جستجوی مقالات مرتبط با کلیدواژه « Leadership style » در نشریات گروه « علوم انسانی »

The purpose of this research is to provide a model to break the defensive silence of creative employees in government organizations. In terms of purpose, the present research is applicable, and a mixed exploratory research of qualitative-quantitative type. The statistical population in the qualitative part of the research includes 20 experts (university professors and researchers familiar with the research topic) and managers and deputies of government organizations, and the statistical population in the quantitative part includes 345 people of managers and deputies and experts of government organizations in Ilam province. The sampling method in the qualitative part is a purposeful judgment, and in the quantitative part it is a cluster sampling method. The collection tool in the qualitative part is open interviews with experts; and in the quantitative part, a researcher-made questionnaire. For data analysis, theme analysis and fuzzy Delphi technique were used in the qualitative part, and structural equations were used in the quantitative part. A total of 94 sub-themes and 20 main themes were identified. The 20 main themes that have been identified as influencing factors on breaking the defensive silence of creative employees in government organizations are: facilitating policies, motivational factors, job security, collaborative management, governance of meritocracy, leadership style, improvement of individual skills, organizational learning, strengthening professional ethics, quality of relationships, health of relationships, mutual trust, spirituality in the workplace, creative and critical atmosphere, cooperation culture, consulting and positive organizational psychology, reducing psychological pressures, creating attitudinal changes, changing organizational strategies, and strengthening strategic thinking.

Sustainable human resource management provides a suitable strategy for human resource management and ways to achieve social and environmental goals for the organization. Based on this, the current research was carried out with the aim of identifying factors affecting the performance of sustainable human resources in the insurance industry. In terms of purpose, this study is applied and conducted with a combination of qualitative-quantitative (mixed) method. The statistical population of this research in the qualitative part included experts and experts of all insurance companies in Iran who were selected in a targeted way. The sample size in the qualitative section is 15 people. In the quantitative section, the statistical population includes all Iranian insurance employees (460 people; 45 managers and 415 experts). Based on Cochran's formula, 210 people (21 managers and 189 experts) were selected based on stratified randomness. The tools for collecting information in the research literature section were library studies and to collect information to answer the research questions, literature review and interviews with the experts and setting up a questionnaire to validate the obtained model were done. Its face and content validity and its reliability were done using Cronbach's alpha. The results showed that the five factors of service compensation, job satisfaction, job motivation, leadership style, organizational atmosphere and sustainable human resource management can be effective in sustainable human resource performance. According to the findings of the research, it can be concluded that in order to evaluate the performance of sustainable human resources in the insurance industry, paying attention to the five factors of service compensation, job satisfaction, job motivation, leadership style, organizational climate and sustainable human resources management, sustainable human resources performance is most important. It has a high

The leadership style of audit managers can have a great impact on the behavior of auditors in an organization. Inefficient behavior leads to a decrease in audit quality and lack of trust of shareholders. The purpose of this study is to investigate the impact of the leadership style of audit managers on ineffective audit behavior.The research data has been collected using a survey method, and internal auditors and internal audit managers working in companies admitted to the Tehran Stock Exchange in 1401 have answered the research questionnaire. It is worth mentioning that the structural equation method was used to analyze the findings, and to measure the independent variable, the Bass and Olion (1990) questionnaire was used, and the dependent variable was the Adria and Lubis (2022), Mangiva et al. (2017) questionnaire.Based on the results of the hypotheses test, transformational, exchange-oriented and free leadership styles have a negative effect on the ineffective behavior of auditors, but authoritarian leadership style has a positive effect on the ineffective behavior of auditors. As we expected, transformational, exchange-oriented and free leadership reduces auditor's ineffective behavior, but authoritarian leadership style increases auditor's ineffective behaviorAudit managers should pay attention to leadership style and behavior with auditors. If the managers use the transformational, exchange-oriented and free leadership style, the tension and dissatisfaction will disappear and the work will be done well, but if the authoritarian leadership style is used in the administration of audit institutions, the auditors will behave inefficiently and the quality will decrease

Abstract

Leadership, in any organization, can be the most important factor in the growth or death of an organization. The world, today is a knowledge-based society, which shows the need for choosing an effective and appropriate leadership model that is appropriate to the changes and educational reforms, especially in the field of school principals’ leadership. The aim of the present study was to develop an intelligent leadership model for school principals.research

The present study is applied in terms of purpose and descriptive-analytical in terms of data collection. The research was conducted in a mixed-method (qualitative-quantitative) way. The statistical population of the research in the qualitative phase consists of 23 experts (academic experts and experts at the management levels of education) who were selected purposefully until theoretical saturation. The statistical population in the quantitative phase consists of 126 secondary school principals of Ilam County. This study was done using Delphi technique in three phases. The data collection tool in the qualitative part is interview and in the quantitative part is a researcher-made questionnaire on factors affecting the intelligent leadership of school principals with 66 items. The validity of the instrument was confirmed by judgmental method and Cronbach's alpha coefficient was equal to 0.87, which indicated the adequate reliability of the questionnaire.

According to the findings; 66 influential factors were extracted and classified into 20 sub-indicators and 5 main indicators of Strategic leadership, operational leadership, transformational leadership, charismatic leadership and spiritual-emotional leadership.Conclusion The results of confirmatory factor analysis showed that the developed model of intelligent leadership of school principals is credible.

Choosing the appropriate leadership method by managers, in addition to improving their performance, can improve the professional ethics of employees and, as a result, achieve organizational goals. The purpose of this research is to investigate the relationship between the leadership style of managers and the professional ethics of employees. The leadership style of managers includes the three dimensions of autocratic (commanding), democratic (participatory) and delegating (non-commanding) leadership style, and the relationship of each component in the professional ethics of the employees of this organization has been measured.               

The research method is applied in terms of purpose and descriptive and correlational in terms of data collection. The statistical population includes 100 employees of Shahrood Railway, and due to the limited number of the population, the entire statistical population was selected as the final sample of the research. The data collection tool is 30-item leadership style and 40-item professional ethics questionnaires, and the method of data analysis is Pearson's correlation test.

The three components of managers' leadership style, including autocratic, democratic and delegating leadership style, have a significant relationship with the professional ethics of employees.

By choosing the right components of the leadership style of managers, the professional ethics of employees in the organization increases.

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.

Knowledge is always considered a valuable asset and strength for organizations, and its achievement is a competitive advantage for organizations. Just as sharing knowledge has positive consequences for the organization, knowledge hiding can have destructive effects on the organization's performance in various aspects. It is necessary to encourage the factors that reduce the knowledge hiding behavior of employees, and one of the strongest factors of this is the leadership in the organization. The aim of this study is to systematic review the impact of different leadership styles on knowledge hiding with a meta-analytical approach. From a total of 167 articles that were obtained in the initial search from reliable scientific information and citation databases, 24 articles were finally selected for meta-analysis based on the protocol clauses. The analyzes show that according to the heterogeneity of the reviewed studies in relation to the research hypotheses based on the random effect size, the effect of all leadership styles on knowledge hiding is confirmed. Also, the results of the fail-safe N test show the stability and immutability of the results of this research. The results of this research show that ethical, altruistic, knowledge, inclusive and empowering leadership styles have a negative effect on knowledge hiding and exploitative leadership style has a positive effect on knowledge hiding.

This study aims to examine the relation between organizational culture and managers’ leadershipstyle with teachers’ occupational motivation. Research method is applied in respect of objectiveand in respect of data collection, it was descriptive of correlational type. The statisticalpopulation of this study included all teachers of the first and second period of elementary schoolsof Zarand city in academic year 2021-2022, including 880 teachers that using were selectedusing Karajsi & Morgan table, 268 persons were selected as the sample with convenientmethod. Data collecting tool included standard questionnaires of Denison organizational culture(2000), Herzberg occupational motivation (2000), Hersi & Blanchard leadership style (1986).For data analysis, descriptive statistical method (frequency, frequency percent and mean) andillative (structural equations test, Pearson correlation factor) were used. The results showed thatthere is a relation between organizational culture and managers imperative leadership styles andoccupational motivations of teachers of Zarand city elementary schools. There is a significantand positive relation between organizational culture components (occupational participation,consistency, adaptability, assignment) with occupational motivation of teachers of Zarand cityelementary schools. There is a significant and reverse relation between managers imperativeleadership style and occupational motivation of teachers of Zarand city elementary schools.There is a significant and positive relation between persuasive, participatory leadership style, andmanagers devolution and occupational motivation of Zarand city elementary school teachers.

The main purpose of this research was to investigate the effect of leadership style, organizational design and human resource management practices on concealment. Organizational justice and competitive work environment were also considered as mediating variables. The current research is an applied research type and according to the nature of the subject and research objectives, it is a correlation research type (structural equations). The statistical population of the research included 260 employees of the General Department of Education of West Azarbaijan province, of which 171 people were selected by simple random sampling from the statistical population for the implementation of this research. Connelly et al.'s questionnaire to measure the knowledge hiding variable, the reliability of which is 0.75, Avolio et al.'s questionnaire, which has a reliability of 0.92, to measure the leadership style, and Avi et al.'s and Zerla et al.'s questionnaire to measure organizational design. It is 0.92, to measure the human resources management methods, Dudukh, Kiho, Wright, and Pare and Tremblay questionnaire, the reliability of which is 0.86, and for organizational justice, Abu Bakr et al.'s questionnaire, which has a reliability of 0.85, and for the competitive work environment, the Fletcher and Nussbaum that its reliability is 0.77 was used. The information obtained in this research was analyzed at the level of inferential statistics (Pearson correlation coefficient tests, Confirmatory factor analysis and structural equation model). The findings of the research showed that the leadership style, organizational design, human resource management methods due to organizational justice and competitive work environment do not affect the knowledge concealment of employees of the General Department of Education of West Azerbaijan. Leadership style, organizational design have a direct negative effect on knowledge concealment, and competitive work environment has a direct effect on knowledge concealment, leadership style has an indirect negative effect on knowledge concealment through organizational justice, and leadership style has an indirect negative effect on knowledge concealment. Knowledge through a competitive work environment.

The effective execution of organizational strategy remains a fundamental challenge for both managers and management researchers. In the realm of strategy research, insufficient attention has been given to achieving a harmonious equilibrium between organizational components and the perceptions of strategy hindrances held by strategists, namely CEOs and senior managers. This perspective focuses on strategy as a dynamic "action" resulting from the daily activities of strategists within the organizational context. Given that strategy failures can result in a squandering of organizational resources, addressing this issue is of paramount importance. This research aims to identify obstacles to strategy implementation as perceived by the senior management team of a government-owned agricultural and industrial company in Iran. The authors employ the McKinsey model as a theoretical framework to scrutinize the failure of strategy implementation, dissecting the constituents of each model factor through the lens of senior managers.

This research adopts a qualitative approach, specifically an exploratory case study utilizing an embedded methodology. Semi-structured interviews were employed to collect qualitative data, enabling the researcher to gain in-depth insights into the research topic while systematically gathering data. Subsequent interviews were conducted to obtain further data or clarifications until thematic saturation was achieved after the 21st interview. The resulting data underwent open coding. Triangulation of data was performed using observations and secondary data sources, including the organization's website, annual reports, quarterly meeting minutes, strategies, policies, mission statements, and goals.

Identified codes encompassed both negative and positive impact codes. Regarding the effects of these codes on strategy implementation, 155 codes were identified with a negative impact, 29 codes with a positive impact, 4 codes with a dual impact, and 16 notes (comprising questions and ambiguities). These codes were ultimately categorized into 21 distinct categories and organized into five overarching themes. Some noteworthy categories include organizational background, entrepreneurial spirit, collaborative planning, employee disengagement, conflicts of interest and opinions between middle and senior managers, issues with strategy formulation, managerial incompetence, financial challenges, leadership frustration, chronic understaffing, and a lack of commitment, among others. The resulting themes encompass leadership style, structural and systemic problems, skills, personnel, and strategy.

This study scrutinizes the dimensions of the McKinsey model from the perspective of senior and middle managers, ultimately pinpointing challenges in strategy implementation. Foremost among these challenges is the absence of "common values." Issues such as representation, leader frustration due to misalignment with middle managers, and feelings of injustice between line managers and staff contribute to convoluted and conflicting communication within the organizational hierarchy. Within the middle management layer, direct leader involvement in their affairs, occasionally bypassing them, and the repressive approach of middle managers compound confusion, feelings of injustice, and diminished motivation. The lack of skill among middle managers in managing these situations further exacerbates employee apathy. The research findings underscore that successful strategy execution necessitates more than just a sound formulation method. All seven components of the organization must achieve harmony and balance for successful strategy implementation to occur.

Context: 

In today's era, organizational success requires a change in functions, especially a change in management styles and its management, among which the role of spiritual leadership is very prominent, so that people enthusiastically carry out their activities. To achieve organizational goals.The goal is to identify, explain and develop the style of spiritual leadership from the perspective of the Qur'an, so that it can help the training and perfection of human capital in organizations.

This research used inductive qualitative content analysis method, ijtihad method and interpretation method to collect information and analyze data.

Spiritual leadership with a Quranic approach has 5 categories: vision, altruism, hope and faith in work, organizational commitment and productivity, for which 25 verses have been extracted from the Quran.

Spiritual leadership is important from the perspective of the Quran and its presence in the organization motivates people and leads to spirituality in the goals of the organization.

Research in the past mainly focused on the positive aspect of leadership. However, research on the negative aspects of leadership is faster. The current research was conducted with the aim of explaining the consequences of negative leadership style phenomenologically, emphasizing its two prominent aspects, i.e. leadership as abusive supervision, and libertarian leadership, in Farhangian University administrators based on Inarsen's model (2007). This research was a qualitative research with an interpretive phenomenological design. For this purpose, 14 experts and professors of management and educational leadership and organizational behavior management, at the level of Farhangian University, were selected as a sample using the criteria-based purposeful sampling method and based on the principle of theoretical saturation, and the data were collected through interviews. Semi-structured was collected with these people. After transcribing, the text of the interviews was analyzed with Dickelman's approach and thematic analysis method in MAXQDA 2018 software. Some data were also collected based on the review of the results of previous studies in this field. The findings showed that both types of leadership styles have significant negative consequences, including: psychosis, ineffectiveness, higher turnover intention, increased leave, job dissatisfaction, leader narcissism, poor performance, unfairness, low effectiveness, They have a hostile attitude towards organizations, followers and leaders. And also, both the leadership in the sense of incorrect supervision and the leadership in the laissez-faire leadership style are very different in terms of the leader's actual behaviors.

The purpose of the present study is to review the effect of professionalism, organizational culture, and leadership style on auditors’ performance with respect to the moderating role of spiritual intelligence. In terms of data collection, the current research is descriptive-survey and it has a practical objective. The statistical population under study consisted of all certified auditors working in institutes under the supervision of Iranian Association of Certified Accountants. 338 members were chosen as the research sample by convenient nonrandom sampling. The research hypotheses were tested by structural equations method and Smart Pls. The results showed that professionalism, organizational culture, and leadership style have a significant impact on auditors’ performance. Moreover, spiritual intelligence moderates the impact of professionalism, organizational culture, and leadership style on auditors’ performance. Observing professional rules and regulations in auditing enhances its efficiency. Auditing culture is the foundation of accountancy society including a series of values, norms, beliefs as well as cultural and historical traditions effective on auditors’ behavior. It is the basis of some special values originating from society and effective on auditors’ culture in the work environment and community. Paying attention to these factors and considering decision making models would improve the quality of judgement in different stages of auditing.

In this research, the effectiveness of dimensions of spiritual intelligence and transformational leadership style have been investigated and analyzed. According to its purpose, this research is applied and it is in the category of descriptive research, correlation research type. Its statistical population is made up of Basiji University managers and professors with a number of 106 people. To determine the level of spiritual intelligence, Badie et al.'s spiritual intelligence questionnaire (2008) was used, and to determine the transformational leadership style score, Bess and Avlio's multi-factor leadership questionnaire (1990) was used. The results of the research showed that there is a positive and meaningful relationship between spiritual intelligence and transformational leadership style, and among the dimensions of spiritual intelligence, dimensions of general and religious thinking, moral integrity, self-awareness, and love are above the average level, in other words, in The level is favorable. But then the ability to deal with problems at an average level is lower. Also, the level of transformational leadership and its dimensions are higher than the average level. In other words, the level of transformational leadership and its dimensions managers and professors is at a desirable level.

The aim of the research was to determine the relationship between coaches' leadership styles and success motivation of wrestlers of different age groups. The research was applied in terms of purpose, descriptive and correlational in terms of strategy and was carried out by field method. The statistical population included all the best freestyle wrestlers in the age groups of teenagers, youth and adults of Hamedan province in 1400. The statistical sample consisted of 120 people, and due to the statistical sample being equal to the statistical population, the statistical sample was considered as a whole number. The instrument of data collection was Chaladorai Sports Leadership Scale Questionnaire (LSS) and Sports Success Questionnaire (SSS). Reliability was obtained using Cronbach's alpha method of 0.75 and 0.89 respectively. To analyze the data using SPSS software version 26 at two levels of descriptive and inferential statistics (frequency distribution table, frequency percentage, mean, standard deviation, Kolmogorov Smirnov test, Pearson correlation coefficient at a significance level of p≤0.05, F test and Fisher's Z test) was used. The results showed that the leadership styles of coaches have a significant positive effect on the success motivation of wrestlers. Social support behavior was the most and authoritarian behavior was the least behavior used by educators. There is a significant positive relationship between training and practice behaviors, positive and democratic feedback and success motivation; And there was a significant negative relationship between authoritarian behavior and achievement motivation. Therefore, it is suggested for educators to use more social support style and less authoritarian style.

In order to achieve the goals physical education pursues in schools, creative teachers are required, and the present research has endeavored to study the effect of the leadership styles undertaken by school principals upon the creativity of physical education teachers with self-efficacy as an intermediary. The research has followed a descriptive-correlational approach, and structural equations have been used. The statistical population consisted of all of the 1413 physical education teachers in the province of East Azerbaijan in the 2019-2020 school year, 303 of whom were selected as the sample by means of Krejcie and Morgan’s table and stratified-cluster sampling. Eventually, once data collection was completed, 291 questionnaires were analyzed. Assessing the variables has been done using multifactor questionnaires – for leadership devised by Bass and Avolio (2000), for creative self-efficacy devised by Beghetto (2006) and creativity devised by Torrance (1974) – the reliability and validity of all of which have been verified. Confirmatory factor analysis and structural equations by means of LISREL software have been used for data analysis. The findings pointed out that a transformational leadership style can influence the creativity and creative self-efficacy of physical education teachers, while transactional leadership and laissez-faire styles lead to no effect upon the creativity of physical education teachers. The results also showed that a transformational leadership style by means of creative self-efficacy has an indirect effect upon the creativity of physical education teachers. As indicated by the findings of the research, school principals' use of transformational leadership style can, by means of inspiring, empowering, and enhancing trust and creative self-efficacy in physical education teachers, increase their creativity. Therefore, it is recommended that school principals use a transformational teaching style so as to increase the creativity of physical education teachers.

he aim of the present study was to the relationship of leadership style with organizational innovation of female sports teachers in Mashhad.

The statistical population of the research was made up of all female sports teachers in Mashhad, whose number is 540. Using Morgan's table and available sampling, the statistical sample size was estimated to be 225 teachers. In order to collect data, two questionnaires of leadership style (MLQ) and organizational innovation were used. The research method is descriptive and correlational based on the type of study that was carried out in the field. In order to analyze the data, descriptive indices and Kolmogorov Smironov's statistical tests, Pearson's correlation coefficient, regression analysis and path analysis were used.

The results showed that there is a positive and significant relationship between transformational and practical leadership style with organizational innovation. Also, pragmatic leadership style is qualified to predict organizational innovation. Therefore, if employees use transformational plans in their job affairs, taking into account its functional aspect, they can bring about the increase of innovation in the organization's environment.

The general conclusion of the research showed that by strengthening the leadership style among the managers, it is possible to help improve the organizational innovation among the teachers.