نشریه پژوهش های رهبری آموزشی
پیاپی 13 (پاییز 1396)

The purpose of this study was to investigate the structural pattern of the relationship between organizational bullying and resistance to change in faculty members of Islamic Azad University, North Tehran Branch. The research method was applied in terms of purpose and in terms of collecting data, a descriptive correlation was used. The statistical population of this study was all faculty members of Islamic Azad University, North Tehran Branch. 536 of them were selected by using random sampling method. A sample of 240 individuals was selected through stratified random sampling method. The instrument of this research was bullying standard questionnaire. The Illinois organization (2001) was the Standard Correction Resistance Questionnaire (2000). The validity of the questionnaires based on the content validity was evaluated by faculty members on the basis of the views of some of the statistical population and the structure by factor analysis method. After the necessary terms, validity was confirmed and, on the other hand, the questionnaires Cronbach's alpha method was 0.88 for organizational bullying and 0.88 for organization's corrosion, respectively. Data analysis was done on descriptive and inferential levels including Pearson correlation coefficient and structural equation modeling (SEM). The results of this study showed that organizational bullying with resistance to change among faculty members of Islamic Azad University, North Tehran Branch had a meaningful relationship (p <0.05)

This study aimed to Examining relationship between Distributed Leadership of principals and organizational trust of teachers in publics high schools in tehran city. The method of the research is descriptive and its type is correlation. The Population of this study consisted of high school teachers in publics high schools in tehran city. That sample was selected by Multistage sampling and the size of sample was identified based on cochrane formula are 370 . data were collected through distributed leadership questionnaire of Elmor (2001) and organizational trust questionnaire of Researcher made. To determine the validity of the questionnaire, content validity and construct was used and Their reliability was estimated through Cronbach’s alpha coefficient on Pilot study(distributed leadership "0/94" and organizational trust "0/91").. The main findings are: distributed leadership of principals high school in the city of Tehran is above averag. Organizational trust of high school teachers in the city of Tehran and is above average. A positive relationship was found between general indicator of distributed leadership and organizational trust of high school teachers in the city of Tehran. Three components, school culture and leadership experience have a significant contribution to the prediction of organizational trust of the teachers(β=0/37& ./30).

The purpose of this study was to investigate the effect of managers' decision making styles on success management strategies at Allameh Tabataba'i University. This research is descriptive-correlative in terms of the type of applied target and data gathering method. The statistical population of this study was all managers (high, middle and executive) of Allameh Tabataba'i University who were employed in the academic year of 1997-96. The sample size was Morgan table to select the sample size and 118 persons were selected based on Morgan's table. In order to collect the views of staff and managers, two questionnaires: Kim's successor (2006), the reliability of which was 0.88 and Bruce & Scott's general decision-making questionnaire, which had a reliability of 0.91 in this research; also for data analysis In order to test the hypotheses, inferential statistics of path analysis and regression analysis were used. The results of the analysis showed that decision-making styles affect successor strategies. The results showed that rational decision making style has a positive and significant relationship with success strategies, as well as intuitive decision making style and lack of meaningfulness with replacement strategies have a non-significant relationship and finally, there is a reverse and meaningful relationship between immediate and avoidant styles

Higher education and intelligent leadership are considered as an important part of every country's education system which could have a key role in reaching the goals of the society. In theories of leadership, new patterns attempt to view leadership from the angle of creative and intelligent phenomenon. This paper aimed to design and develop intelligent leadership model for universities. In this research, a qualitative research method and a purposeful sampling method and semi-structured interview with managers and faculty members of universities of Zahedan were used to design the native model of intelligent leadership. All interviews were recorded, handwritten and typed. Then it was coded, categorized and described in MAXQDA software and analyzed according to content analysis method. After interviewing with 20 experts, information richness, saturation and repetition of data were obtained. Therefore, the model was designed in the form of 426 codes, 89 concepts, 19 sub categories and 4 main categories (rational leadership, emotional leadership, spiritual leadership, and collective leadership).

The purpose of this study was investigating the role of moral leadership in predicting the development of job behavior and breaking the organizational silence. The research method chosen in this research is descriptive and survey method.The statistical population of the study consisted of employees of Islamic Azad university, Ardabil branch. Based on the Morgan table data,76 individuals were selected as statistical sample and collected from them by stratified random sampling. The data gathering tool in this research is of Organizational Clarity Questionnaire Van Dine etal(2003);Harry and Colleagues' Career Behavior(2004), and Moral Leadership at Carlson and colleagues (2011).to analyze the data, one-sample t-test, Pearson correlation coefficient and linear regression were used.the results of the research hypothesis test showed that the mean of ethical leadership and occupational behavior in the sample group was significantly higher than the average level(P<0.05)while the mean of organizational silence was moderate and There is no significant difference with the mean of the statistical population(P<0.05).Also,the research showed that there was a significant positive correlation between ethical leadership and job behavior (P<0.05)and organizational and organizational silence(P<0.05). Finally, the results of regression analysis showed that the components of ethical leadership dimensions of fairness, power sharing and transparency can significantly predict occupational behavior(P<0.05).among the components of ethical leadership, only subscription Power can predict organizational silence(P<0.05).the management of Islamic Azad university, Ardabil branch should pay attention to the style of leadership and the strengthening of its components in its organization to defeat the silence of human resources and positive job behavior.

The purpose of this study is investigation of mediator role organizational commitment in relationship between organizational justice and commitment to change in Salas babajani teachers. Method of study is correlational. the study population included all primary school teachers (310 persons) of Salas babajany. From among this population, 180 teacher were selected as sample based morgan table and using cluster sampling method. The used tools were Allen and Mayer organizational commitment Questionnaire, Barati et al commitment to change Questionnaire, Nihof and Morman organizational justice Questionnaire. Data analysis was performed Descriptive statistics (mean and standard deviation) and inferential statistics (Pearson correlation coefficient and kolmogrove smirnov) in SPSS software and LISREL software. The analysis results showed that organizational justice directly affect on organizational commitment and commitment to change and indirect affect on commitment to change. Also positive and direct effect of organizational commitment on commitment to change was significant. The purpose of this study is investigation of mediator role organizational commitment in relationship between organizational justice and commitment to change in Salas babajani teachers.