بررسی نقش سبک رهبری مدیران(تحولی/ تبادلی) در ارتقاء هویت سازمانی و مسئولیت پذیری اجتماعی کارکنان

محورهای موضوعی : آموزش و پرورش

سعید احمدی ¹ , محمدرضا زارع ²

1 - گروه علوم تربیتی دانشگاه آزاد اسلامی واحد فیروزآباد،
2 - دانشگاه آزاد اسلامی واحد فیروزآباد

تاریخ دریافت : 1397/03/11 تاریخ پذیرش : 1399/05/27 تاریخ انتشار : 1399/06/01

کلید واژه: هویت سازمانی, مسئولیت پذیری اجتماعی, دانشگاه شیراز, سبک رهبری, کارکنان اداری,

چکیده مقاله :

این پژوهش با هدف بررسی نقش سبک رهبری مدیران(تحولی/ تبادلی) در ارتقاء هویت سازمانی و مسئولیت­پذیری اجتماعی کارکنان انجام شد. پژوهش حاضر‌ از جمله پژوهش­های توصیفی– پیمایشی و از نوع همبستگی بوده که جامعه­ی‌آماری آنرا کلیه­ی کارکنان اداری دانشگاه شیراز در پنج دانشکده علوم پایه، فنی و مهندسی، علوم اجتماعی، حقوق و علوم تربیتی به تعداد 422 نفر تشکیل می­داند که از بین آنها 200 نفر به صورت تصادفی طبقه­ای نسبتی به عنوان اعضای نمونه­ی آماری انتخاب شدند. به‌منظور جمع‌آوری اطلاعات از پرسشنامه‌های سبک رهبری باس و الیو(2002)،  پرسشنامه هویت سازمانی چنی (1982) و پرسشنامه مسئولیت پذیری اجتماعی سازمان گلیبرث (2010) استفاده شد. داده‌های به دست آمده با استفاده از آزمون ویلکاکسون، آزمون آماری دو جمله­ای، آزمون کروسکال والیس و ضریب همبستگی اسپیرمن مورد تحلیل قرار گرفت. نتایج حاصل از یافته‌ها نشان داد که بین دیدگاه کارکنان در خصوص سبک غالب رهبری (تبادلی و تحولی) تفاوت معناداری وجود ندارد. تفاوت معناداری بین هویت سازمانی دانشکده­های مختلف وجود ندارد. بین سبک رهبری مدیران با هویت سازمانی و مسئولیت­پذیری کارکنان، همبستگی مثبت و معنادار آماری  وجود دارد.

چکیده انگلیسی:

This study was conducted with the aim of investigating the role of leadership style of managers (transformational / exchange) in promoting organizational identity and social responsibility of employees. The present research was descriptive-survey and correlation type. The statistical population of the research includes all of the administrative staff of Shiraz University in five faculties of basic sciences, engineering, social sciences, law and education that 100 of them were selected by Random Class Relative method. The data collection tools of research was Bass & Elio Leadership Style Questionnaire (1985), The organizational identity questionnaire of Cheney (1982) and Gollibert's Social Responsibility Questionnaire (2010) were used. Data obtained by using Wilcoxon Test, Binomial statistical test, Kruskal-Wallis test and Spearman correlation coefficient were analyzed. The results showed that There is no significant difference between the two types of exchange leadership and change in terms of employees. There is no significant difference between organizational identity of different faculties. There is a positive and significant correlation between the leadership style of managers with organizational identity and staff accountability.

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