The effect of Intellectual capital management and Leadership Styles on Organizational productivity(Case Study: Melli Bank in Fars province)

Subject Areas : title1

nasrin sarafraz ¹ , mehdi mehdizadeh Rostam ²

1 - Islamic Azad UniversityAssistant Professor, Department of Midwifery, Islamic Azad University, Larestan Branch, Larestan, Iran
2 - Assistant Professor, Department of Public Administration, Islamic Azad University, Larestan Branch, Larestan, Iran [e-mail]

Received: 2024-11-08 Accepted : 2025-03-09 Published : 2025-09-07

Keywords: Intellectual capital, leadership styles, organization productivity,

Abstract :

Background and Objectives: The present study was conducted with the aim of investigating the impact of intellectual capital management and leadership styles on organizational productivity in Melli Bank.

 

Materials and methods This research is applied in terms of purpose and descriptive-correlation in terms of collecting information. The statistical population is the employees of the Melli Bank, whose number is 1787. Using Morgan's table, 317 people were selected as a sample, and a stratified random sampling method was used to distribute the questionnaire. The data collection tool is a questionnaire that used the questionnaire of intellectual capital (Edward et al.), leadership styles (Nazarian) and productivity of organizations (Kalindo). The validity of the questionnaire was confirmed using the opinions of five experts. Cronbach's alpha coefficient was used to determine the reliability of the questionnaires. After collecting the questionnaires and determining the normality of the variables according to the Kolmogorov-Smirnov test using SPSS and Amos software, Pearson's correlation coefficient statistical test was used to analyze the data and to check the relationship between the variables.

Results: The result of the research showed that intellectual capital management and leadership styles have a significant effect on the organization's productivity

Conclusion Managers should recognize the talents and creativity of employees by holding training courses for employees, and organizational positions should be assigned to them according to the abilities of employees and try to transfer the experiences and information of employees to younger people.

References:


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