characteristics and work-leisure conflicts with physical activity leisure time attitudes in staff of Youth and Sport Ministry. The study was a descriptive study of structural equation modeling and is considered as an applied research in terms of purpose. The statistical population was consisted of the staff of Ministry of Sports and Youth (890 people). The minimum statistical sample was selected based on Cochran's formula of 268 people using simple random sampling method. In this study, the standard questionnaires of work-leisure conflicts with leisure time, job strain, segmentation culture and leisure behavioral attitude were used.  The results of structural equation modeling showed that work stress and fatigue-based conflict are of no significant effect on attitudes toward leisure with an emphasis on physical activity. However, the effect of segmentation culture on leisure attitude with significant emphasis on positive physical activity and time-based conflict on leisure attitude with emphasis on negative physical activity was significant. In order to improve the attitude towards leisure time, it is suggested that the managers of the Ministry of Sports and Youth to emphasize on physical activity among the employees and hold sports and entertainment programs during the week and in various sports as conferences and family events.

The purpose of this study was to investigate the role of job factors, constructive organizational climate and extra-organizational factors on the transfer of learning with the mediating role of learning transfer mechanisms on the consequences of learning. The research method was descriptive-survey and based on structural equations. The statistical population of the study included all managers, faculty members, staff, experts and human resources specialists of Ferdowsi University of Mashhad who were employed in the year 2019-2020. This number includes 1881 people. The study sample was determined based on Morgan table 225. A researcher-made questionnaire based on a 5-point Likert scale was used to collect data. Content and construct validity of questionnaires were confirmed by several management and factor analysis experts. To analyze data from questionnaires. The results showed that job characteristics and constructive organizational climate have a positive and significant relationship on the transfer of training, but the role of extra-organizational factors do not have a positive and significant relationship on active participation in education transfer. Also, active participation in education has a positive and significant relationship on the mechanisms of learning transfer and transfer mechanisms have a positive and significant relationship on the consequences of learning transfer. Transfer strategies as a mediating variable have an indirect and significant relationship between constructive climate and job characteristics on the consequences of transfer

The purpose of this research was the role of mediators of job motivation in the relationship between job characteristics and job procrastination among employees of Islamic Azad University, Arsanjan branch.

The research design is descriptive and correlational, and the statistical population of this research is the employees of the Islamic Azad University of Fars province. were evaluated. SPSS software and correlation and regression coefficients were used to analyze the research data.

Based on the research hypothesis, the results showed that: all dimensions of job characteristics are significant and inverse predictors of job procrastination. In other words, with the increase of these characteristics, occupational procrastination shows a decrease. Also, among the dimensions of job characteristics, only the job identity dimension was able to predict job motivation; That too in reverse.

In the end, the research findings did not confirm the mediating role of job motivation in the relationship between job characteristics and job procrastination. This finding confirms the disconfirmation of the main hypothesis of the research regarding the relationship between the constructs of job characteristics, job motivation and job procrastination.

This study was carried out to investigate the relationship between job characteristics, perceived organizational justice, and organizational commitment among the staff of the Ministry of Education in Mazandaran Province. The design of this descriptive, applied research was correlational. The statistical population of the study consisted of all employees of the General Directorate of Education in Mazandaran Province in 2017 (340 individuals). The sample size was determined based on Krejcie and Morgan table and 181 employees were randomly selected via stratified sampling method. The instruments comprised the Job Diagnostic Survey (Hackman & Oldham, 1976), Organizational Justice Scale (Colquitt, 2001), and Organizational Commitment Questionnaire (Allen & Meyer, 1990). The face validity of the questionnaires was confirmed by experts. The obtained alpha coefficients for the reliability of the questionnaires were 0.76, 0.83, and 0.79, respectively. For the purpose of data analysis, descriptive and inferential statistics (Pearson correlation and multivariate regression) were utilized. The results demonstrated that there was a significant, positive relationship between job characteristics and employees’ organizational commitment. Furthermore, there was a significant, positive relationship between organizational justice and organizational commitment of the staff. According to the results of regression analysis, each of the components of job characteristics and perceived organizational justice had a different predictive power for organizational commitment of the employees.

The present study was conducted with the aim of identifying and prioritizing the variables forming the successors of leadership in the headquarters of the Disciplinary Command of Qazvin Province. Leadership successors have questioned the need for leadership; in such a way that some of the conditions such as job, individual and organizational characteristics can be considered as a successor to the leadership of the organization and make it impossible for the manager to lead the task.  

The research method is mixed in terms of data nature and applied in terms of purpose. The population of the study includes texts, as well as 10 academic experts in the field of human resource management, whose opinions were used to identify the types of leadership successors. The statistical population of the quantitative section also includes senior managers of the Qazvin Police Headquarters and its statistical sample consists of 7 senior managers of the police force who were selected by judicial sampling method. Also in this study, data collection was performed by distributing a questionnaire. The qualitative analysis method was the thematic analysis method and Mikhailov's hierarchical method was used to rank the data. The validity of the questionnaire was verified through formal and content validity and its reliability was assessed by calculating the discrepancy rate.

This study, while identifying the types of leadership successors in the police force, showed that by prioritizing the variables that make up the leadership model, the police force will reduce the presence and role of leadership in the organization. Prioritization of these factors includes: value characteristics, organizational characteristics, job characteristics and individual characteristics.

The current study aimed to Structural Analysis of School Administrators Performance Based on Professional Ethics in Health Promoter Schools. The quantity method and descriptive correlation was employed. The study population consisted of all the administrations of school of health promotion schools in East Azerbaijan province and the sample of the study was 291 subjects according to Morgan table. To measure the variables, the Bahagir (2011)'s the administrations of school questionnaire, Hackman & Oldham (1980) job characteristics questionnaire, and the researcher-made questionnaire of the administrations of school performance were used. The content validity of the researcher-made questionnaire was confirmed by experts and its reliability was estimated as 0.953 by Cranach’s alpha. The results of structural equation modeling showed that the administrations of school performance based on Healthy scholarship was predicted by mediating their job characteristics. (P<0.01). There is also a significant relationship between the performance of the administrations of school with Healthy scholarship and job characteristics. (P<0.01). Regarding the role of Healthy scholarship in the performance of health educators, it can be said that promoting Healthy scholarship of the administrations of school can facilitate the achievement of the goals of health promotion schools and promote the health of students. The current study aimed to Structural Analysis of School Administrators Performance Based on Professional Ethics in Health Promoter Schools. The quantity method and descriptive correlation was employed. The study population consisted of all the administrations of school of health promotion schools in East Azerbaijan province and the sample of the study was 291 subjects according to Morgan table. To measure the variables, the Bahagir (2011)'s the administrations of school questionnaire, Hackman & Oldham (1980) job characteristics questionnaire, and the researcher-made questionnaire of the administrations of school performance were used. The content validity of the researcher-made questionnaire was confirmed by experts and its reliability was estimated as 0.953 by Cranach’s alpha. The results of structural equation modeling showed that the administrations of school performance based on Healthy scholarship was predicted by mediating their job characteristics. (P<0.01). There is also a significant relationship between the performance of the administrations of school with Healthy scholarship and job characteristics. (P<0.01). Regarding the role of Healthy scholarship in the performance of health educators, it can be said that promoting Healthy scholarship of the administrations of school can facilitate the achievement of the goals of health promotion schools and promote the health of students. The current study aimed to Structural Analysis of School Administrators Performance Based on Professional Ethics in Health Promoter Schools. The quantity method and descriptive correlation was employed. The study population consisted of all the administrations of school of health promotion schools in East Azerbaijan province and the sample of the study was 291 subjects according to Morgan table. To measure the variables, the Bahagir (2011)'s the administrations of school questionnaire, Hackman & Oldham (1980) job characteristics questionnaire, and the researcher-made questionnaire of the administrations of school performance were used. The content validity of the researcher-made questionnaire was confirmed by experts and its reliability was estimated as 0.953 by Cranach’s alpha. The results of structural equation modeling showed that the administrations of school performance based on Healthy scholarship was predicted by mediating their job characteristics. (P<0.01). There is also a significant relationship between the performance of the administrations of school with Healthy scholarship and job characteristics. (P<0.01). Regarding the role of Healthy scholarship in the performance of health educators, it can be said that promoting Healthy scholarship of the administrations of school can facilitate the achievement of the goals of health promotion schools and promote the health of students. The current study aimed to Structural Analysis of School Administrators Performance Based on Professional Ethics in Health Promoter Schools. The quantity method and descriptive correlation was employed. The study population consisted of all the administrations of school of health promotion schools in East Azerbaijan province and the sample of the study was 291 subjects according to Morgan table. To measure the variables, the Bahagir (2011)'s the administrations of school questionnaire, Hackman & Oldham (1980) job characteristics questionnaire, and the researcher-made questionnaire of the administrations of school performance were used. The content validity of the researcher-made questionnaire was confirmed by experts and its reliability was estimated as 0.953 by Cranach’s alpha. The results of structural equation modeling showed that the administrations of school performance based on Healthy scholarship was predicted by mediating their job characteristics. (P<0.01). There is also a significant relationship between the performance of the administrations of school with Healthy scholarship and job characteristics. (P<0.01). Regarding the role of Healthy scholarship in the performance of health educators, it can be said that promoting Healthy scholarship of the administrations of school can facilitate the achievement of the goals of health promotion schools and promote the health of students. The current study aimed to Structural Analysis of School Administrators Performance Based on Professional Ethics in Health Promoter Schools. The quantity method and descriptive correlation was employed. The study population consisted of all the administrations of school of health promotion schools in East Azerbaijan province and the sample of the study was 291 subjects according to Morgan table. To measure the variables, the Bahagir (2011)'s the administrations of school questionnaire, Hackman & Oldham (1980) job characteristics questionnaire, and the researcher-made questionnaire of the administrations of school performance were used. The content validity of the researcher-made questionnaire was confirmed by experts and its reliability was estimated as 0.953 by Cranach’s alpha. The results of structural equation modeling showed that the administrations of school performance based on Healthy scholarship was predicted by mediating their job characteristics. (P<0.01). There is also a significant relationship between the performance of the administrations of school with Healthy scholarship and job characteristics. (P<0.01). Regarding the role of Healthy scholarship in the performance of health educators, it can be said that promoting Healthy scholarship of the administrations of school can facilitate the achievement of the goals of health promotion schools and promote the health of students.

The aim of this study is modeling principals’ instructional leadership through school culture, empowerment and job characteristics of teachers in their job engagement. The study method is structural equation modeling and for this purpose five research tool known as a Principal Instructional ManagementRating Scale by Hallinger and Wang (2015), school culture survey by Gruenert (2005), Job Diagnostic Survey by Hackman and Oldham (1975), Psychological Empowerment Questionnaire by Spreitzer (1995) and Job Engagement questionnaire by Schaufeliand Baker (2003) was used for data collection. This survey was administered to 250 subjects whom selected through stratified sampling method. The results showed that the model fit the data. (RMSEA=0. 067, CFI =0. 99, GFI=0. 87) and the relationship between educational leadership and job engagement is mediated by school culture, empowerment and job characteristics of teachers.The finding that the direct relation between instructional leadership and work engagement was non-significant in the model and the first hypothesis was not sup ported, is because of some probable gaps between employees and leadership.The positive association of instructional leadership and school culture reveals nessesary attention to cultural requirements before any change of approach. And those principals who can't shape a new culture often fail. Therefore, principals need to work harder at articulating the basis of reform and at creating interest among teachers in engaging in education. One of the more powerful influences a leader can have on followers is in the ‘management of meaning’ as leaders define and shape the ‘reality’ in which followers work.School culture has role in increasing teachers’ psy chological empowerment. So school culture which is based on open communica tion and flexibility allows teachers to participate in decision making and ex press their opinions and support feedback and this in turn, will increase work engagement. When leaders thus increase employees’ degree of authority, deci sion-making and accountability, share information and support, develop and coach employees for innovative performance, employees will experience feel ings of control. When individuals feel that their inputs are valued and that they make a meaningful contribution to the business strategy (impact), they will feel more engaged. Empowerment needs cultural background to make employees ready to accept new responcibilities. In other words the effectiveness of empowerment among different cultures is variable. For instance in low power-distance cultures it is more effective. So organizations need to define empowerment and consider it in their statement of mission as a cultural component and then commencing to internalize new culture. This procedure reqires changing the attitude of either employees and whole system and considering empowerment strategy of organization according to the needs and culture of all those who are involved. Since managers are mostly characterised as being the decision makers, empowerment strategies need to start where the power lies, at the top. Given the increasing complexity of the global environment, it is no longer con ceivable for managers to be the source of all knowledge; therefore, managers need to consult and involve workers in the decision-making process as opposed to merely expecting worker compliance.It is suggested for school principals to take educational leadership approach in their management. Principals as instructional leaders can develop positive and collaborative school culture by helping teachers to improve their capability of collective leadership, collaborating each other and creating common vision. They can be effective in increasing meaningfulness through inspiring worthiness of work and organizational goals and explanation of social influence of teachers’ activities.