بررسی تأثیر رهبری متعالی بر بهره‌وری سازمانی با تأکید بر معنویت در محیط کار
الموضوعات :
رضا اسماعیل پور
1
(دانشیار گروه مدیریت، دانشگاه گیلان، دانشکده ی ادبیات و علوم انسانی،)
هانی نیکوکار
2
(سرباز نیروی انتظامی)
الکلمات المفتاحية: معنویت در محیط کار, بهره‌وری سازمانی, رهبری متعالی,
ملخص المقالة :
بهره‌وری یعنی استفاده از منابع و امکانات سازمان برای دستیابی به هدف با کمترین مصرف مواد اولیه. در محیط پرتلاطم و متغیر امروزی چیزی که می‌تواند سازمانها را نسبت به سایر سازمانها در شرایط مطلوب‌تری نگه دارد، توجه به بهره‌وری در سازمان است و با توجه به اینکه یکی از عوامل مهمی که می‌تواند سبب بهره‌وری کار شود، انگیزش کارکنان برای انجام کار با کیفیت عالی و کمیت زیاد است باید به عواملی که سبب ایجاد انگیزه در افراد برای انجام دادن کار بهتر می‌شود توجه کرد. رهبری متعالی و معنویت در محیط کار از اصلی‌ترین متغیرهای جهان حاضر هستند که می‌توانند انگیزش کارکنان را برای کار با کیفیت و کمیت عالی برانگیزانند و در نهایت به بهره‌وری سازمان منجر گردد. این تحقیق از نظر ماهیت از نوع تحقیقات توصیفی- علّی و از نظر هدف کاربردی است. داده‌ها از طریق پرسشنامه جمع‌آوری شد و نمونه آماری تحقیق شامل 189 کارمند در سازمان‌های بیمه استان گیلان می باشد. داده‌ها از طریق همبستگی پیرسون و مدلیابی معادلات ساختاری با استفاده از نرم افراز SPSS 20 و LISREL 8.8 مورد تجزیه‌وتحلیل قرار گرفت. نتایج حاصل نشان داد که رهبری متعالی دارای اثر مثبت و معنی‌دار روی معنویت در محیط کار و بهره‌وری سازمانی است؛ همچنین معنویت در محیط کار دارای اثر مثبت و معنی‌دار روی بهره‌وری سازمانی است.
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Boney, P. K. (2009), Innovative team climate in transcendent, North Carolina State University.
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Delbecq, L. A. (1999), Christian spirituality and contemporary business leadership. Journal of Organizational Change Management, 12(4), 345-349.
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Hatami, H., Mir Jafari, S. A., & Mojahedi Jahromi, S. (2011), An Investigation into the Relationship of Working Life Quality to Organizational Commitment and Productivity in Jahrom Medical Science University. Journal Management System, 7, 25-40, (In Persian).
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Ilies, R., Morgeson, F., & Nahrgang, J. (2005), Authentic leadership and eudaemonic well-being: Understanding leader– follower outcomes. The Leadership Quarterly, 16(3), 373-394.
Kishor, K. (2013), Transcendental leaders are The moral fiber of An organization. Journal of Business Management & Social Sciences Research, 2(7).
Marques, J., Dhiman, S., & King, R. (2005), Spirituality in the workplace: Developing an Integral model and a Comprehencive Definition. The Journal of American Academy of Business, Cambridge, 7(1), 81- 91.
Milliman, J., Czaplewski, A. J., & Ferguson J. (2003), Workplace spirituality and employee work attitudes, An exploratory empirical assessment. Journal of Organizational Change Management, 16(4), 426-447.
Mirzaei, A. (2012), The effective factors on improving labor productivity in Ministry of Industry, Mine and Trade:: Tehran. Retrieved from: http://www.system.parsiblog.com/, (In Persian).
Nasiripour A., Raeisi P., & Hedayati S. R. (2009), The Relationship between Organizational Cultures and Employees Productivity. Journal of Health Administration, 12(35), 17-24, (In Persian).
Poyan, S. A., & Masoumi, M. (2009), Establishment of productivity Cycle. 7th Conference of Quality & productivity, Tehran.
Sass, J. (2000),Characterizing Organizational Communication Culture Approach. Communication Studies, 51(3), 195-217.
Seyyed Hosseyni, S. M., Ebrahimi Salari, T., & Mazloum KHorasani, A. (2013), Improved Management Practices at Endowments Department and its effect on increase Productivity in Dedicated areas. Journal of Ishlmic Management, 1, 105-125, (In Persian).
Smith, D., & Louw, M. (2007), Conceptualization of the SpiritualvLife Dimention: a Personal andvProfessional Leadership Perspective. Journalvof Human Resource Management, 5 (1), 19-27.
Taheri, SH. (2006), Productivity Analysis in Organizations. Tehran: Hestan Nashr, (In Persian).
Vaziri, S., mansouri, H., & Adiban, A. (2010), Identification & prioritize the Factors Affecting the productivity of Human Resources with MADM Technique. Jounal of Civility & Training, 100.
Vera, D & Crossan, M. (2004),Strategic leadership and organizational learning.The Academy of Management Review, 29(2), 222−240.
Walter, J. (2013),The Cultivation of Transcendent Leadership. Harvard Business School, publisher and editor-in-chief for Ivy Sea Online.
Wanger-Marsh, F., & Conley, J. (1999), The fourth wave: the spiritualitybased firm. Journal of Organizational Change Management, 12(4), 292 301.
Yazdani H. R., Kazemi Najaf Abadi, M. R., Salimi, GH. R. (2010), The Medlating Role of Spirituality on the Relationship Between Organizational JustIce and Spirituality Outcomes. Journal of Business Management Perspective (Management Perspective), 9, 115-133, (In Persian).
_||_Alvani M., & Ahmadi, P. (2002), Design of Total Pattern of Affecting Factors on Human Resource Productivity. Journal of Modares, 5(1).
Ashmos, D. P., & Duchon, D. (2000), Spirituality at work: a conceptualization and measure. Journal of Management Inquiry, 9(2). 134-145.
Bass, B. (1985), Ledership and performance beyond expectations. New York; free press.
Boney, P. K. (2009), Innovative team climate in transcendent, North Carolina State University.
Burack, E. (1999), Spirituality in the workplace. Journal of Organizational Change Management, 12(4), 280-291.
Caroline, H. L. (2007), Transactional, Transformational, Transcendental Leadership: Motivation Effectiveness and Measurement of Transcendental Leadership, School of Policy, Planning, and Development University of Southern California Los Angeles, California.
Crossan, M., Vera, D., &Nanjad, L. (2008), Transcendent leadership: Strategic leadership in dynamic environments. The Leadership Quarterly.
Delbecq, L. A. (1999), Christian spirituality and contemporary business leadership. Journal of Organizational Change Management, 12(4), 345-349.
Farhangi, A. A., fataahi, M., & Vasegh, B. (2006), Spirituality in the workplace and their role in improve organizational citizenship behavior. Organizational Culture Manegement, 13, 5-36, (In Persian).
Francoeur, k. A. (2008), The relationship between the five-factor model of personality and leadership preferences for initiating structure and consideration, dissertation, Indian university of pensilvania.
Freshman, B. (1999), An exploratory analysis of definitions and applications of Spirituality in the workplace. Journal of Organizational Change Management, 12(4). 318-327.
Gardiner, J. J. (2006), Transactional, transformational, and transcendent leadership: Metaphors mapping the evolution of the theory and practice of governance. Kravis Leadership Institute. Leadership Review, 6, 62-76.
Gotsis, G., & Kortezi, Z. (2008), Philosophical Foundations of Workplace Spirituality: A Critical Approach. Journal of Business Ethics, 78, 575–600.
Karakas, F. (2010), Spirituality and Performance in Organizations: A Literature Review, Journal of Business Ethics, 94, 89–106.
Hatami, H., Mir Jafari, S. A., & Mojahedi Jahromi, S. (2011), An Investigation into the Relationship of Working Life Quality to Organizational Commitment and Productivity in Jahrom Medical Science University. Journal Management System, 7, 25-40, (In Persian).
Herman, R. E., & Gioia, J. L.(1999), Making work meaningful: secrets of the future-focused corporation.The Futurist,32(9),24-38
Heaton, D.P., Schmidt-Wilk, J., & Travis, F. (2004), Constructs, Methods, and measuring for researching spirituality in organizations. Journal of Organizational Change Management, 17(1), 62-68.
Ilies, R., Morgeson, F., & Nahrgang, J. (2005), Authentic leadership and eudaemonic well-being: Understanding leader– follower outcomes. The Leadership Quarterly, 16(3), 373-394.
Kishor, K. (2013), Transcendental leaders are The moral fiber of An organization. Journal of Business Management & Social Sciences Research, 2(7).
Marques, J., Dhiman, S., & King, R. (2005), Spirituality in the workplace: Developing an Integral model and a Comprehencive Definition. The Journal of American Academy of Business, Cambridge, 7(1), 81- 91.
Milliman, J., Czaplewski, A. J., & Ferguson J. (2003), Workplace spirituality and employee work attitudes, An exploratory empirical assessment. Journal of Organizational Change Management, 16(4), 426-447.
Mirzaei, A. (2012), The effective factors on improving labor productivity in Ministry of Industry, Mine and Trade:: Tehran. Retrieved from: http://www.system.parsiblog.com/, (In Persian).
Nasiripour A., Raeisi P., & Hedayati S. R. (2009), The Relationship between Organizational Cultures and Employees Productivity. Journal of Health Administration, 12(35), 17-24, (In Persian).
Poyan, S. A., & Masoumi, M. (2009), Establishment of productivity Cycle. 7th Conference of Quality & productivity, Tehran.
Sass, J. (2000),Characterizing Organizational Communication Culture Approach. Communication Studies, 51(3), 195-217.
Seyyed Hosseyni, S. M., Ebrahimi Salari, T., & Mazloum KHorasani, A. (2013), Improved Management Practices at Endowments Department and its effect on increase Productivity in Dedicated areas. Journal of Ishlmic Management, 1, 105-125, (In Persian).
Smith, D., & Louw, M. (2007), Conceptualization of the SpiritualvLife Dimention: a Personal andvProfessional Leadership Perspective. Journalvof Human Resource Management, 5 (1), 19-27.
Taheri, SH. (2006), Productivity Analysis in Organizations. Tehran: Hestan Nashr, (In Persian).
Vaziri, S., mansouri, H., & Adiban, A. (2010), Identification & prioritize the Factors Affecting the productivity of Human Resources with MADM Technique. Jounal of Civility & Training, 100.
Vera, D & Crossan, M. (2004),Strategic leadership and organizational learning.The Academy of Management Review, 29(2), 222−240.
Walter, J. (2013),The Cultivation of Transcendent Leadership. Harvard Business School, publisher and editor-in-chief for Ivy Sea Online.
Wanger-Marsh, F., & Conley, J. (1999), The fourth wave: the spiritualitybased firm. Journal of Organizational Change Management, 12(4), 292 301.
Yazdani H. R., Kazemi Najaf Abadi, M. R., Salimi, GH. R. (2010), The Medlating Role of Spirituality on the Relationship Between Organizational JustIce and Spirituality Outcomes. Journal of Business Management Perspective (Management Perspective), 9, 115-133, (In Persian).
