• صفحه اصلی
  • تأثیر رهبری اصیل بر توانمندسازی کارکنان از طریق نقش میانجی آوای سازمانی و عدالت سازمانی

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آدرس مقاله


کد مقاله : KMSJ-2301-1072 (R1) بازدید : 85 صفحه: 17 - 28

10.30495/kmsj.2023.1976677.1072

نوع مقاله: پژوهشی

تأثیر رهبری اصیل بر توانمندسازی کارکنان از طریق نقش میانجی آوای سازمانی و عدالت سازمانی

محورهای موضوعی : سایر موضوعات مرتبط با مدیریت ورزشی

رضا بهرامی 1 (دانشجوی دکتری مدیریت ورزشی، واحد بروجرد، دانشگاه آزاد اسلامی، بروجرد، ایران)
سعید صادقی بروجردی 2 (استاد مدیریت ورزشی، دانشکده علوم انسانی و اجتماعی، گروه تربیت‌بدنی و علوم ورزشی، دانشگاه کردستان، ایران)
رضا صابونچی 3 (دانشیار مدیریت ورزشی، واحد بروجرد، دانشگاه آزاد اسلامی، بروجرد، ایران)

تاریخ دریافت : 1401/10/12 تاریخ پذیرش : 1401/12/20 تاریخ انتشار : 1401/12/01

کلید واژه: آوای سازمانی, رهبری اصیل, توانمندسازی کارکنان, عدالت سازمانی,

چکیده مقاله :

این پژوهش با هدف تأثیر رهبری اصیل بر توانمندسازی کارکنان از طریق نقش میانجی آوای سازمانی و عدالت سازمانی انجام شد. شایان ذکر است که این پژوهش، توصیفی و از نوع مطالعات همبستگی بود. جامعه آماری پژوهش حاضر همه کارکنان ادارات ورزش و جوانان غرب کشور به تعداد 885 نفر بودند. درنهایت، تعداد 370 نفر به‌عنوان نمونه به‌صورت تصادفی ساده انتخاب شدند. ابزار پژوهش چهار پرسشنامه رهبری اصیل والومبا و همکاران (2000)، توانمندسازی کارکنان اسپریتزر (1995)، آوای سازمانی هامس (2009) و عدالت سازمانی مورمن و نیهوف (1993) بود. روایی صوری و محتوایی ابزار پژوهش توسط گروهی از اساتید صاحب‌نظر و روایی سازه آن به‌وسیله تحلیل عاملی تأییدی مبتنی بر مدل معادلات ساختاری تأیید گردید. همچنین پایایی پرسشنامه‎ها با استفاده از ضریب آلفای کرونباخ گزارش شد. برای تجزیه‌و‌تحلیل‌ داده‌ها از نرم‌افزارهای اس.پی.اس.اس.، اس.پی.اس.اس. سمپل‌پاور و اسمارت پی.ال.اس. استفاده گردید. نتایج نشان داد که آوای سازمانی اثر مثبت و معناداری بر توانمندسازی دارد. رهبری اصیل اثر مثبت و معناداری بر آوای سازمانی، توانمندسازی و عدالت سازمانی دارد. عدالت سازمانی اثر مثبت و معناداری بر توانمندسازی دارد. همچنین رهبری اصیل بر توانمندسازی از طریق آوای سازمانی اثر مثبت و معناداری دارد. درنهایت نتایج نشان داد که رهبری اصیل بر توانمندسازی از طریق عدالت سازمانی اثر مثبت و معناداری دارد. می‌توان گفت که رهبری اصیل نقش مهمی در کاهش اقدامات منفی ایفا می‌کند و کارمندان و رهبران را قادر می‌سازد جهت اثربخشی همه‌جانبه و موفقیت سازمان با یکدیگر، همکاری عمیقی داشته باشند.

چکیده انگلیسی:

This study was conducted with the aim of the effect of genuine leadership on employee empowerment through the mediating role of organizational voice and organizational justice. It is worth mentioning that this study was descriptive and correlational studies. The statistical population of the present study was 885 employees of all sports and youth departments in the west of the country. Finally, 370 people were selected as a simple random sample. The research instruments were four questionnaires: Valomba et al. (2000), Spritzer Employee Empowerment (1995), Hams Organizational Voice (2009) and Morman and Nihoff (1993) Organizational Justice. The face and content validity of the research instrument was confirmed by a group of expert professors and its structural validity was confirmed by confirmatory factor analysis based on structural equation modeling. The reliability of the questionnaires was also reported using Cronbach's alpha coefficient. For data analysis from SPSS software, SPSS. Sample Power and Smart PLS was used. The results showed that organizational voice has a positive and significant effect on empowerment. Genuine leadership has a positive and significant effect on organizational voice, empowerment and organizational justice. Organizational justice has a positive and significant effect on empowerment. Genuine leadership also has a positive and significant effect on empowerment through organizational voice. Finally, the results showed that genuine leadership has a positive and significant effect on empowerment through organizational justice.

منابع و مأخذ:


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_||_

Ali-Nejad, M., Abbasian, H., Behrangi, M. (2017). Investigating the effect of leadership trusted by managers on teachers' organizational commitment with the mediating variable of organizational justice. Biannual scientific research journal of educational and school studies. 4(13): 9-26. (Persian)

Ali-Yari, A. (2018). The effect of authentic leadership style consequences on organizational climate. Master's thesis. Central Tehran Azad University. (Persian)

Azanza, G., Moriano, J. A., Molero, F., & Mangin, J. P. L. (2015). The effects of authentic leadership on turnover intention. Leadership & Organization Development Journal.

Behroozi, M., Fadaiyan, B., & Ebneroomi, S. (2012). A survey of effective elements of empowerment of the university employees of medical sciences toward a conceptual framework: Iran's perspective. Procedia-Social and Behavioral Sciences, 46, 2832-2836.

Chaudhry, A. Q., Javed, H., & Sabir, M. (2012). The impact of transformations and transactional leadership styles on the motivation of employees in Pakistan. Pakistan economic and social review, 223-231.

Darabighi, M., Irannejad, P., Jahanian, R., Abdulahi, M. (2019). providing a model for authentic leadership in professors with a humanistic approach in higher education organizations. Journal of research in educational systems. 14 (special issue): 137-158. (Persian)

Dostar, M, Ismail Zadeh, M. (2012). Organizational justice and its effect on the voice and performance of employees. Management studies (improvement and transformation). 22(72): 143-163. (Persian)

Fazli-Zanjani, M. (2014). The role of servant leadership and perceived organizational support in employees' job enthusiasm. Azad University Electronic Unit. (Persian)

Frese, M., Teng, E., & Wijnen, C. J. (1999). Helping to improve suggestion systems: Predictors of making suggestions in companies. Journal of Organizational Behavior, 20(7), 1139-1155.

Ghanbari, S., Mohammadi, M. (2016). Evaluating the role of professional ethics and psychological security on the relationship between justice and organizational voice. Quarterly Journal of Ethics in Science and Technology. 12(2): 47-56. (Persian)

Giallonardo, L. M., Wong, C. A., & Iwasiw, C. L. (2010). Authentic leadership of preceptors: predictor of new graduate nurses' work engagement and job satisfaction. Journal of nursing management, 18(8), 993-1003.

Grošelj, M., Černe, M., Penger, S., & Grah, B. (2020). Authentic and transformational leadership and innovative work behaviour: the moderating role of psychological empowerment. European Journal of Innovation Management.

Hanaysha, J., & Tahir, P. R. (2016). Examining the effects of employee empowerment, teamwork, and employee training on job satisfaction. Procedia-Social and Behavioral Sciences, 219, 272-282.

Hashemi, S. H., Yousefi, M., Soodi, S., & Omidi, B. (2016). Explaining human resource empowerment pattern and organizational excellence among employees of emergency of Guilan's University hospitals. Procedia-Social and behavioral sciences, 230, 6-13.

Hassanzadeh Psikhani, M., Bagherzadeh Kh., Razieh, Akradi, E. (2015). The effect of the managers' perceived empowering behaviors on the organizational voice of the employees of the technical and professional organization of Gilan province. Educational management and leadership research quarterly. 3(9): 25-43. (Persian)

Jameel, A. S., Mahmood, Y. N., & J Jwmaa, S. (2020). Organizational justice and organizational commitment among secondary school teachers.

Joo, B. K. B., & Nimon, K. (2014). Two of a kind? A canonical correlational study of transformational leadership and authentic leadership. European Journal of Training and Development.

Joo, B. K., & Jo, S. J. (2017). The effects of perceived authentic leadership and core self-evaluations on organizational citizenship behavior: The role of psychological empowerment as a partial mediator. Leadership & Organization Development Journal.

Kameli, A., Yazdani, H, Nikkhah Kiaramesh, R., Hajbrafken, H. (2015). The effect of authentic leadership on employee well-being and deviant behaviors with the mediation of psychological capital. Studies of organizational behavior. 5 (2): 177-201. (Persian)

Karim, F., & Rehman, O. (2012). Impact of job satisfaction, perceived organizational justice and employee empowerment on organizational commitment in semi-government organizations of Pakistan. Journal of Business Studies Quarterly, 3(4), 92.

Khaliq Alvi, A., Lashari, R. H., UR Rehman, S., Kaur, P., & Jawaid, A. (2019). The Impact of Organizational Justice on Organizational Performance in View Point of Employee Voice. European Online Journal of Natural and Social Sciences, 8(4), pp-624.

Khaliqipour, S., Azizi Shamami, M., Youssef Boroujerdi, R., Hoyda, R. (2019). Investigating the effect of authentic leadership style on organizational innovative atmosphere through employee empowerment in Isfahan University of Medical Sciences. Sustainable human resource management. 2(2): 179-199. (Persian)

Meyerson, G., & Dewettinck, B. (2012). Effect of empowerment on employee's performance. Advanced Research in Economic and Management Sciences, 2(1), 40-46.

Miao, Q., Eva, N., Newman, A., & Cooper, B. (2019). Ceo entrepreneurial leadership and performance outcomes of top management teams in entrepreneurial ventures: The mediating effects of psychological safety. Journal of Small Business Management, 57(3), 1119-1135.

Mueller, R. O. (1999). Basic principles of structural equation modeling: An introduction to LISREL and EQS. Springer Science & Business Media.

Naseri Kuche Buyuk, M., Rezaiyan, A., Gudarzi, Gh, Amirkabiri, A. (2021). The effect of authentic leadership on psychological empowerment with the mediating role of organizational justice (case study: Sufian Cement Company). Business management. 13(49): 508-529. (Persian).

Nichols, T. W., & Erakovich, R. (2013). Authentic leadership and implicit theory: a normative form of leadership? Leadership & Organization Development Journal.

Rajabi F., Hajieh, Pahlan, A. (2016). The effect of organizational justice on the ability of employees with the mediating role of transformational leadership, taking into account the policies of the University of Medical Sciences. Public policy making in management (Government Management Mission), 8(27), 65-79. (Persian)

Raub, S., & Robert, C. (2013). Empowerment, organizational commitment, and voice behavior in the hospitality industry: Evidence from a multinational sample. Cornell Hospitality Quarterly, 54(2), 136-148.

Saifullah, N., Alam, M., Zafar, M. W., & Humayon, A. A. (2015). Job Satisfaction: A Contest between Human and Organisational Behaviour. International Journal of Economic Research, 6(1), 46-56.

Smith, M. B. (2017). Values, self, and society: Toward a humanist social psychology. Routledge.

Srivastava, A. P., & Dhar, R. L. (2016). Authentic leadership for teacher’s academic optimism: moderating effect of training comprehensiveness. European Journal of Training and Development.

Takeuchi, R., Chen, Z., & Cheung, S. Y. (2012). Applying uncertainty management theory to employee voice behavior: An integrative investigation. Personnel Psychology, 65(2), 283-323.

Van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validity. Academy of Management journal, 41(1), 108-119.

Wikström, C., & Wikström, M. (2020). Merit-Based Admissions in Higher Education. Higher Education Admission Practices: An International Perspective, 34(1), 4-15.

Zhou, J., & George, J. M. (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice. Academy of Management journal, 44(4), 682-696..

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