نوع مقاله: مقاله پژوهشی

نویسندگان

1 دانشیار، عضو هیئت علمی دانشکده مدیریت و اقتصاد دانشگاه شهید باهنر کرمان

2 دانشجوی کارشناسی ارشد مدیریت بحران، دانشکده مدیریت و اقتصاد، دانشگاه شهید باهنر کرمان

چکیده

لازمه تغییر و تحولات مستمر سازمانی در محیط‌های پویا، وجود رهبرانی بصیر، راهبردی یا به عبارت روشن‌تر، رهبران تحول­آفرین است. به دلیل توجه فزاینده به عامل رهبری در ایجاد تحولات سازمانی در دنیا و نقش آن در بروز رفتار شهروندی سازمانی، در این تحقیق سعی شده رابطه متقابل رهبری تحول­آفرین و رفتار شهروندی سازمانی  با در نظر گرفتن نقش میانجی‌ دو متغیر اعتماد عاطفی و اعتماد شناختی مورد بررسی قرار گیرد. این پژوهش از جهت هدف، کاربردی و از جهت روش، توصیفی از نوع پیمایشی است. جامعه آماری تحقیق شامل کارمندان شعب بانک مهراقتصاد شهر شیراز می‌باشد. برای جمع­آوری داده‌ها از پرسشنامه‌های رهبری تحول­آفرین، رفتار شهروندی سازمانی و اعتماد عاطفی و شناختی و همچنین جهت تجزیه و تحلیل داده‌ها نیز از  نرم­افزار لیزرل استفاده شد. یافته‌های تحقیق نشان داد بین سبک رهبری تحول­آفرین و رفتار شهروندی سازمانی رابطه معناداری وجود ندارد؛ اما افزودن اعتماد عاطفی و اعتماد شناختی به این موضوع رهنمون شد که بین رهبری تحول­آفرین و این دو متغیر رابطه مثبتی وجود دارد؛ همچنین بین اعتماد عاطفی و شناختی و رفتار شهروندی سازمانی رابطه  مثبت و معناداری وجود دارد.  

کلیدواژه‌ها

عنوان مقاله [English]

The Effect of Transformational Leadership on Organizational Citizenship Behavior

نویسندگان [English]

  • mehdi ebrahimi nejad Rafsanjani 1
  • Mozhgan Zarei 2

1 Associate Professor, Department of Management, Faculty of Management and Economics, Shahid Bahonar University of Kerman, Kerman, Iran

2 M.A. of Crisis Management, Faculty of Management and Economics, Shahid Bahonar University of Kerman, Kerman, Iran

چکیده [English]

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

کلیدواژه‌ها [English]

  • Transformational Leadership
  • Organizational Citizenship Behavior
  • Emotional Trust
  • Cognitive Trust

بیک­زاده، ج و فلسفی، ع. (1388). رهبری سازمانی تحول­آفرین. کار و جامعه. شماره110. 11-4.

حسینی سرخوش، س.م. (1389). چارچوب مفهومی رهبری تحول­آفرین بر فرهنگ سازمانی. دوماهنامه توسعه انسانی پلیس. سال 7. شماره 30. 72-59.

رستگار، ع و مقصودی، ط. (1395). بررسی تأثیر رهبری تحول­آفرین بر نوآوری سازمانی با میانجیگری تسهیم دانش. فصلنامه مطالعات مدیریت (بهبود و تحول). سال 25. شماره 80. 182-157.

عابدی جعفری، ح و مرادی، م. (1384). بررسی رابطه بین هوش عاطفی و رهبری تحول­آفرین. دانش مدیریت. شماره 70. 80-63.

علی­نژاد، ع؛ کاظمی، ا و پیشاهنگ بناب، م. (1393). بررسی ارتباط میان رفتار شهروندی سازمانی و عملکرد کارکنان. فصلنامه مطالعات مدیریت (بهبود و تحول). سال 23. شماره 74. 98-73.

فرهی پورزنجانی، ب؛ سنجقی، م.ا؛ بازرگانی، م و سلطانی، م.ر. (1392). طراحی و تبیین مدل شناخت، سنجش و مدیریت فرهنگ سازمانی. راهبردفرهنگ.  شماره 21. 138-113.

 Ariani, D. W. (2013). The Relationship between Employee Engagement, Organizational Citizenship Behavior, and Counterproductive Work Behavior .International Journal of Business Administration, 4(2), 46-56.

Barnard, I. (1983). The Functions of the Executive. Cambridge, MA: Harvard University Press.

Bass, B. M. & Avolio, B. J. (2000). MLQ Multifactor Leadership Questionnaire Sample Set: Technical Report, Leaders Form, Rater Form, and Scoring Key for MLQ From 5x-Short, 2nd Ed, Mind Garden, and Redwood City, CA.

Bass, B. M., & Avolio, B. J. (1997). Revised manual for the Multifactor Leadership Questionnaire. Palo Alto, CA: Mind Garden.

Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership. Mahwah, New Jersey:Lawrence Erlbaum Associates.

Behling, O., & McFillen, J. M. (1996). A syncretic AL model of charismatic/transformational leadership. Group & Organization Management, 21 (2), 163-191.

Byrne, B.  M. (1994). Structural equation modeling with EQS and EQS/Windows: Basic concepts, applications, and programming.  University of Ottawa, Canada

Castro, C. B., Amarion, E. M., & Ruiz, D. M. (2004). The influence of employee organizational citizenship behavior on customer loyalty. International journal of Service industry management, 15(1), 27-53.

Chin, W. W., & Nested. P. R. (1999). Structural equation modeling analysis with small samples using PLS, in rick Hoyle. Statistical strategies for small samples research, sage Publications: 307-341.

DeGroot, T., Kiker, D.S. & Cross, T. C. (2000). A meta-analysis to review organizational outcomes related to charismatic leadership.  Canadian Journal of Administrative Sciences, 17 (4), 357-371.

Dumdum, U.R., Lowe, K. B., & Avolio, B. J. (2002). A met analysis of transformational and transactional leadership. In Avolio, B.J. and Yammarino, F.J. (Eds), Transformational and Charismatic Leadership: The Road Ahead, Elsevier Science, Oxford, 35-66.

Fombrun, C. J., & van Riel, C. B. M. (2004). Fame and Fortune: How Successful Companies Build Winning Reputations. Pearson Education Inc., Upper Saddle River, NJ.

Fornell, C., & Lacker, D. F. (1981). Evaluation structural equation models with unobserved variables and measurement error.  Journal of Marketing Research, 18(1), 39-50.

Gumusluoglu, L. & Ilsev, A. (2009). Transformational Leadership, Creativity, and
Organizational Innovation.  Journal of Business Research, 62 (4), 461-473.

Heilman, M. E., & Chen, J. J. (2005). Same behavior, different consequences: reactions to men's and women's altruistic citizenship behavior. Journal of Applied Psychology, 90(3), 431.

Hellriyel, D., & Slocum, J. (1996). Management. seventh edition, Cincinnati, Ohio , south-Western collage publishing

Hudson, R. (2002). Management citizenship behavior and its consequences. Work and occupations, 29(1), 64-96.

Judge, T. A. & Piccolo, R. F. (2004). Transformational and transactional leadership: a met analytic test of their relative validity.  Journal of Applied Psychology, 89 (5), 755-768.

Kim, S.  (2006). Public Service Motivation and Organizational Citizenship Behavior in Korea. International Journal of Manpower, 27(8), 722-740.

Kim, S., & Kim, J. (2014). Integration Strategy, Transformational Leadership and Organizational Commitment in Korea's Corporate Split-offs, Social and BehavioralSciences, 109, 1353 – 1364.

Lee, H. (2004). The role of competence-based trust and organizational identification in continuous improvement. Journal of Management Psychology, 19(6), 623-639.

Lowe, K. B., Kroeck, K. G., &Sivasubramaniam, N. (1996). Effectiveness correlates of transformational and transactional leadership: meta-analytic review of the literature.  Leadership Quarterly, 7 (3), 385-425.

Men, L. R. (2012). CEO credibility, organizational reputation, and employee engagement. Public Relations Review, 38 (1), 171-173.

Ojha, D., Acharya, C., & Cooper, D. (2018). Transformational leadership and supply chain ambidexterity: Mediating role of supply chain organizational learning and moderating role of uncertainty. International Journal of Production Economics, 197, 215-231.

Poper, M., Mayseless, O. & Castelnovo, O. (2000). Transformational Leadership and Attachment.  Leadership Quarterly, 11(2), 267-289.

Ramo, H. (2004). Moments of Trust: temporal and spatial factors of trust in organizations. Journal of Management Psychology, 19(8), 760-775.

Rego, A., Ribeiro, N., & Cunha, M. P. (2010). Perceptions of organizational virtuousness and happiness as predictors of organizational citizenship behaviors. Journal of Business Ethics, 93(2), 215-235.

Rowold, J., & Rohmann, A. (2009). Transformational and transactional leadership styles, followers’ positive and negative emotions, and performance in German nonprofit orchestras. Nonprofit Management and Leadership, 20 (1), 41-59.

Safinas Munir, R., Abdul Rahman, R., Malik, A., & Maamor, H.  (2012). Relationship between Transformational Leadership and Employees Job Satisfaction among the Academic Staff. Social and Behavioral Sciences, 65, 885-890.

Wang, G., He, Q., Meng, X., Locatelli, G., Yu, T., & Yan, X. (2017). Exploring the impact of megaproject environmental responsibility on organizational citizenship behaviors for the environment: A social identity perspective. International Journal of Project Management, 35(7), 1402-1414.

Yaghoubi, N. M., Salarzehi, H., & Moloudi. J. (2013). The relationship between human resource productivity (HRP) and organizational citizenship behavior (OCB), African Journal of Business Management, 7(32), 3168-3176.

Yang, S. (2007). An integrated model for organization – public relational outcomes,
organizational reputation, and their antecedents. Journal of Public Relations Research,
19 ( 2), 91-121.

Yukl, G. (2006).  Leadership in organizations (6th Ed.). Upper Saddle River, NJ: Pearson Education, Inc.

Zagorsek, H., Dimovski, V., & Skerlavaj, M. (2009). Transformational and transactional leadership impacts on organizational learning. Journal for East European Management Studies, 2 (1), 145-164.