Akbar Hassan poor; Yousef Vakili; Saeed Jafari Nia; Esmaeil Khorram
Abstract
One of the basic and important components in mutual interactions between the leader and the follower is trust in superior leadership style. Therefore, the purpose of this study is to determine the priority of the effect of each of the leadership styles on trust in the leader and to examine the consequences ...
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One of the basic and important components in mutual interactions between the leader and the follower is trust in superior leadership style. Therefore, the purpose of this study is to determine the priority of the effect of each of the leadership styles on trust in the leader and to examine the consequences of the mediating role of trust through the meta-analysis of existing research in this field.This research is practical in purpose and quantitative in terms of the nature of data. The statistical population of the study includes 257 valid domestic and foreign articles, 76 of which were analyzed using the judgment method and CMA2 software to analyze them. The results of the analysis showed that among the 11 identified and effective leadership styles for trusting the leader, the highest effect was related to empowering leadership (0.889), adaptive leadership (0.835), authentic leadership (0.780) and ethical leadership (0.704). Servant (0.622), transformational (0.673), participative (0.613), distributed (0.480), charismatic (0.430), paternalistic (0.290) and transactional (0.234) leadership styles are the next priority. The results of meta-analysis also show that trust in the leader is important due to its mediating role in relation to leadership style, and among the 23 most susceptible variables of trust in the leader, the largest effect is related to: Perception of the effectiveness of the leader (0.701), organizational, emotional commitment (0.654), high potential team feeling (0.626), acceptance and capacity for organizational change (0.526) and Psychological Well-being (0.505).
mohammadreza jabbari; Kamal Dorrani; Abbas Rahiminezhad
Abstract
Aims and objectives: Managers are of a great importance to the population because of their position and the influence they usually have on subordinates and in general on organizational performance. Fundamental personality structures, behaviours, communication skills have a significant effect on individuals. ...
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Aims and objectives: Managers are of a great importance to the population because of their position and the influence they usually have on subordinates and in general on organizational performance. Fundamental personality structures, behaviours, communication skills have a significant effect on individuals. One of these fundamental structures is cognitive schemas. Moreover, Hence, the purpose of this study is to investigate the relationship between managers’ cognitive schemas and leadership style with their communication style. Method: the current study is a descriptive-survey study. The statistical population includes all the senior managers in non-governmental organizations. 185 senior managers were selected through convenience sampling method and completed Fideller Leadership Style Questionnaire, Barton Communication Skills and Yang Schema questionnaires. Data were analyzed utilizing stepwise multiple regression methods. Results: Results showed that schemas such as defectiveness/shame, obedience, mistrust and emotional deprivation can predict managers’ leadership style. Additionally, some of the schemas including entitlement, sacrifice, defectiveness/shame and unrelenting standards anticipate their communication skills. Conclusion: In order to assessing managers cognitive and fundamental personality structure can help to predict his/her leadership style and communication skills
Mohammad Dustar; Mahmoudreza Mostaghimi; Mohammad Esmailzadeh
Volume 24, Issue 79 , March 2016, , Pages 27-45
Abstract
Organizational commitment as one of the important organizational variables can be influenced by leadership styles and their behavior. The purpose of this paper is to investigate the effects of ethical leadership on different dimensions of organizational commitment. Thus, we first described ethical leadership ...
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Organizational commitment as one of the important organizational variables can be influenced by leadership styles and their behavior. The purpose of this paper is to investigate the effects of ethical leadership on different dimensions of organizational commitment. Thus, we first described ethical leadership and organizational commitment and their dimensions. Then, by reviewing the literature we proposed some hypothesis to investigate the effects of the dimensions of ethical leadership on organizational commitment. Next, we collected data from the target community. Then, by using exploratory factor analysis we examined dimensions of ethical leadership and organizational commitment that it was determined three dimensions for each variable. Dimensions of ethical leadership includes morality and fairness, role clarification and power sharing and dimensions of organizational commitment are affective commitment, continuance commitment and normative commitment. Then by using confirmatory factor analysis and AMOS software we examined the hypothesis. The results show that role clarification is effective only on affective commitment. Morality and fairness are effective on affective and normative commitment. Power sharing has an impact on all three dimensions of organizational commitment
Seyyed Mohammad noe Pasand Asil; Majid Ashegh oseyni Mehravani
Volume 23, Issue 75 , September 2014, , Pages 19-38
Abstract
At this time, focus on available resources is extraordinary important due competition among organizations for more advantages. The organizations couldn’t have been affected on environment and overcome in competition if they have had the best technology and provisions but also without expert human ...
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At this time, focus on available resources is extraordinary important due competition among organizations for more advantages. The organizations couldn’t have been affected on environment and overcome in competition if they have had the best technology and provisions but also without expert human resources. Nowadays, the organizations have found that talents are resources which they must be management for the best results. This study examines the relationship between talent management and organization performance. This is application study in order to objective and descriptive-correlation in nature. The population of this study is Guilan Ports and Maritime organization in1390 and over 281 emplogees which collected by Morgan table and stratified random sampling method with 162 samples. For data collecting used by a questionnaire contended 41 questions composed of 26 questions for talent management processes and 15 ones for organizational performance. For analyzing the fitness of questionnaire and constructs of research, CFA method and goodness of fit indices were used. For analyzing of data pearson correlation coefficient and multiple regression with using of Enter method were used
