تاثیر رهبری تحول‌آفرین بر عملکرد شغلی اعضای هیات علمی با میانجی‌گری درگیری شغلی

محورهای موضوعی : خطمشی‌گذاری عمومی در مدیریت

عبدالعلی جلالی ¹ (عضو هیات علمی، گروه آموزشی مراقبت پرواز، دانشکده پرواز، دانشگاه هوایی شهید ستاری، تهران، ایران)
احمدعلی روح‌الهی ² (عضو هیات علمی، گروه آموزشی مراقبت پرواز، دانشکده پرواز، دانشگاه هوایی شهید ستاری، تهران، ایران.)

تاریخ دریافت : 1394/11/29 تاریخ پذیرش : 1394/12/03 تاریخ انتشار : 1394/12/26

کلید واژه: درگیری شغلی, رهبری تحولی, عملکرد شغلی, اعضای هیات علمی,

چکیده مقاله :

هدف پژوهش حاضر ارائة راهکارهای کاربردی به‌منظور بهبود عملکرد شغلی اعضای هیات علمی، بر اساس رهبری تحول‌آفرین و عملکرد شغلی است. این پژوهش از لحاظ هدف کاربردی و از نظر روش، توصیفی همبستگی است. در این پژوهش ابتدا مدل نظری و فرضیه‌های پژوهش توسعه داده شد. سپس به کمک مدل معادلات ساختاری و آزمون رگرسیون فرضیه‌های پژوهش بررسی شدند. جامعة آماری تحقیق، اعضای هیات علمی یکی از مراکز دانشگاهی نظامی است. بدین منظور نمونه‌ای برابر با 210 نفر بر اساس جدول مورگان و به روش نمونه‌گیری تصادفی به دست آمد. داده‌ها از طریق پرسشنامه جمع‌آوری شد. برای اندازه گیری سطح درگیری شغلی از پرسش‌نامه درگیری شغلی کانونگو (1982) با 10 گویه، عملکرد شغلی از پرسش‌نامه پاترسون (1970) با 15 گویه و رهبری تحولی از پرسش‌نامه باس و الولیو (2006) با 20 گویه استفاده گردید. پایایی ابزارهای تحقیق از طریق الفای کرونباخ مورد بررسی قرار گرفت. روایی ابزارها از طریق روایی محتوا و سازه‌ای مورد بررسی قرار گرفت. نتایج به دست آمده از پژوهش نشان داد که رهبری تحول‌آفرین بر عملکرد شغلی اعضای هیات علمی تأثیر مثبت داشته و نقش میانجی‌گری درگیری شغلی در تأثیر رهبری تحول‌آفرین بر عملکرد شغلی اعضای هیات علمی به تأیید رسید. از سوی دیگر، تحلیل رگرسیون نشان داد که مولفه‌ی حمایت‌های رشد دهنده، بیشترین تاثیر بر عملکرد شغلی دارد.

چکیده انگلیسی:

The main objective of present study is to provide applicable measures for betterment the job performance of faculty members, based on transformational leadership and job performance. With respect of objectives, this study is the applied research and with respect of methodology, is a correlation-descriptive one. In this paper, Firstly, the theoretical model and research hypotheses have been developed, and then by using structural equation modeling (SME), research hypotheses were examined. The statistical population of this study consisted of all faculty members of a military university which 210 person of them have been selected randomly via Morgan table. Research data were collected via questionnaires. For measuring job involvement Kanungo (1982) with 10 items, job performance form Paterson (1970) with 15 items and finally transformational leadership measured by Bass and Avoilo (2006)   questionnaire have been used. Reliability of research tools have been investigated by Cronbach’s alpha. Validity of them have been test by content and--.  Research finding indicated that all hypotheses were verified then: transformational leadership has positive effect on faculty member’s job performance and the role of job involvement as a moderator between transformational leadership and job performance was verified. In the other word, regression analysis shows that grower supporting component of transformational leadership has maximum effect on job performance.

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