Modeling Organizational Culture in Islamic Azad University Based on Leadership Styles(Transformational or Innovative and Pragmatic), Organizational Commitment and Empowerment

The purpose of this study is to present an organizational culture model at the Free Islamic University based on leadership styles (act oriented, transformational), organizational commitment, empowerment. this study is applicable in terms of data collection method, in terms of data collection method descriptive - survey in terms of data type data and the statistical population is quantitative, including all employees working at the Islamic Azad quantitative sample size was determined as sample using Cochran formula. the data were collected by a random sampling method. data were collected by a researcher - made questionnaire of organizational culture with emphasis on three standard questionnaires of leadership styles (pragmatic, transformational), organizational commitment and empowerment. quantitative data were analyzed using descriptive statistics including frequency, percentage, mean, standard deviation, tables, figures and graphs. in the inferential part, factor analysis (confirmatory, exploration) and structural equation modeling (sem) and t - test were used. the results showed that organizational culture elements in the free Islamic university, respectively, include creativity and innovation (84), risk to partial (89), attention to (87), Paying attention to the members (81), attention (82), ambition (87), ambition (87), stability (0), stability (90). the results of the study showed that the status of the identified dimensions of organizational culture at the free Islamic university is in higher order than the mean. in addition, the results of the study showed that organizational commitment elements with path coefficient (84), organizational commitment (0), empowerment (82 / 82), meaningful effect on organizational culture model implementation. On the other hand, in the present situation, the level of meaning is in all variables in a desirable state. based on the identified components of the organizational culture model, its fitness was evaluated by using categorical, comparative, and adjusted indexes which showed the fitness results.