فصلنامه فرهنگ در دانشگاه اسلامی
سال یازدهم شماره 1 (پیاپی 38، بهار 1400)

The present study aims to examine the effect of ethical leadership and the positive attitude of managers on creating job originality through the mediating role of perceived organizational support.

The method of present survey is applied research in terms of its objective. In terms of the data collection method, it was a descriptive-correlational study that specifically employed causal modeling. The statistical population of this study was composed of 500 employees of the Islamic Azad University of Dezful in 2019. Out of these 500 individuals, 217 were selected as the research sample using the Krejcie & Morgan (1997) table. Standard research-made questionnaires were used in this research to collect the research data. The reliability of the said questionnaires was confirmed through Cronbach's α, and their validity was confirmed by Smart-pls software. Also, Smart-pls and SPSS16 software were used to process the collected data. Moreover, structural equation modeling (SEM) was used for confirmatory factor analysis and assessment of research hypotheses.

Research results suggested that managers' ethical leadership and positive attitudes had an impact on working originality. Besides, ethical leadership and the positive attitudes of managers significantly affected the perceived organizational support. Furthermore, the mediating role of perceived organizational support in the relationship between ethical leadership and positive attitudes of managers and working originality was confirmed.

Overall, it could be said that ethical leadership and the positive attitudes of managers were evaluated through various perspectives. Also, it could be stated that the working originality component was a key factor in the sustainable development and excellence of a social institution or an organization.

The present study intends to identify the Islamic theory of education development based on anthropological foundations of Allameh Tabatabai.

The method of the present article is based on descriptive-analytical method and based on library data.

The anthropological foundations of Allameh Tabatabai (RA) by stating the theory of nature, human free will, perfectionism, happiness, dignity, Islamic rationality and the principle of human need and also his influence from society, The necessity of continuing education throughout human life and the necessity of its basis on revelation and nature, the necessity of moderation in education and the necessity of paying attention to human dignity in the strategic principles of education, the necessity of deepening rationality and strengthening reasoning in the process of education and human responsibility in this process.

Education is one of the important dimensions of culture in the field of character and action, and any theorizing in this field is influenced by identity and rationality and the principles defined for human beings. The principles of education which are based on the anthropological foundations of Allameh,   formulate a comprehensive theory of educational progress and provide the conditions for the growth and excellence of human existence and lead to true happiness. The authors of the survey conclude the Islamic theory will lead to human salvation and goodly life.

The purpose of this study is to investigate the role of ethical leadership in organizational loyalty mediated by organizational virtue.

Descriptive and correlational studies and especially structural equation modeling. The study population was all 735 employees of Bu Ali Sina University, from which a sample of 253 people was selected by simple random sampling method based on Morgan table. The Brown's ethical leadership questionnaire, Trino and Harrison (2005), Cameron et al.'S organizational virtue (2004) and the organizational loyalty questionnaire by researcher-made 5 questions were used. . To determine the reliability and validity of the instrument, Cronbach's alpha techniques and confirmatory factor analysis were used. The results indicated the optimal reliability and validity of the instrument. Confirmation path analysis was used to analyze the data using lisrel software.

Showed that: ethical leadership variable has a positive direct effect (0.26), indirect positive effect (0.396) and total positive effect (0.656) and is significant on the organizational loyalty variable at the level of 0.05. The organizational virtue variable has a direct positive effect (0.62) and is significant on the organizational loyalty variable at the level of 0.05. The variable of moral leadership with indirect path coefficient due to organizational virtue (0.396) and the value of t (3.14) have an indirect, positive and significant effect on the variable of organizational loyalty at the level of 0.05.

Ethical leadership variables can explain 35% of the variance of organizational loyalty variable due to organizational virtue variable.

This study aims to investigate islamic spirituality in the organization and its effect on the components of interpersonal forgiveness, employee happiness, and the occurrence of counterproductive work behaviors among Mashhad University staff.

The current study was applied research in terms of purpose and a quantitative and survey in terms of method. The statistical research population comprised the official staff of three universities in Mashhad, and the research sample consisted of 300 university employees. The participants answered the Islamic Spirituality Questionnaire, Interpersonal Forgiveness Scale, Happiness Questionnaire‎ , and Counterproductive Work Behaviors Questionnaire. Data were analyzed by confirmatory factor analysis and Amos software. Sobel tests were also used to measure the t-statistic of the mediator variables.

Islamic spirituality can control counterproductive work behaviors by mediating the positive reactions in forgiveness and happiness approaches with higher significance numbers than when it affects counterproductive work behaviors through the absence of negative reactions in forgiveness and happiness approaches. Islamic spirituality has a negative effect on counterproductive work behaviors through the absence of negative reactions and the presence of positive reactions and eudaimonic and hedonic happiness.

When organizations consider Islamic spirituality, positive behaviors such as interpersonal forgiveness increases and as a result it causes to enhance eudaimonic and hedonic happiness, leading to reduced counterproductive work behaviors in the organization.

One of the common thoughts among women is that all the difficulties are related to the difficulty of having children, labor pains and pregnancy. This article examines the religious, civil and criminal affairs of women in order to verify such attitude.

In order to achieve this goal, we selected cases from each of them as a case study according to their degree of importance, and then after stating the jurisprudential arguments, we examined their wisdom and in all stages, it sought to answer the question that there are special rules in Women, what was the reason? Could it be due to a kind of pity for them, in which case it would result in the humility and weakness of women?

Examining various cases, it was observed that in the face of hardships, exemptions have been introduced in the special sentences of women, which was a motive beyond humiliation, so that the existence of positive discrimination in international law, today is a small equivalent of these privileges. It is in Islamic law that their status is a sign of the helplessness of Western society in creating equality between men and women.

Putting these privileges in women, at the same time, has been a kind of facilitation and discount and shows the existence of divine grace and mercy. However, the important point here was that this level of attention and attention to the setting of special rules for women according to their spiritual characteristics really shows a unique creator

The staff of Semnan University has the concept of positive psychological capital, in addition to better coping with stressful situations and psychological traumas on the university; they are less stressed, so such employees also have higher psychological health. In this regard the purpose of this study is to investigate the effect of organizational trauma on organizational cynicism with an emphasis on the role of moderation of psychological capital. 

This is an applied and descriptive study and has been performed by survey method. The statistical population is all the staff of Semnan University. According to Krejcie-Morgan table, a sample of 213 people was selected by simple random sampling method. The main instrument for data collection was three Standard Trauma questionnaires, Organizational cynicism and Psychological capital. Their reliability and validity by calculating the Cronbach's alpha coefficient 0.89, 0.85 and 0.92 respectively and Structural equations’ modeling from Smart-Pls software was used to analyze data. Results : The results indicate that organizational trauma has a positive and significant effect on organizational cynicism (β= 0.403, T= 5.249). Psychological capital moderates the relationship between organizational trauma and organizational cynicism (β= -0.025, T= 2.540).

the authors of the survey conclude that Psychological capital reduces trauma by increasing self-efficacy, hope, optimism and resilience.

Cultural transformation is one of the most fundamental assets of the Islamic Azad University in its organization and through it has created a wide impact on staff, students and the university. The capabilities and characteristics of cultural transformation in the Islamic Azad University, researchers It has been used to extract variables and indicators of cultural change in a research and to provide a model for the phenomenon of cultural change.

This research is applied in terms of purpose and has a qualitative approach. The population of this study included the professors of the Islamic Azad University, South Tehran Branch, and 15 of them were interviewed by purposive sampling. In this study, the data collection method was through semi-structured interviews. Lincoln and Guba (1989) and Charms (2006) criteria were also used to ensure the reliability of the research.

Causal conditions: Improving the level of organizational commitment, leadership style, human resource management, external communication, improving the adaptability capacity of the university, organizational coaching and organizational intelligence - central phenomenon: transformational culture - intervening conditions: environmental complexity, social change Economic changes, cultural changes, political factors - contextual conditions: structural (executive) challenges of the university, university management challenges, university educational challenges, staff challenges, effective organizational infrastructure - Strategies: strengthening value-oriented culture, management Successful intellectual capital, establishment of knowledge management system, formulation of strategic pillars of cultural change, management of organizational change and transformation - Consequences: student progress, university progress, industry progress, community progress.

In the model of cultural transformation, we intended  to identify and explain the required spiritual characteristics and cultural practice; That is, the same teachings of forty years of cultural work of managers who with transcendent thoughts and behavior and self-confidence, despite all the shortcomings, sanctions and threats of adversaries  and various obstacles can produce the cultural power of the Islamic system, relying on internal capacities, the discourse of the Islamic Revolution into action  and to show the product of Iranian cultural self-sufficiency to the enemies.