List of Articles Leadership Styles

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  1 - An Analysis of the Impact of Leadership Styles on Succession Management (The Case of Fajr Jam Gas Refinery Company)
  seyed mohamad amin ahmadi ali chitsaz
  Context and Objectives: Leadership style of managers is an effective factor in shaping the future of human capital in the organization.The purpose of this research is to "analyze the impact of leadership styles on succession management". Method: The statistical populati More

  Context and Objectives: Leadership style of managers is an effective factor in shaping the future of human capital in the organization.The purpose of this research is to "analyze the impact of leadership styles on succession management". Method: The statistical population consisted of employees, experts and managers of F.J.Co. Their number is 2452 persons in 1395, of which 205 samples were used in this research. This research is in terms of the purpose of applied research, and in terms of its nature and method, it is a type of field research descriptive research. Data analysis was performed using spss software and descriptive and inferential statistics were also performed by amos software. Findings: According to the results, it was found that leadership styles have an impact on succession management, and its coefficient of influence is 0.84. Also, among the studied styles, participatory leadership style has more influence on succession management (0.66) than other styles. The directorial style is 0.32, supportive leadership style is 0.38, and tacit leadership style has an impact coefficient of 0.36 on succession management. Conclusion: Managers of F.J.Co can use collaborative leadership style, if they consider the management and successor programs, considering the facilities and availability of the conditions. Manuscript profile
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  2 - Nursing leadership Style and its Correlation with Some Individual Characteristics (Case study: Isfahan Social Security Hospitals)
  Behrooz Rezaei
  Introduction: Leadership style is one of the factors that increase the efficiency and effectiveness of organizations. Today, in health care, nursing managers need to use leadership styles which are appropriate for complex and constantly changing health-care system. This More

  Introduction: Leadership style is one of the factors that increase the efficiency and effectiveness of organizations. Today, in health care, nursing managers need to use leadership styles which are appropriate for complex and constantly changing health-care system. This study aimed to determine the leadership style of nursing managers and its relationship with some individual characteristics. Methods: This study is a descriptive- cross sectional research. The statistical population consisted of nurse managers working in three Esfahan social security hospitals (n = 61) who were studied census. A two-part questionnaire was used to collect data, researcher made the first part and the second part standardized measure includes individual questions determine the leadership style (LBDQ) the validity and reliability of which were confirmed. Data analysis using correlation coefficient, analysis of variance and mann-whitney by software spss at a significance level was 0.05. Results: The results showed that the mean score of majority of managers in terms of people-oriented and task-oriented in the medium level. There was no significant relationship between individual characteristics (age, sex, marital status, education, clinical experience, management experience) with leadership style. But there was a significant coloration between leadership style and managerial level. (p<0.05) Conclusion: Considering that the mean score of majority of nursing managers' leadership style was in moderate level, it would be beneficial to carry out measures for promoting leadership styles through management training. Manuscript profile
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  3 - Organizational culture model in Islamic Azad University based on leadership styles (Transformational - pragmatic) and empowerment of employees
  Ahmad Omidifar fattah nazem Afsaneh Saber Garakani
  10.30495/jcm.2022.19679
  The aim of the research was to present the model of organizational culture in Islamic Azad University based on leadership styles (pragmatic, transformational), empowerment. The research was applied in terms of purpose and in terms of descriptive-survey method. The stati More

  The aim of the research was to present the model of organizational culture in Islamic Azad University based on leadership styles (pragmatic, transformational), empowerment. The research was applied in terms of purpose and in terms of descriptive-survey method. The statistical population included all employees working in the Islamic Azad University, Tehran Branch, 5800 people, and the sample was selected using the Georgian and Morgan table of 360 people by multi-stage cluster sampling and selected by Robins Organizational Organizational Culture Standard Questionnaires (1999). Leadership styles (pragmatic, transformational), Bass and Olivier (1985), and Spritzer's (1997) empowerment were evaluated. The results of data analysis by factor analysis (confirmatory, exploratory) and structural equation modeling and T-test showed that the components of organizational culture in Islamic Azad University, respectively, priority include creativity and innovation (0.84), risk-taking (0.84). , Attention to detail (0.89), attention to the approach (0.87), attention to members (0.91), decision results (0.81), attention to the system (0.82), ambition (0.87) ), Stability (0.90). The status of the identified dimensions of organizational culture in Islamic Azad University is higher than average. The components of leadership styles with a path coefficient (0.84), empowerment (0.82) have a significant effect on the implementation of the organizational culture model. In the current situation, a significant level in all variables is in good condition. The identified components of the organizational culture model were presented and its adaptation was evaluated using absolute, relative and modified indicators, the results of which indicated its adaptation. Manuscript profile
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  4 - Investigating the Relationship between Ethical and Charismatic Leadership Styles and Social Development Case study of employee performance in public and private organizations in Tehran
  Mohammad Golchini Alireza Manzari Tavakol Sanjar Salajeqheh Zahra Shookoh
  10.30495/jisds.2022.19855
  Social development in any society depends on many factors, so that it is not possible to write a single version for all societies. One of the most important factors in social development is leadership styles in various social fields. However, there is much disagreement More

  Social development in any society depends on many factors, so that it is not possible to write a single version for all societies. One of the most important factors in social development is leadership styles in various social fields. However, there is much disagreement about which leadership style is more appropriate in different organizations and social arenas. In the present study, we compared the two styles of ethical and charismatic leadership among employees of public and private organizations in Tehran and showed that although, in theory, charismatic leadership style may be more appropriate or attractive for Iranian organizations, ethical leadership style from the perspective of employees. These organizations are more appropriate and are considered a way for more social development. The results show that not only are employees' evaluations of their performance in both the public and private sectors positive, but they also consider ethical management style to be more effective in increasing and improving their performance than charismatic leadership style. Overall, government employees are more positive about this style of leadership than private sector employees. Manuscript profile
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  5 - Explanation of the role of components of ethical leadership based on social responsibility in the employees of Payam Noor University
  mohammad hasan jabari sani omid vandad hasan momeni mohmoei
  The existence of the category of responsibility in the nature of leadership necessitates the creation of morality in leaders. Ethical leaders in particular can create ethical components in a set that includes a culture of fairness, honesty, and trustworthiness, and have More

  The existence of the category of responsibility in the nature of leadership necessitates the creation of morality in leaders. Ethical leaders in particular can create ethical components in a set that includes a culture of fairness, honesty, and trustworthiness, and have positive interpersonal relationships with people in their organization. People in positions such as leadership can be the source of many behavioral changes; and this is best achieved when these leaders also have high moral conduct. Therefore, the present study was conducted with the aim of explaining the role of ethical leadership components based on the social responsibility approach in the employees of Payam Noor University. The research method is descriptive-analytical and survey method. Using the opinions of experts and also the statistical population of the study, which includes the staff of Payame Noor University of Khorasan Razavi and the sample number is 205 people, the necessary data were collected and then using analysis technique. Analysis of AHP hierarchy and expert software and using DANP method was performed. The tool for collecting information is a questionnaire, the validity of which was checked and confirmed by the opinion of experts and its reliability using Cronbach's alpha. The results showed that in relation to the main components of belief structure (D1), responsibility structure (D5), regularity structure (2D), specialty structure (D3) and knowledge structure (D4) with final weights of 0.404583, 0.389333, 0.377648, respectively., 0.366331 and 0.351909 were ranked first to fifth. Also, in relation to the sub-components related to the factors of moral leadership of managers and social responsibility of Payam Noor University staff in Khorasan Razavi, the results showed that the sub-components of belief orientation, meritocracy and education with final weights of 0.11466, respectively; 0.09816 and 0.09061 were ranked first to third in this evaluation. Manuscript profile
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  6 - The Relationship of Leadership Styles, Organizational Justice, Psychological Empowerment With Job Motivation And Organizational Commitment In Female Staff
  Maryam Esfahani Asl Masod Sadaghatjo
  This study intended to examine the relationship of leadership styles, organizational justice, psychological empowerment with job motivation and organizational commitment in female staff of Andimeshk Islamic Azad University. The sample included 30 subjects whom were sele More

  This study intended to examine the relationship of leadership styles, organizational justice, psychological empowerment with job motivation and organizational commitment in female staff of Andimeshk Islamic Azad University. The sample included 30 subjects whom were selected by total population sampling method. The research was descriptive one. Bass and Avaliew (2004) Leadership Styles Questionnaire, Niehoff and Moorman(1993) Organizational Justice Questionnaire, Aspyrtyzr (1995) Psychological Empowerment Questionnaire, Robinson (2004) Job Motivation Questionnaire and Allen and Meyer(1997) Organizational Commitment Questionnaire were  implemented as data sources.The data were analyzed by applying  the canonical correlation and Pearson correlation coefficients. The results showed that there were significant correlations between the two sets of the understudy variables. Manuscript profile
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  7 - Modeling Organizational Culture in Islamic Azad University Based on Leadership Styles (Transformational or Innovative and Pragmatic), Organizational Commitment and Empowerment
  ahmad omidifar Fatah Nazem Afsaneh Saber
  The purpose of this study is to present an organizational culture model at the Free Islamic University based on leadership styles (act oriented, transformational), organizational commitment, empowerment. this study is applicable in terms of data collection method, in te More

  The purpose of this study is to present an organizational culture model at the Free Islamic University based on leadership styles (act oriented, transformational), organizational commitment, empowerment. this study is applicable in terms of data collection method, in terms of data collection method descriptive - survey in terms of data type data and the statistical population is quantitative, including all employees working at the Islamic Azad quantitative sample size was determined as sample using Cochran formula. the data were collected by a random sampling method. data were collected by a researcher - made questionnaire of organizational culture with emphasis on three standard questionnaires of leadership styles (pragmatic, transformational), organizational commitment and empowerment. quantitative data were analyzed using descriptive statistics including frequency, percentage, mean, standard deviation, tables, figures and graphs. in the inferential part, factor analysis (confirmatory, exploration) and structural equation modeling (sem) and t - test were used. the results showed that organizational culture elements in the free Islamic university, respectively, include creativity and innovation (84), risk to partial (89), attention to (87), Paying attention to the members (81), attention (82), ambition (87), ambition (87), stability (0), stability (90). the results of the study showed that the status of the identified dimensions of organizational culture at the free Islamic university is in higher order than the mean. in addition, the results of the study showed that organizational commitment elements with path coefficient (84), organizational commitment (0), empowerment (82 / 82), meaningful effect on organizational culture model implementation. On the other hand, in the present situation, the level of meaning is in all variables in a desirable state. based on the identified components of the organizational culture model, its fitness was evaluated by using categorical, comparative, and adjusted indexes which showed the fitness results. Manuscript profile
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  8 - factors influencing job satisfaction among primary school female teachers in eslamshahr city with an emphasis on management styles and organizational culture dimensions).
  Azam Behjat بتول فقیه آرام مهرناز آزادیکتا
  This study aimed to investigate the factors affecting job satisfaction among primary school teachers of Islamshahr (with an emphasis on management styles and organizational culture dimensions). The research is descriptive and correlational. The target population in this More

  This study aimed to investigate the factors affecting job satisfaction among primary school teachers of Islamshahr (with an emphasis on management styles and organizational culture dimensions). The research is descriptive and correlational. The target population in this study was primary school teachers of Islamshahr that are 754 people based on the latest data. The sample size of 254 individuals were determined using Cochran formula and simple random sampling method. Three questionnaires of organizational culture, job satisfaction and leadership styles were used to measure the variables of the study. Content validity of the questionnaire was confirmed by experts. The reliability of the questionnaire by Cronbach's alpha coefficient, 0.82, 0.86 and 0.75 respectively. Descriptive and inferential statistical methods (Pearson correlation and multiple regression) were used for the analysis. The findings showed that organizational culture and aspects - teamwork, corporate identity, creativity, risk-taking, and reward system - have a positive and significant relationship with job satisfaction. But there is no significant relationship between management support and job satisfaction. The results also showed that there is a significant positive relationship between the left and collaborative leadership styles and job satisfaction. But there is no significant relationship between autocratic leadership style and job satisfaction. Multiple regression analysis showed that the dimensions of organizational culture (teamwork, corporate identity, creativity, risk-taking and reward system) and two leadership styles (left and democrats) have the ability to predict job satisfaction. Manuscript profile
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  9 - Assessing the components of ethical leadership based on the social responsibility approach
  Mohamnad hassan Jabbari sani Omid Vandad hossein momeni mahmouei
  10.30495/educ.2022.1942830.2755
  The existence of the category of responsibility in the nature of leadership necessitates the creation of morality in leaders. Ethical leaders in particular can create ethical components in a set that includes a culture of fairness, honesty, and trustworthiness, and have More

  The existence of the category of responsibility in the nature of leadership necessitates the creation of morality in leaders. Ethical leaders in particular can create ethical components in a set that includes a culture of fairness, honesty, and trustworthiness, and have positive interpersonal relationships with people in their organization. People in leadership positions can be the source of many behavioral changes; And this is best achieved when these leaders also have high moral conduct. Therefore, the present study aimed to evaluate the components of ethical leadership based on the social responsibility approach. The research method is descriptive-analytical and survey method. Using the opinions of experts and also the statistical population of the study, which includes the staff of Payame Noor University of Khorasan Razavi and the sample number is 205 people, the necessary data were collected and then using Max Kyoda software. And AHP hierarchical analysis technique and Choice Expert software required analyzes. The results showed that in the main indicators of the "belief structure" index, weighing 0.214, in relation to moral leadership based on social responsibility approach in Payame Noor University of Khorasan Razavi province is more important and the indicators of "rule structure", "specialty structure" "Knowledge structure", "Responsibility structure", "Management structure", "Personality structure", "Organizational structure", "Justice-oriented structure" and "Social structure", with weights of 0.145, 0.116, 0.115, 0.107, 0.076, respectively , 0.066, 0.054, 0.062 and 0.044 are in the second to tenth ranks. Manuscript profile
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  10 - Model of Shared Leadership Institutionalization at Islamic Azad University: Case Study of Islamic Azad University Branches in West Azerbaijan Province, Iran
  Vahid hayatlou hamidreza araste kamran mohammadkhani
  10.30495/jinev.2023.1982327.2848
  The purpose of this research was to present a model for institutionalizing shared leadership in Islamic Azad University. The statistical population included specialists and experts from the units located in West Azerbaijan province, who were directly dealing with the su More

  The purpose of this research was to present a model for institutionalizing shared leadership in Islamic Azad University. The statistical population included specialists and experts from the units located in West Azerbaijan province, who were directly dealing with the subject under investigation. Using the purposeful sampling approach, they were selected until theoretical saturation (n=10). The data was collected by the interview method with the general guidance method and in a semi-structured way. Participants as well as the review of non-participating experts were used in the research. The reliability of the model was evaluated using the Kappa index. The value of kappa index equal to 0.763 was calculated and it was placed at the level of valid agreement. Interviews were analyzed and coded using Maxqda10 software. Finally, based on the identified final criteria, the model derived from the qualitative content analysis method was presented. The results of the open coding of the qualitative data collected using the interview tool were 84 primary codes out of 401. Then, 84 primary codes in the form of 16 main categories including organizational leadership communication, organizational communication, functional outcome, organizational teams, organizational behavior, organizational structure, different leadership styles, human resource management system, organizational environment, strategic management, organizational change management, management Performance, competitive advantage, organizational resources, organizational skills, behavioral characteristics of the leader were categorized in a model. Manuscript profile
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  11 - A Study of the relationship between the state school managers' leadership styles (based on linker's theory) with the secondary school teachers' job satisfaction in Parsabad Township in 2004-2010
  Seyyed Davoud Hosseini-Nasab Mohammad Ali Farnia Firouzeh Molana
  The main objective of this study was to examine the relationship between the leadership styles of state school managers (based upon Linker's theory) with the secondary teacher job satisfaction. The research methodology was descriptive-correlation. The statistical popula More

  The main objective of this study was to examine the relationship between the leadership styles of state school managers (based upon Linker's theory) with the secondary teacher job satisfaction. The research methodology was descriptive-correlation. The statistical population for this study included the entire 37 school manager's of Parsabad city and all the 413 high school teachers of Parsabad. Sing Morgan table, the sample size was 32 managers and the teachers sample size was (5 teachers per each manager) added up to 160 people. The sampling method was random sampling. The data was collected through two questionnaires: Smith, Kendall, and Holins job satisfaction questionnaire, and a researcher made questionnaire regarding Likerts leadership styles. The following results were achieved: 1- There was no significant relationship between managers' autocratic leadership styles and teachers' job satisfaction. 2- There was significant relationship between managers' benevolent leadership styles and teachers' job satisfaction significant. 3- There was significant relationship between managers' consultative leadership styles and teachers` job satisfaction. 4- There was significant relationship between managers' participative leadership styles and teachers` job satisfaction 5-The average use of consultative and participative leadership styles was higher than other leadership styles. 6- Some 74% percent of the teachers reported job satisfaction. 7. Among linker's leadership styles, the consultative style was a better estimator on job satisfactions. Manuscript profile
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  12 - The study of simple and multiple relationships between emotional intelligence and the styles of leadership (Transformational, transactional and laissez-faire styles)
  Naghi Radi Afsouran Abdillah Parsa Mahboubeh Mohammad Shaeiea Maryam Dhdashti
  In the present descriptive (correlational) study, the relationship between emotional intelligence and leadership styles, namely, transformation, transactional and laissez – fair styles were examined among 320 graduate students of Shahid Chamran University, who wer More

  In the present descriptive (correlational) study, the relationship between emotional intelligence and leadership styles, namely, transformation, transactional and laissez – fair styles were examined among 320 graduate students of Shahid Chamran University, who were selected by categorial random sampling. The data was gathered through two questionnaires: a 36-item multifactor leadership questionnaire (MLQ) and a 33- item emotional intelligence questionnaire (EIQ). The reliability of the MLQ and EIQ questionnaires were 83% and 56% respectively. The main results indicated that emotional intelligence had a significant negative significant correlation with transformational style and a significant positive correlation with laissez-faire style. This variable did not have any significant correlation with transactional style. Among five dimenshions of emotional intelligence, the dimensions of self-regulation and motivation had significant effects on transformational style. These two dimenshions and the dimension of empathy also had significant effects on laissez-faire style, but only motivation had a significant effect on transactional style of leadership. In this study, the researchers found that the mean scores for affective intelligence and laissez-faire leadership style of the students were lower than average, but the mean scores for transformational and transactional leadership styles of the students were higher than average. Manuscript profile
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  13 - Investigating the Relationship between Leadership Styles and the Rate of Strategic Thinking among the Managers of Kerman Governmental Organizations
  Omidreza Sadati Saed Sayadi Navid Ahangare
  Nowadays, discussions on the strategic thinking and managers' leadership styles, especially at the organizational level, have gained a special position in the studies of management. For this reason, the present research aims to investigate the relationship between leade More

  Nowadays, discussions on the strategic thinking and managers' leadership styles, especially at the organizational level, have gained a special position in the studies of management. For this reason, the present research aims to investigate the relationship between leadership styles and the rate of strategic thinking among the managers of Kerman governmental organizations. The research method is descriptive-correlational. Field survey and library studies have been used for data collection. The statistical population consists of 133 managers of governmental organizations in Kerman, and the required data was obtained from the researcher-made questionnaires completed by the subjects. Data analysis was carried out through the use of T test, ANOVA, and Pearson correlation coefficient. The results indicate that there is a significant negative relationship between inefficient leadership style and the managers' strategic thinking. There is no significant relationship between duty-oriented leadership and managers' strategic thinking. There is no significant relationship between moderate leadership and managers' strategic thinking. However, it was found that there is a positive relationship between club leadership and managers' strategic thinking. Also, there is a significant positive relation between team leadership style and strategic thinking. Therefore, managers mostly use team leadership style, and the managers who employ this style possess, on average, the greatest rate of strategic thinking. Manuscript profile
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  14 - اثرات سبک‎های رهبری بر عملکرد شغلی کارشناسان با میانجی‎گیری توانمندی روانی (مورد مطالعه: سازمان جهاد کشاورزی استان کرمان)
  لطیف حاجی حمید کریمی ناصر ولی‌زاده
  عملکرد شغلی به عنوان یکی از مهمترین معیارهای توسعه و سنجش عملکرد سازمان‎هایی مانند سازمان جهاد کشاورزی محسوب می‎‏شود. بنابراین، مطالعه‎ی اثرات سبک‎های رهبری بر عملکرد شغلی با استفاده از نقش میانجی توانمندی روانی به عنوان هدف اصلی پژوهش حاضر تعیین گرد More

  عملکرد شغلی به عنوان یکی از مهمترین معیارهای توسعه و سنجش عملکرد سازمان‎هایی مانند سازمان جهاد کشاورزی محسوب می‎‏شود. بنابراین، مطالعه‎ی اثرات سبک‎های رهبری بر عملکرد شغلی با استفاده از نقش میانجی توانمندی روانی به عنوان هدف اصلی پژوهش حاضر تعیین گردید. جامعه‎ی آماری مورد مطالعه کارشناسان سازمان جهاد کشاورزی در استان کرمان بودند (1418=N). حجم نمونه با استفاده از جدول کریجسی و مورگان، 306 نفر برآورد گردید. برای انتخاب نمونه‎ها از روش نمونه‎گیری تصادفی طبقه‎ای با انتساب متناسب استفاده شد. ابزار پژوهش پرسشنامه‎ای بود که روایی آن با استفاده از نظرات متخصصان ترویج، آموزش و مدیریت کشاورزی مورد تأیید قرار گرفت. از ضرایب آلفای کرونباخ نیز برای تعیین پایایی ابزار استفاده شد (93/0≥α≥76/0). نتایج نشان داد که توانمندی روانی و سبک‎های رهبری تحول آفرین، تبادلی و مبتنی بر عدم مداخله اثرات معنی‎داری بر روی عملکرد شغلی داشتند. همچنین، سبک‎های رهبری تحول‏آفرین و تبادلی اثرات مثبت و معنی‎داری بر روی توانمندی روانی داشتند. این در حالی بود که سبک رهبری مبتنی بر عدم مداخله اثر منفی و معنی‎داری بر روی توانمندی روانی داشت. در پایان باید عنوان شود که متغیرهای مستقل توانستند 63 درصد از تغییرات واریانس متغیر وابسته‎ی عملکرد شغلی را پیش‎بینی کنند. Manuscript profile
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  15 - Explaining the effects of applying paternalistic and authentic leadership styles in government and nongovernmental organizations based on comparative comparisons
  Mehran Mehdizade Sahar Asdzadeh Manjili Mohammad Taleghani
  Public-sector and non-governmental organizations must survive in today's dynamic, complex, and competitive environment, using diverse and appropriate styles to lead and direct their human capital, as they take advantage of new leadership styles. Despite some executive l More

  Public-sector and non-governmental organizations must survive in today's dynamic, complex, and competitive environment, using diverse and appropriate styles to lead and direct their human capital, as they take advantage of new leadership styles. Despite some executive limitations, they have major benefits that, in addition to creating happiness and joy, support and increase employee engagement in the workplace, improving their performance, productivity and organization. The purpose of this study was to compare the two paternalistic and authentic leadership styles in terms of history, concept, advantages, and dimensions. Library studies were used to gather this information. In this study, after explaining the theoretical foundations, a review of the most important findings of internal and external researchers on the importance and effects of paternalistic and authentic leadership styles on human capital affairs including employees' social and career performance, organizational commitment, citizenship behavior , Emotional well-being and job satisfaction, organizational learning, knowledge sharing, job empowerment, etc., and finally the findings were discussed and summarized. Manuscript profile
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  16 - Managers Narcissism, Leadership Styles Choices in Accounting
  Saeed Farokh Azita Jahanshad
  10.30495/faar.2022.698387
  Abstract Some studies have shown that managers' narcissism can affect the choice of leadership styles in accounting (including management, social responsibility, financial reporting quality, etc.). Since no study has been done to evaluate the impact of managers' narcis More

  Abstract Some studies have shown that managers' narcissism can affect the choice of leadership styles in accounting (including management, social responsibility, financial reporting quality, etc.). Since no study has been done to evaluate the impact of managers' narcissism on leadership styles in accounting, present study intends to examine this issue; therefore, the present study evaluates the relationships between managers' narcissism, selection of leadership styles in accounting. The statistical population of this study includes managers of companies in Tehran Stock Exchange. Because access to all members of the statistical community was not possible, the available sampling method was used. Therefore, the questionnaires were distributed among individuals and a total of 150 completed questionnaires were collected. Data analysis was performed using structural equations and with the help of LISREL software.  The findings of the research showed that managers' narcissism had a greater impact on the transformational leadership style in accounting than the practical one. In addition, managers narcissism affect on practical leadership style and transformational leadership style in determining companies business strategy, social responsibility , profit management and financial reporting quality. Manuscript profile
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  17 - Evaluating the Relationship between Managers’ leadership Styles and Customer Satisfaction in Sport Clubs: The predictive role of personality attributes in the leadership styles of general managers
  hashm purrezaian zinat nikaeen ali zaeri
  AbstractThis study aimed to determine the relationship between leadership styles of general managers and club customer satisfaction in sport clubs. In addition, the next goal of the current study was to evaluate the predictability of general managers' leadership styles More

  AbstractThis study aimed to determine the relationship between leadership styles of general managers and club customer satisfaction in sport clubs. In addition, the next goal of the current study was to evaluate the predictability of general managers' leadership styles based on their personality attributes. The population of the study was 32 general managers of sports clubs in district one of Tehran city who were selected by simple random sampling. All the customers of these sports clubs, including the sample number to calculate the customer satisfaction score, were 10 people from each sport clubs, who commented on the management of that sports club. Customers were randomly selected on the day and time of their visit to the club. To collect data, three questionnaires were used, which were: The Clark Leadership Style Survey, The 60-item NEO Five-Factor Inventory, and a researcher-made sheet of satisfaction of sports club customers. Taken together, the results suggest that all types of leadership styles have a significant correlation with customer satisfaction. Furthermore, the personality attributes of general managers have been explained and predicted, which were 79% for authoritarian leadership style, 47% for democratic leadership style, and 77% for devoted leadership style. In short, sports club owners can be assisted to recognize the best leadership styles and consider the best style as important criteria for selecting club general managers. As a result, general managers will achieve one of their most important business goals, which is to satisfy club customers.        Manuscript profile