Subject Areas :
1 - کارشناسی ارشد مدیریت آموزشی، گروه علوم تربیتی، واحد آباده، دانشگاه آزاد اسلامی، آباده، ایران
2 - استادیار گروه علوم تربیتی، واحد آباده، دانشگاه آزاد اسلامی، آباده، ایران
Keywords:
Abstract :
پورسلطانی زرندی، حسین؛ امیرجی نقندر، رامین.(1392). ارتباط تعهد سازمانی با رفتار شهروندی سازمانی معلمان تربیت بدنی شهر مشهد، فصلنامه مدیریت ورزشی، 16: 127-148.
حیدری تفرشی، غلام حسین؛ دریابگیان، آرزو. (1390). بررسی رابطه بین رضایت شغلی، تعهد سازمانی و رفتار شهروندی سازمانی در کارکنان یک شرکت نیمه خصوصی در استان هرمزگان، تحقیقات مدیریت آموزشی، 9، 31-44.
رستگار، عباسعلی؛ مردانی، ابراهیم. (1393). ارتباط عدالت سازمانی با حمایت اجتماعی در کارکنان بیمارستان، اخلاق زیستی، 4(13) :137-158.
گوهررستمی، حمیدرضا؛ امیری، مجتبی. (1394). ارتباط بین ذینفع مداری با مشروعیت سازمانی وزارت ورزش و جوانان جمهوری اسلامی ایران. پژوهشنامه مدیریت ورزشی و رفتار حرکتی، 11(21): 65-74.
شرمرهورن، جیمز هانت. (۱۳۸۱). مدیریت و رفتار سازمانی. (ترجمه مهدی ایران نژاد پاریزی ،۱۳۹۳)، تهران: نشر مدیران.
نادی، محمدعلی؛ مشفقی، نزهت الزمان. (1388). شناخت ادراک معلمان از روابط ابعاد اعتماد سازمانی با تعهد مستمر و عاطفی به منظور ارائه یک مدل معادلات ساختاری مناسب درآموزش و پرورش اصفهان، رهبری و مدیریت آموزشی، 3(4): 155-174.
Afza, T. (2000). Ethical behavior and allocate efficiency. Pakistan Economic and Social Review, 5 (2): 129-144.
Allen, Natalie. J., & Meyer, John. P. (1990). The measurement and Antecedents of Affective, Continuance and Normative Commitment to the organization. Journal of occupation Psychology,63(1), 1-18.
Bandiera, O., Barankai, I. & Rasul, I. (2009). Social connections and incentives in the workplace: evidence from personnel data, Econometrica, 77(4): 1047-1094.
Basher Rubel, M. R.; Hung Kee, D. M.; Quah, C. H.; & Newaz Rimi, N. (2016). Ethical Climate and Employee Turnover Intention in the Garment Industry of Bangladesh, Journal of Global Business and Organizational Excellence, 10, 61-73.
Batson, C. D. (2014). Are the Principles in his nature, which interest him in the fortune of others, moral? In H. Putnam, S. Neiman, & J. P. Schloss (Eds.), Understanding moral sentiments: Darwinian Perspectives? (pp. 43–58). New Jersey: Transaction Publishers.
Brown, M. E., Treviño, L.K., & Harrison, D. A. (2005). Ethical leadership: A social learning perspective for construct development and testing, Organizational Behavior and Human Decision Processes,97:117-134.
Cha, S. & Edmondson, A. (2006). When values backfire: Leadership, attribution, and disenchantment in a values-driven organization, The Leadership Quarterly, 17, 57-78.
DeCremer, D., Van Dick, R., Tenbrunsel, A., Pillutla, M. & Murnighan, J. K. (2011). Understanding ethical behavior and decision making in management: A behavioral business ethics approach, British Journal of Management, 22(1), 1-4.
Dennis, C. A., Springbett, O., & Walker, L. (2017). Further education, leadership and ethical action: Thinking with Hannah Arendt. Educational Management Administration & Leadership, 1–17. doi:10.1177/1741143217725324.
Dirks, K. & Ferrin, D. (2002). Trust in leadership: Meta-analytic findings and implications for research and practice, Journal of Applied Psychology, 28, 87-116.
Dutcher, E.G. (2011). How Does the Social Distance Between an Employee and a Manager Affect Employee Competition for a Reward? Mimeo. University of Innsbruck Educational and Psychological Measurement, 65, 757-779.
Gagné, M., Forest, J., Gilbert, M. H., Aubé, C., Morin, E., & Malorni, A. (2010). The motivation at work scale: Validation evidence in two languages. Educational and psychological measurement, 70(4), 628-646.
Garrett, F. C. L. F. (2017). Garfield syndrome: correlation between organizational hypocrisy, organizational cynicism and distrust in organizational context (Doctoral dissertation). [Dissertação de mestrado, Iscte - Instituto Universitário de Lisboa]. Repositório do Iscte. http://hdl.handle.net/10071/15438.
Fidan, T., & Balci, A. (2018). School Administrators as Legitimation Agents: Linking Perceived Organizational Legitimacy and Legitimation Strategies. Educational Sciences: Theory and Practice, 18(2), 253-277.
Janssen, O. (2003). Innovative behavior and job involvement at the price of conflict and less satisfaction with co-workers. Journal of Occupational and Organizational Psychology, 76(3),347–364.
Karaköse, T. (2007). High school teachers' perceptions towards principals' ethical leadership in Turkey, Asia Pacific Education Review, ,8(3), 464-477.
Kılıçoğlu, G., & Kılıçoğlu, D. Y. (2019). Understanding organizational hypocrisy in schools: the relationships between organizational legitimacy, ethical leadership, organizational hypocrisy and work-related outcomes. International Journal of Leadership in Education, 1-33.
Koen, B. V., & Bouckaert, G. (2007). Pressure. Legitimacy and Innovative Behavior by Public Organizations, governance, 20(3).
May, D. R., Chan, A. Y. L., Hodges, T. D., & Avolio, B. J. (2003). Developing the moral component of authentic leadership. Organizational Dynamics, 32, 247–260.
Meyer, J. W., & Rowan, B. (1977). Institutionalized organizations: Formal structure as myth and
ceremony. American Journal of Sociology, 83(2), 340–363.
Monji, L. & Ortlepp, K. (2011). The Relationship between Organizational Trust, Job Satisfaction and Intention to Leave: An Exploratory Study, Alternation. 18(1), 192 -214.
Moran, M., Diefendorff, J., Kim, T., & Liu, Z (2012). A profile approach to self-determination theory motivations at work. Journal of Vocational Behavior, 81, 354–363.
Moreno-Luzon, M. D., Chams-Anturi, O., & Escorcia-Caballero, J. P. (2018). Organizational legitimacy and stakeholder trust in the organization: A feed-forward relationship. In E. Díez-De-Castro & M. Peris-Ortiz (Eds.), Organizational legitimacy: Challenges and opportunities for business and institutions (Chp 18, pp. 283–299). Cham: Springer International Publishing AG.
Nathaniel, P., Sandilos, L. E., Pendergast, L., & Mankin, A. (2016). Teacher stress, teaching-efficacy, and job satisfaction in response to test-based educational accountability policies. Learning and Individual Differences, 50, 308-317.
Neubert, M., Carlson,D. S., Kacmar,K. M., Roberts, J., & Chonko, L. B. (2009). The virtuous influence of ethical leadership behavior: Evidence from the field. Journal of Business Ethics, 90(2), 157-170.
Neves, P., Almeida, P., & Velez, M. J. (2018). Reducing intentions to resist future change: Combined effects of commitment‐based HR practices and ethical leadership. Human Resource Management, 57(1), 249-261.
Nickell, E. B., & Roberts, R. W. (2014). Organizational legitimacy, conflict, and hypocrisy: An alternative view of the role of internal auditing. Critical Perspectives on Accounting, 25(3), 217-221.
Organ, d. w., & konovsky, m. (1989) cognitive versus affective determinants of organization citizenship behavior. journal of applied psychology, 74(1),157-16.
Phillippe, TW. & Koehler, JW. (2005). A Factor Analytical Study of Perceived Organizational Hypocrisy, SAM Advanced Management Journal, 70(2), 13-20.
Piccolo, R. F., Greenbaum, R., Den Hartog, D. N., & Folger, R. (2010). The relationship between ethical leadership and core job characteristics. Journal of Organizational Behavior, 31,259-278.
Resick, C. J., Martin, G., Keating, M., Dickson, M. W., Kwan, H. K., & Peng, C. (2011). What ethical leadership means to me: Asian, American, and European perspectives. Journal of Business Ethics, 101, 435–457.
Schwepker, C. H. (1999). The relationship between ethical conflict, organizational commitment and turnover intentions in the salesforce. Journal of Personal Selling and Sales Management, 19, 43-9.
Shafer, W. E. (2009). Ethical climate, organizational-professional conflict and organizational commitment: A study of Chinese auditors. Accounting, Auditing and Accountability Journal, 22(7), 1087-1110.
Snelson-Powell, A. C., Grosvold, J., & Millington, A. I. (2019). Organizational hypocrisy in business schools with sustainability commitments: The drivers of talk-action inconsistency. Journal of Business Research, 114, 408-420.
Somech, A. (2016). The cost of going the extra mile: The relationship between teachers’ organizational citizenship behavior, role stressors, and strain with the buffering effect of job autonomy. Teachers and Teaching: Theory and Practice, 22(4), 426–447.
Stone, J., & Fernandez, N. C. (2008). To practice what we preach: The use of hypocrisy and cognitive dissonance to motivate behavior change. Social and Personality Psychology Compass, 2(2), 1024-1051.
Tan, H. & Tan, C. (2000). Toward the differentiation of trust in supervisor and trust in organization, Genetic, Social, and General Psychology Monographs, 126, 241-60.
Westphal, J.D. & Stern, I. (2006). The other pathway to the boardroom: interpersonal influence behavior as a substitute for elite credentials and majority status.
Yidong, T., & Xinxin, L. (2013). How ethical leadership ınfluence employees’ innovative work behavior: A perspective of ıntrinsic motivation, Journal of Business Ethics, 116: 441–455.