جستجوی مقالات مرتبط با کلیدواژه "humility" در نشریات گروه "مدیریت"

Today, industrial companies are very responsible for the environmental consequences, and attention to factors that destroy and pollute the environment is very important for manufacturing and industrial companies. The purpose of this research is to investigate the role of leadership humility on employees' green loyalty with the mediating role of moral push. This study has been conducted in terms of applied purpose, descriptive type and survey method. The statistical population in this study is 105 employees of Parmida company in Semnan city. In order to analyze the data, partial least squares method and Smart PLS-2 software were used. Convergent validity was used to measure validity, and Cronbach's alpha was used to measure reliability, and its coefficient is greater than 0.7 for all research constructs. The obtained results indicate that leadership humility has a positive and significant effect on employees' green loyalty. Also, the positive and significant effect of leadership humility on moral impulse was confirmed. Also, the moral flip has a positive and meaningful role on the green loyalty of employees. Finally, the results of this research showed that moral flip plays a mediating role between leadership humility and employees' green loyalty.

One of the effective factors on the occurrence of employees' ethical behaviors is the existence of spirituality in the work environment and humility of leaders. Therefore, the purpose of this study is to investigate the effect of leaders' humility on the moral behaviors of followers with the mediating role of spirituality in work.

The present study is applied in terms of purpose, descriptive in terms of data collection. The statistical population of the study include 370 employees of Payame Noor University of Mazandaran who use Cochran's formula and sampling method. A sample class of 113 people was randomly selected. The research tool was a standard questionnaire whose validity was confirmed by content validity method and its reliability was confirmed by Cronbach's alpha. In this research, the structural equation modeling approach and Amos software were used to analyze the data.

The research findings consisted of four hypotheses that all hypotheses were confirmed at 95% error level.

The authors of the survey conclude that leaders 'humility has a positive and significant effect on spirituality in the workplace and work ethic of followers. Also, spirituality in the workplace has a positive effect on employees' work ethic. And paying attention to the humility of managers and supervisors towards employees; Therefore, according to the present hypothesis, it can be concluded that organizations can increase the ethical behaviors of employees by promoting the components of organizational spirituality.

Humility is one of the fundamental virtues mentioned in most philosophical, religious, and, scientific texts. Recently, as the base of virtue, it has also gained a special place in organizational and management studies. The purpose of this research is to provide a comprehensive view of the concept of humility in the content of organization and management. In this exploratory mixed-method research, in order to understand the concept of humility, in the content of organization and management, the researchers used grounded theory strategy (GT) and to validate the indicators and concept, survey strategy was used. For this purpose, 12 human resources managers working in the banking industry in Iran were interviewed. Through coding techniques, the key concepts were identified and categorized. Data collection was done through distributing questionnaires to 200 employees and the collected data were analyzed using confirming factor analysis. Finally, the organizational humility was modeled within three areas: cognitive aspect related to knowledge and ontology, affective aspect related to attitude and epistemology, and behavioral aspect related to observing the pragmatism methodology. The results of the study, confirming the validity of the instrument, showed that the understanding of the bank's managers of humility is supported by espoused theories and theory in use, but the epistemic and content barriers prevented the maximum use of this competence.

Public organizations in order to maintain and increase organizational trust generally need kinds of leadership style that focus on peoples’ need and interest. On the other hand, trust building is the most important aspect of servant leadership. So, servant leadership can be right solution for employees mistrust in public organizations. This paper aims to study the impact of servant leadership on employees’ organizational trust. Conceptual model of this research is based on literature review. Respondents of this study are selected by simple random sampling method that includes 186 employee's data analysis done through descriptive and inferential statistics like T test, K-S test, Pearson correlation, simple regression, confirmatory factor analysis and path analysis via LISREL Software. The results of this study supported all hypotheses. Results showed average levels of organizational trust and servant leadership is equal among males and females. But the average levels of organizational trust and servant leadership shown among employees in this study differ with age.

The purpose of this study is to design and explain the fifth-level leadership model in knowledge-based organizations. This applied and descriptive survey combined quantitative and qualitative methods. The statistical population of the research was knowledge-based companies in Lorestan Province, from which 30 experts were selected according to purposive sampling method. In the qualitative section of the research, data were collected through semi-structured interviews. Atlas.ti software and the coding method were applied to analyze the data obtained from the interviews and as a result, the fifth
level leadership components were identified. In the quantitative section, data were collected by questionnaires, and were analyzed by Matlab software and Interpretative Structural Modeling (ISM). Consequently, the final model of the research was developed. The results of the study include the components and dimensions of the fifth level leadership and present the five-level leadership model in knowledge-based organizations. Findings also indicate the main
dimensions, situational properties, type of the leader-member exchange, skills and personality and behavioral characteristics of the fifth-level leadership.

Humility-based leadership is a style which is based on virtue. A virtue that is deeply rooted in the beliefs and basic assumptions of staffs. Theoretical development and empirical findings about this subject is very poor. The traces of recent organizational scandals have been blamed on arrogance, sense of selfishness and self-righteousness of the managers. Virtues such as humility have faced with an incresingly interest in organizational studies. The aim of this study is to provide a conceptual model of components, requirements and outcomes of humility-based leadership. THEORETICAL FRAMEWORK: Humility-based leadership is a style which is based on virtue. It is a penetrating feature that allows a person to fit and even prevail in a particular society. Humility has been defined as possessing a multi-dimensional construct, which includes the passion for self-assessment (i.e., self-awareness and recognition of constraints), orientation and tendency to others (againest self-centred), interpersonal acceptance, the ability to regulate the emotions of others, and confirmation and appreciation of the value of creatures. Humble leadership is recognized as the acknowledgment of individuals’ limitations, highlighting the strengths of others and readiness to learn from models. Here it is assumed that this set of behaviors helps to reduce the social distance between leaders and followers through the promotion of bilateral exchange relations. Initially, with the acknowledgment of individual limitations, a leader will be able to stay close to the subordinates. The philosophy of research is interpretive, its approach is meta-synthesis and its strategy is grounded-theory, which is carried out qualitatively and through data collection using the instrument of documentation. Meta synthesis is qualitative analysis of concepts in previous studies using the common coding method in qualitative research and qualitative strategies such as grounded theory. Analysis have shown that the main phenomenon (humility-based leadership) consists of four components: self-awareness, coaching, mentoring, and teachability. The first component of the definition of humility is the desire to engage enthusiastically in an influential process called self-awareness. In case of the second component, theorists have recently suggested that modesty is a driving force for credible service and leadership. The third essential component of humility is the ability to learn (experiential, responsive). As humility is rooted in development tendencies, this component also has implicit beliefs about the utility of learning and its potential for self-development. CONCLUSIONS & SUGGESTIONS: For further research, future researchers are advised to study the process of forming this leadership style in a variety of quantitative and qualitative ways. Reviewing the personality characteristics of these leaders can also significantly contribute to organizational growth. It is suggested that researchers investigate the impact of this phenomenon on other behavioral structures such as organizational citizenship behavior, organizational vocation, and organizational learning.