The Theories of Organizational Behavior
Marzieh Hosseini Sarteshnizi; Mehdi Sabokro
Abstract
The purpose of this study is to Investigating the effect of Leader behaviors on the employees' voice behavior with the mediating role of Relational Identification and Work Engagement. The population is employees' of Water and Sewerage Company in Ahwaz city. 269 people were examined as a statistical ...
Read More
The purpose of this study is to Investigating the effect of Leader behaviors on the employees' voice behavior with the mediating role of Relational Identification and Work Engagement. The population is employees' of Water and Sewerage Company in Ahwaz city. 269 people were examined as a statistical sample. The research is applied in terms of purpose and regarding the data collection the research is descriptive. Data were collected by simple random sampling method. The data collection tool was a questionnaire and its validity was confirmed by the discriminant validity and convergent validity was confirmed and the reliability of the questionnaire was confirmed by using Cronbach's alpha coefficient and construct reliability (CR). hypotheses were tested using Pearson correlation coefficient and structural equation modeling . The results of the test of research hypotheses show that ethical leadership significant effect on Work engagement, relational Identification and employees' voice behavior. Transformational leadership significant effect on work engagement, relational Identification and employees' voice behavior. Work engagement and relational Identification significant effect on and employees' voice behavior. The role of partial mediation of work engagement and relational Identification in the effect of ethical leadership and transformational leadership on employees' voice behavior was was confirmed.
Organizational Behavior
Marziyeh Dehghanizadeh; Ali Shojaeifard; Sajjad Zarei Pizadani
Abstract
The purpose of current research is to investigate effect of transformational leadership on organizational citizenship behavior: the role of identification, Work engagement, psychological empowerment and Proactive personality. The statistical population of this research is employees of Agricultural Jihad ...
Read More
The purpose of current research is to investigate effect of transformational leadership on organizational citizenship behavior: the role of identification, Work engagement, psychological empowerment and Proactive personality. The statistical population of this research is employees of Agricultural Jihad Organization of Isfahan Province, that With Cochran's formula, a sample of 162 people was selected. research method is descriptive -survey, and the tool for collecting information is the use of the standard questionnaires. Its validity was checked based on factor of confirmatory analysis and its reliability was checked by Cronbach's alpha method and composite reliability. results of the current research show that transformational leadership has a positive and significant effect on organizational identification, Work engagement, and psychological empowerment, therefore, although transformational leadership does not directly have a significant effect on organizational citizenship behavior; However, with the existence of mediating variables of organizational identification, Work engagement and psychological empowerment, this effect becomes significant. Also, the effect of organizational identification, Work engagement and psychological empowerment on organizational citizenship behavior have positive and significant, and proactive personality plays a role in the relationship between transformational leadership on Work engagement and organizational identification and It acts as a moderator and cause of strengthens these two relationshipsIntroduction Today, the key to the success of organizations is the creation and development of organizational citizenship behavior among employees. The concept of organizational citizenship behavior in the field of organizational behavior emerged two decades ago and continues to develop. This issue is critical and essential for service organizations, such as the Agricultural Jahad Organization, whose activities depend highly on human resources (Sartika et al., 2020). Organizational citizenship behavior is a preferred extra-role and extra-task behavior of employees that promotes the success of organizations (Gammoh et al., 2021). Therefore, considering the importance of organizational citizenship behavior, it is necessary to conduct more research on the mechanisms that influence it; Therefore, the current research has addressed the issue of whether the relationship between transformational leadership and organizational citizenship behavior may be mediated by the concepts of organizational identification, work engagement and psychological empowerment of the employees of the Isfahan Agricultural Jahad Organization and also whether the proactive personality of the employees of the Agricultural Jahad of Isfahan strengthens the effects of transformational leadership on organizational identification and work engagement or not?Materials and MethodsThe statistical population of this research is employees of the Agricultural Jahad Organization of Isfahan Province (280 people). With Cochran's formula, a sample of 162 people was selected. The research method is a descriptive -survey, and the tool for collecting information is standard questionnaires. The data gathering tools in this research are the transformational leadership standard questionnaire of Afsar et al. (2019), the organizational identification standard questionnaire by Su & Swanson (2019), the work engagement standard questionnaire by Schaufeli & Bakker (2004), the employee psychological empowerment's standard questionnaire of Spreitzer (1995); proactive personality's standard questionnaire of Akgunduz et al. (2018); and organizational citizenship behavior's standard questionnaire of Organ (1988). In order to check the validity of the questionnaires, in addition to the content validity, which management professors and experts confirmed, the validity of the questionnaires was also checked from the index of factor loadings. The reliability of the questionnaires was calculated using the two methods of Cronbach's alpha coefficient and composite reliability and confirmed the reliability of the validity of the research instrument. Discussion and ResultsThe findings of the current research show that transformational leadership has a positive and significant effect on organizational identification, work engagement, and psychological empowerment; therefore, although transformational leadership does not directly have a significant effect on organizational citizenship behavior; however, the existence of mediating variables of organizational identification, work engagement, and psychological empowerment, this effect becomes significant. Also, the effect of organizational identification, work engagement, and psychological empowerment on organizational citizenship behavior has positive and significant, and proactive personality plays a role in the relationship between transformational leadership on work engagement and organizational identification. It acts as a moderator and causes of strengthens these two relationships.ConclusionsAccording to the results of this research, it was found that by using the social identity theory, social exchange theory and self-concept theory, the transformational leadership style in the organization increased the employees' perception of the organizational identity and made them feel more attached to their jobs and also the power distance decreased and felt more empowered in his self-concept, and thus these cases increased organizational citizenship behaviors in the employees of the Agricultural Jahad Organization of Isfahan; Therefore, according to the dynamics of the environment, the managers of the agricultural jahad organization should pay attention to the transformational leadership style as one of the best management styles that create and manage changes in the organization and try to manage their employees with this leadership style, and value the development and participation of employees in organizational decision-making and encourage creativity and acceptance of challenges as part of their work so that a sense of purpose is created in people and developed beyond the standards, and as a result, employees also, transfer their ideas and insight to other members.
mehdi ebrahimi nejad Rafsanjani; Mozhgan Zarei
Abstract
Continuous organizational changes in today’s dynamic and changing environment requires the presence of insightful, strategic, or in more clear terms, transformational leaders. Given increasing attention paid to the function of leadership in creating organizational changes in the world and its role ...
Read More
Continuous organizational changes in today’s dynamic and changing environment requires the presence of insightful, strategic, or in more clear terms, transformational leaders. Given increasing attention paid to the function of leadership in creating organizational changes in the world and its role in developing organizational citizenship behavior (OCB). The present study attempted to explore the mutual relationship between transformational leadership and OCB with a focus on mediatory role of two variables of emotional trust and cognitive trust. This study is an applied research in terms of objectives it follows and a descriptive-survey research with regard the research methodology. The population under study included staff working in different branches of Mehr Eghtesad Bank in Shiraz. The sample size includes 150 respondents which were determined using Cochrane Formula. The data were collected through four questionnaires: Transformational Leadership Questionnaire, OCB Inventory, emotional Trust Questionnaire, and Cognitive Trust Questionnaire. Data were analyzed by LISREL Software. Findings show that there is no significant relationship between transformational leadership style and OCB among the respondents. However, adding emotional trust and cognitive trust to the model show that there is a positive relationship between transformational leadership style and these two variables. In addition, a positive significant correlation was also found between emotional and cognitive trust and OCB
Reza Jafariharandy; Habibeh Najafi
Abstract
Due to global competition, performance evaluation is required for the survival of the organization; main reason to assess and measure organizational performance is to increase the organization’s overall effectiveness and business processes. the aim of this study is to investigate the impact of ...
Read More
Due to global competition, performance evaluation is required for the survival of the organization; main reason to assess and measure organizational performance is to increase the organization’s overall effectiveness and business processes. the aim of this study is to investigate the impact of leadership style on human resources performance in organization mediated by organizational silence. Research method is correlation based on structural equation modeling, the statistical population consist of Sari Sepah Bank branches official staff to number 430. The sample size was estimated by Cochran formula to number 203 that were selected by multistage random cluster sampling. The used instrument in this study is three standard questionnaires- leadership measurement Avolio (1997), organizational performance Echio (2003) and organizational silence Vandyne ;et al (2003) - On which their reliability were confirmed by factor analysis and have appropriate validity. Data were analyzed by SPSS software and LISREL. The results showed that transformational leadership style and exchange have positive and significant relationship with organizational performance. organizational silence have negative relationship with organizational performance. Transformational leadership enhances performance mediate by organizational silence and transactional leadership reduces performance mediate by organizational silence. Tansformational leadership have negative relationship with organizational silence. transactional leadership have positive relationship with organizational silence. Due to greater impact of transformational leadership in enhancing organizational performance in compared to transactional leadership and broke the silence; were recommended to banks managers to operate this leadership style in their plans as common style and dominant and enhance the performance of their organizations in today's competitive world .
Vahid Nasehifar; Elaheh Mohamadkhani
Abstract
Employees’ performance is always considered by the managers of the organizations to gain competitive advantage. Both job involvement and commitment of employees are necessary for organization. Transformational leaders can improve the efficiency of human resources. Therefore, they use their human ...
Read More
Employees’ performance is always considered by the managers of the organizations to gain competitive advantage. Both job involvement and commitment of employees are necessary for organization. Transformational leaders can improve the efficiency of human resources. Therefore, they use their human resource strategy to enhance employees’ affective commitment and job involvement.
The present study investigated the relationship of human resource strategy and transformational leadership with affective commitment among employees of the Sina insurance company. It was a descriptive survey in terms of methodology and an applied study in terms of objective. For data collection, a questionnaire was administered to 92 participants selected by cluster random sampling. The hypotheses of the study were tested by structural equation modeling (SEM) using partial least squares (PLS). The results showed the positive, significant relationship of the human resources strategy and its dimensions with affective commitment and also the relationship of transformational leadership and its dimensions with affective commitment. The effect of the staff recruitment strategy and intellectual stimulation on affective commitment had the maximum factor loading in the theoretical model of the study.
JEL Classifications: O15; J24; M12
Abbasali Rastgar; Tahereh Maghsoodi
Abstract
At the present time, organizations are increasingly faced with dynamic and changing environments. In these turbulent conditions, firms need to be flexible, adaptive, entrepreneurial and innovative. There are numerous preconditions for an innovation organization that transformational leadership ...
Read More
At the present time, organizations are increasingly faced with dynamic and changing environments. In these turbulent conditions, firms need to be flexible, adaptive, entrepreneurial and innovative. There are numerous preconditions for an innovation organization that transformational leadership and knowledge sharing play the most important and key role. The aim of this study was to investigate the relationship between transformational leadership and organizational innovation with mediating role of knowledge sharing. This is a descriptive correlational study with purpose from the applied research. The sample size was 160 senior managers of engineering companies on field of robotic in Tehran that were selected by random method. The instruments used in this study were standard knowledge sharing questionnaire, the combined questionnaire of transformational leadership combined (Nasehifar et al, 2013; Bass, 1985; Timothy et al, 1999) and combined questionnaire of organizational innovation (Jimenez-Jimenez et al, 2008; Panayides, 2006; Prajogo & Sohal, 2006; Mirkamali & Choopani, 2011). Reliability of the questionnaire was reported by using Cronbach's alpha as 0/89, 0/93and 0/93, respectively. Test validity, with construct validity using was confirmed. Results of Pearson Correlation showed that all of transformational leadership, organizational innovation and Knowledge sharing components are mutually correlated with each other (p < 0/01). Implementing structural equation modeling with Partial Least Squares (PLS-SEM) for relationship between transformational leadership and organizational innovation through mediator variable knowledge sharing tests, we found that the proposed model has a good fit and organizational innovation is well explained by transformational leadership and knowledge sharing. Also all of the model path coefficients were significant
MahmudReaz Esmaeili; Ali Shariat Nejad
Volume 24, Issue 77 , July 2015, , Pages 77-97
Abstract
The aim of this article was surveying the role of transformational leadership in intellectual capital and psychological Capital with emphasis on transformational management. The research objective was applied and the research type was analytical survey. The statistical population was made ...
Read More
The aim of this article was surveying the role of transformational leadership in intellectual capital and psychological Capital with emphasis on transformational management. The research objective was applied and the research type was analytical survey. The statistical population was made up of over 220 faculty and 450 staff members of Lorestan University. The sample size was 281 cases which were obtained using Cochran's formula and random sampling - stratification.. The validity of questionnaire was proved using content validity method and their reliability using Cronbach's alpha. In this article to test hypothesis and conceptual model structural equation approach and Amos 18 software were used. The result show the transformational leadership has relationship with intellectual capital and psychological Capital and transformational management. Also the results show the transformational management has relationship with intellectual capital and psychological Capital.
MR Ardalan; S Ghanbari; K zandi
Volume 24, Issue 77 , July 2015, , Pages 99-123
Abstract
The purpose of this study is to analyze the mediatory role of employees participation in explaining Relationship between transformational leadership and readiness for organizational change. Concerning its purpose, the study is practical and considerate the data collection procedure it is a descriptive ...
Read More
The purpose of this study is to analyze the mediatory role of employees participation in explaining Relationship between transformational leadership and readiness for organizational change. Concerning its purpose, the study is practical and considerate the data collection procedure it is a descriptive correlation study. The population of the study includes Office of Education Kurdistan and Office of Education Region 1 and 2 in Sanandaj. Using a classified random sampling a sample of 170 employees selected and studied. The instruments used were the Transformational leadership Questionnaire (Bass & Avolio, 1997), Employee participation Questionnaire (researcher-made) and readiness for organizational change Questionnaire (Dunham et al, 1989), that their validity and reliability were confirmed. Data were analyzed using Pearson's correlation test, multiple regression analysis and Path analysis. The results showed that there was significant positive correlation between transformational leadership and readiness to change; there was significant positive correlation between transformational leadership and employee participation; and there was significant positive correlation between employee participation and readiness for organizational change. The results of path analysis showed that two components sharing information and participation in decision making have Mediating role in the relationship between the components of idealized influence, intellectual stimulation and individualized consideration with readiness for organizational change
Yousef Mohammadi Moghaddam; Jafar Abbaspour
Volume 24, Issue 77 , July 2015, , Pages 125-152
Abstract
Due to research developments in social and human sciences, scientists have come to this conclusion that having command over all aspects of a subject is almost impossible. Therefore, they tried combinational studies which would provide them with the extract of the current studies related to a special ...
Read More
Due to research developments in social and human sciences, scientists have come to this conclusion that having command over all aspects of a subject is almost impossible. Therefore, they tried combinational studies which would provide them with the extract of the current studies related to a special subject in a more systematic way. Due to the importance of the relationship between transformational leadership and organizational citizenship behavior, this study has reviewed 8 articles aiming for merging quantitative results of studies regarding the relationship between transformational leadership and organizational citizenship behavior in Iran, using meta-analysis method and comprehensive meta-analysis software (CMA2).The results of meta-analysis indicates that there is a higher than average relevance between transformational leadership and organizational citizenship behavior (with average effect-size of 0.6). Among the transformational leadership attributes, idealized behaviors with the effect-size of 0.62 has the greatest effect-size regarding organizational citizenship behavior and individual considerations with the effect-size of 0.54 has the least effect-size regarding organizational citizenship behavior.
Seyed Mohammad Mir Mohammadi; Hadi Ragaee
Volume 23, Issue 74 , June 2014, , Pages 1-19
Abstract
Today,all organizations , specially public organizations need to maintain a positive image of self-respect and their social responsibility. So familiar with the concept of social responsibility and its influencing factor is important. Therefore, the present study examined the role of transformational ...
Read More
Today,all organizations , specially public organizations need to maintain a positive image of self-respect and their social responsibility. So familiar with the concept of social responsibility and its influencing factor is important. Therefore, the present study examined the role of transformational leadership in Corporate Social Responsibility in Tehran Municipality has been using survey methods;The population of research are staff and customers of Tehran's Munucipality and data collected using questionnaires and taking advantage of cluster sampling is done.Statistical methods used in this study Kolmogorov - Smirnov correlation coefficient, t-test, a sample, a linear regression is the Friedman test. The results of the data analysis between transformational leadership (idealized influence, encourage educated, motivated and inspiring individual considerations) and Corporate Social Responsibility There was a significant positive relationship that can guide policy-making in the organization.
Behrouz rezaeemanesh; Rahil adel; Davud bahrami; Firouz zand
Volume 21, Issue 69 , January 2013, , Pages 151-170
Abstract
Human resource capitals are considered as one of the most important resources for small enterprises. Considering the nature of these organizations, in the current trade world, social capital is an assuring criterion for organizational success. Due to the low number of employees in small enterprises, ...
Read More
Human resource capitals are considered as one of the most important resources for small enterprises. Considering the nature of these organizations, in the current trade world, social capital is an assuring criterion for organizational success. Due to the low number of employees in small enterprises, the leader has a more dynamic role in organizational processes and can lead the whole organization in to optimized usage of human resource. Moreover, by increasing effective communications, the leader can initiate and increase social capital. The role of transformational leadership style to generate social capital in small enterprises is discussed in this article. The population of this research is knowledge - base organizations in the 6th district of Tehran which are selected randomly. The measurement tool is a questionnaire distributed among 109 employees in 28 enterprises. Descriptive factor analysis is used To examine transformational leadership questionnaire's reliability, and 4 factors including inspiring communication, rational persuasion, supportive leadership- personal recognition and vision are identified. The results of this research which has been done on the individual level show that there is a positive and meaningful relationship between inspiring communication, rational persuasion, supportive leadership - personal recognition with social capital. Spearman relationship test also shows that there is a positive and meaningful relationship between transformational leadership and social capital. Then the discussion and conclusions based on these findings are discussed.
