authentic leadership

Open Access Article

1 - Analyzing the relationships of Authentic Leadership, Psychological Security and Organizational Citizenship Behavior
siroos ghanbari Khalil Zandi - Azam Dehghan

Background: The success of today's organizations need to having employees that move beyond from routine tasks and being displayed organizational citizenship behaviors. This cannot be achieved unless organizational leaders provide a safety climate and full of confidence More

Background: The success of today's organizations need to having employees that move beyond from routine tasks and being displayed organizational citizenship behaviors. This cannot be achieved unless organizational leaders provide a safety climate and full of confidence in the organization. Objective: The purpose of this study was to investigate the relationship between Authentic Leadership and Organizational Citizenship Behavior, with emphasis on the role of mediator Psychological Security staff.  Methodology: Statistical population was the staff of Hamadan Province Sport and Adolescent organization comprised of 150people that 103 of them were selected by simple random sampling method. The data gathering tool, were Authentic Leadership Questionnaire, Organizational Citizenship Behavior Questionnaire and Psychological Security Questionnaire. Validity of questionnaires was authenticated by specialist's approval. Its reliability of was calculated and confirmed by Cronbach's alpha coefficient through their implementationon theearly examplesconsists of25 people. Data analyzed by using Pearson correlation, Structural Equation Modeling and Partial correlation test. Findings: Findings showed that there were significant positive relationships between Authentic Leadership, Psychological Security and Organizational Citizenship Behavior (p < .01). Nevertheless, Psychological Security hadn't role of mediator in explaining the link between Authentic Leadership and Organizational Citizenship Behavior. Conclusion: According to the findings, administrators can increase employee extra role behaviors, by showing authentic leadership behaviors. Manuscript profile

Open Access Article

2 - The Model of Virtue in Health Area Accounting with Emphasis on the Mediating Role of Ethical Development
babak amani dadgar Younes Badavar Nahandi mehdi zeynali

Introduction:In this study, by examining the impact of individual, organizational, authentic leadershipand psychological characteristics, a model for virtue in health area accounting by emphasizing the mediating role of ethical development is presented. Methods:For this More

Introduction:In this study, by examining the impact of individual, organizational, authentic leadershipand psychological characteristics, a model for virtue in health area accounting by emphasizing the mediating role of ethical development is presented. Methods:For this study, theme analysis and standard questionnaires were used. The statistical population is focused on financial managers, budget and their deputies and finance chiefs of Iran university of medical sciences (N=897) in the year 2019, out of which 269 questionnaires were collected and tested through structural equation modeling in AMOS software. Results: We showed that personality characteristics with a significant level (0.039), authentic leadership characteristics including self-awareness, communication transparency, internalized ethical perspective and balanced information processing, (0.015) and psychological characteristics including reward mechanisms and moral intelligence (0.013), through mediating variable of ethical development, lead to virtue (positive and meaningful) in health area accounting. In addition, organizational characteristics (job satisfaction, employment relationship, organizational responsibility, and type of service) and psychological characteristics (quadratic dark personality traits, five personality traits, and religious orientation) do not lead to virtue in health area accounting through the mediating variable of ethical development. Also according to the fit indices, the developed model has favorable fit. Conclusion: Special attention is paid to individual, authentic leadership and psychological characteristics in fostering the ethical behavior of employees and the need for policymakers to focus on enhancing these characteristics in drafting professional ethics codes. Manuscript profile

Open Access Article

3 - Effect of authentic leadership on mental health: the mediating roles of areas of worklife and occupational coping self-efficacy
reza karimi Kioumars beshlide Seyed Esmaeil Hashemi

10.30486/jsrp.2018.545631

This study aimed at investigating the effect of authentic leadership on mental health through mediating roles of areas of worklife and occupational coping self-efficacy. The statistical population of this study were all employees of a public company affiliated to the Mi More

This study aimed at investigating the effect of authentic leadership on mental health through mediating roles of areas of worklife and occupational coping self-efficacy. The statistical population of this study were all employees of a public company affiliated to the Ministry of Power, from whom 325 were selected through stratified random sampling. The instruments used in the study consisted of Authentic Leadership Questionnaire (ALI) (Walmba et al, 20008), Areas of Worklife (Leiter and Maslach, 2004), Occupational Coping Self-Efficacy (Peasanti et al, 2008), and General Health (Goldberg and Williams, 1998).The proposed model was tested using structural equation modeling (SEM) using path analysis.The bootstrapping method was used to test the mediation Effects. The hypothesized model of the study fitted the data reasonably well. The results indicated that authentic leadership had a significant direct effect on areas of worklife (p < 0.001), areas of worklife had a significant direct effect on occupational coping self-efficacy and mental health (p < 0.001) and occupational coping self-efficacy had a significant direct effect on mental health (p < 0.001). The results also supported the mediating roles of areas of work life and occupational coping self-efficacy between authentic leadership and mental health. Manuscript profile

Open Access Article

4 - The Causal Model of Authentic Leadership on Psychological Well-being and Job Satisfaction
Farzaneh Karlou Akbar Afarinesh Tayebeh Zargar

Manuscript profile

Open Access Article

5 - Mediating Role of Psychological Capital between Authentic Leadership, Job Satisfaction, Job Insecurity and Intention to job leave
Ali Mehdad Nasim Samimi

this study aims to investigate the mediating role of psychological capital between authentic leadership, job satisfaction, job insecurity and intention to job leave among employees of polysteel company in Tehran. Research method was correlational and the statistical pop More

this study aims to investigate the mediating role of psychological capital between authentic leadership, job satisfaction, job insecurity and intention to job leave among employees of polysteel company in Tehran. Research method was correlational and the statistical population included all employees of mentioned organization out of them 159 subjects were selected via convenience sampling method. A set of questionnaire consisted of authentic leadership (Walumbwa et al., 2008), psychological capital (Nguyen et al., 2012), job satisfaction (Smith et al., 1969), job insecurity (Francis and Barling., 2005) and intention to job leave (Wiener & Vardi, 1980), were used in current study. Data were analyzed with use of structural equation modeling (SEM). The findings showed that there were significant indirect effect of authentic leadership on job satisfaction, perceived insecurity, and the intention to job leave through effect on psychological capital. According to the findings of this study, it can be concluded that authentic leadership directly encourages psychological capital and indirectly, through the impact on the psychological capital, increases job satisfaction and decreases job insecurity and intention to leave the job. Manuscript profile

Open Access Article

6 - predicting innovation capabilities based on authentic leadership style in education
Mborteza Badri Hasan Nodehi

Background: One of the operational objectives and strategies for document of fundamental transformation in education, establish creativity and innovation in education in order to a comprehensive Tarbiatand spiritual and moral development. On the other hand, authentic le More

Background: One of the operational objectives and strategies for document of fundamental transformation in education, establish creativity and innovation in education in order to a comprehensive Tarbiatand spiritual and moral development. On the other hand, authentic leadership, including new theory is to inspire and to employ psychological capacity and innovation capabilities subordinates have been raised subordinates. Purpose: The purpose of this study was predicting innovation capabilities based on authentic leadership style in education. Method: The method of this research is descriptive descriptive, correlational and Regression.” Employees Education Ghochan city “was selected as the statistical population. For this purpose, a group 95 employees of the Department of Education staff were chosen randomly as the sample. To evaluate the employee perceptions of authentic leadership, was used a standard questionnaire Elio and Valvmba(2007), And to measure Innovation capability used a Tsai et al standard questionnaire(2001). reliability of the instrument for respectively questionnaire was 91/0 and 87/0 By Cronbach's alpha. The data were also analyzed by the correlation test, multiple regression, and T-test. Results: The results showed that. Leadership component of the authentic Except for Balanced processing in employee education Higher than the population. About Innovation capability human resources is not a significant difference. The leadership component 48% of ability to predict the Innovation capability, the remaining 52 percent is related to other factors. Also according to the values obtained from the test t, sub-scale Self awareness with 44/0 = β have a significant impact on the Innovation capability. Conclusion: There is relationship and predict the innovation capabilities based on authentic leadership style, recommended that managers and leaders in education, by applying the appropriate executive leadership styles and approaches, Prepare development of innovation capabilities in subordinates Manuscript profile

Open Access Article

7 - Investigate the effect of transformational leadership and credible leadership on innovation taking into account the moderating role of knowledge sharing
Zahra Zarei marzieh heydari

Objective: The present study aims to "investigate the effect of transformational leadership and credible leadership on innovation taking into account the moderating role of knowledge sharing". Method:The research method is descriptive correlational. The statistical popu More

Objective: The present study aims to "investigate the effect of transformational leadership and credible leadership on innovation taking into account the moderating role of knowledge sharing". Method:The research method is descriptive correlational. The statistical population of the study consisted of all faculty members of Islamic Azad universities in Fars province, including 2,000 people. Using a Stratified sampling method and Cochran sample size formula, 322 subjects were selected. To collect information, use four standard questionnaires of Transformation Aperfins Bass (2000), Authentic Leadership Neider et al. (2011) and Walbuwa et al. (2008), Sa'atchi et al. (2010) and Knowledge Sharing Questionnaire Carmeli et al (2011). Became The validity of the questionnaire was calculated based on the construct validity and its reliability was calculated to be 0.78, 0.77, 0.77 and 0.74 based on Cronbach's alpha method, respectively. Data analysis is done using the SmartPLS structural equation. Finding: The results show that the used model has a good fit. There is also a significant relationship between transformational leadership and credible leadership with organizational innovation. Conclusion: In total, the results were approved that the used model has a good fit Manuscript profile

Open Access Article

8 - The Study of impact authentic leadership on the creativity of employees: with regard to the mediatoring of role knowledge sharing and mediating of role use of information technology
maryam ahmadi zahrani sara karimi

Purpose: The purpose of this study is to the effect of authentic leadership on the creativity of employees: with regard to the mediating of role knowledge sharing behavior and use of information technology. Method: This research is in terms of the purpose of applied res More

Purpose: The purpose of this study is to the effect of authentic leadership on the creativity of employees: with regard to the mediating of role knowledge sharing behavior and use of information technology. Method: This research is in terms of the purpose of applied research and in terms of the nature and method of the descriptive research is a type of correlation. The population of this research N= 90 number of Employees of Isfahan insurance company Branch Staff. With Tables set a sample volume the Morgan and Krejcie of n = 73 which were selected by Simple random sampling. To collect the data, researcher-made questionnaires were used based on standard questionnaires of experts. Reliability of questionnaires were confirmed by Cronbach's alpha test. Then these data were analyzed using spss24 software. In the first stage, which is a descriptive analysis, the aggregated data were presented as a table of descriptive statistics and frequency, and bar and circular charts. In the next step, in order to test the hypotheses, Pearson correlation test and structural equation model were used using Smart PLS2 software. Results: The results confirm the direct relationship between authentic leadership and creativity (main hypothesis), as well as the role of mediation of the variable of knowledge sharing behavior in this relation (sub hypothesis 1) were confirmed, but, the moderating role of information technology (sub hypothesis 2) was not approved. Conclusion: Based on research findings, the Behavioral Pattern of Leadership as the root of all modern leadership styles, and the most comprehensive and applicable leadership theory, can solve many of the problems of organizations and positive outcomes, including creativity and The desire to share knowledge in the workplace And managers and authorities of organizations must strive to strengthen the characteristics of this behavioral pattern in order to benefit from it. Manuscript profile

Open Access Article

9 - Factorial Structure and Internal Consistency of Authentic Leadership
Siroos Ghanbari Khalil Zandi Hamed Seifpanahi

The purpose of this study was to validation of Authentic Leadership Questionnaire (ALQ). The research method was descriptive. The population of the administrative staff of the five government agencies located in the city of Sanandaj official sites, including gas, electr More

The purpose of this study was to validation of Authentic Leadership Questionnaire (ALQ). The research method was descriptive. The population of the administrative staff of the five government agencies located in the city of Sanandaj official sites, including gas, electrical distribution company, Social Security Organization, Imam Khomeini Relief foundation, and the organization of Registration of a deeds and properties Kurdistan`s. with regard the ratio of employees in any organization, a sample of 131 subjects were selected by classified random sampling. Data gathering tool was Authentic Leadership Questionnaire. Analysis was performed using confirmatory factor analysis, Cronbach's alpha coefficients and one sample t-test. The results showed that the Construct validity and in tornal consistency of the Authentic Leadership questionnaire was confirmed. The results also showed that Authentic Leadership status in the organizations studied was an above average.   Manuscript profile

Open Access Article

10 - The Impact of Genuine Leadership Dimensions on Auditors' Ineffective Behaviors Through Ethical Culture in Audit Institutions
Fareshte FeyzAbadi Hbibalallah Dehqan

Many have blamed independent auditors for their immoral behavior. But much research has been done on the factors that influence these behaviors. One of the effective factors is the leadership style of audit firms. This study investigates the impact of genuine leadership More

Many have blamed independent auditors for their immoral behavior. But much research has been done on the factors that influence these behaviors. One of the effective factors is the leadership style of audit firms. This study investigates the impact of genuine leadership dimensions on auditors' culture and behavior and its data collection tool was a questionnaire. The statistical population of this study consists of senior auditors in auditing institutes member of Iranian Society of Certified Public Accountants. To analyze the conceptual model and research hypotheses, structural equation analysis with least squares approach and PLS software was performed.Findings from the research findings show that not only genuine leadership dimensions (relationship transparency, institutionalized ethics, comprehensive information analysis and self-awareness) and ethical culture influence audit dysfunctional behaviors, but also genuine leadership dimensions indirectly through the institution's ethical culture. Influences audit dysfunctional behaviors. Therefore, the present study indicates that the leadership style and characteristics of managers and the culture of the firm influence the performance of audit ineffective behaviors. As a result, it is recommended that authorities pay more attention to corporate ethics and ethics in order to reduce and control ineffective audit behaviors. Manuscript profile

Open Access Article

11 - The Relationship between of Authentic Leadership and Organizational innovation with the Mediating Role of Attitude to Organizational Change
Asiyeh Habibi Abolghasem Barimani

The purpose of this study was to investigate the relationship between of authentic leadership and organizational innovation with the mediating role of attitude to organizational change. The research applied in terms of purpose and method was descriptive, correlational o More

The purpose of this study was to investigate the relationship between of authentic leadership and organizational innovation with the mediating role of attitude to organizational change. The research applied in terms of purpose and method was descriptive, correlational one. The statistical population included all Primary school teachers in Miandrood in the number of 255. The statistical sample was 155 people using Krejcie and Morgan table and stratified random sampling according to Gender level. The instruments were Questionnaires of Walumbwa et al authentic leadership (2008), Jimenez- Jimenez et al organizational innovation (2008) & Dunham et al attitude to organizational change (1989) Questionnaire. The collected data analyzed by Structural equation modeling using the partial least squares method (PLS). The results showed there is a significant relationship between authentic leadership and attitude to organizational change with organizational innovation. 66.1% of organizational innovation and 48.7% of attitude to organizational change is explained by authentic leadership and the attitude to organizational change variable has a mediator effect on the relationship between authentic leadership and organizational innovation. Fit indices indicate that the proposed model is an appropriate fit. Manuscript profile

Open Access Article

12 - شناسایی و اولویت بندی عوامل موثر بر استقرار رهبری اصیل در دانشگاه علوم پزشکی به روش تحلیل سلسله مراتبی(AHP)
مهرزاد عبداله زاده لاله دشتی مهرداد گودرزوند چگینی حمیدرضا رضایی کلیدبری

رهبری اصیل الگویی از رفتار رهبری شناخته می‌شود که با دارابودن قابلیت‌های روانی مثبت می‌تواند جایگاه ویژ‌ه ای را برای سازمان‌های خدماتی ایجاد نماید. هدف از انجام پژوهش حاضر، شناسایی و اولویت بندی عوامل موثر بر استقرار رهبری اصیل در دانشگاه علوم پزشکی به روش تحلیل سلسله م More

رهبری اصیل الگویی از رفتار رهبری شناخته می‌شود که با دارابودن قابلیت‌های روانی مثبت می‌تواند جایگاه ویژ‌ه ای را برای سازمان‌های خدماتی ایجاد نماید. هدف از انجام پژوهش حاضر، شناسایی و اولویت بندی عوامل موثر بر استقرار رهبری اصیل در دانشگاه علوم پزشکی به روش تحلیل سلسله مراتبی می‌باشد. پژوهش از حیث هدف کاربردی و مبتنی بر رویکرد کیفی – کمی می‌باشد. جامعه آماری پژوهش شامل خبرگان فلسفی در رشته مدیریت و خبرگان تجربی دانشگاه علوم پزشکی بودند که به روش نمونه گیری هدفمند و تکنیک گلوله برفی تا رسیدن به اشباع نظری تعداد 20 نفر به عنوان نمونه انتخاب شدند. ابزار گردآوری داده‌ها، مصاحبه نیمه ساختار یافته بود. براساس تکنیک تحلیل تم و توسط نرم افزار MAXQDA11، شاخص‌های موثر بر رویکرد رهبری اصیل شناسایی شدند و سپس توسط روش تحلیل سلسله مراتبی(AHP) و با استفاده از نرم افزار Expert Choice11 عوامل شناسایی شده، اولویت بندی شدند. یافته‌های تحقیق نشان داد که از میان 13 عامل موثر و مدنظر خبرگان، عامل ساختار حامی اصالت دارای بیشترین میزان تاثیرگذاری بر اجرای رویکرد رهبری اصیل در دانشگاه علوم پزشکی می‌باشد و شرایط اقتصادی دارای کمترین وزن یا اهمیت می‌باشد. بر این اساس می‌توان با استقرار ساختار منعطف؛ خدمت مدار و انعطاف پذیر، علاوه بر ایجاد جوی شفاف و قابل اعتماد، زمینه استقرار رویکرد رهبری اصیل را در دانشگاه علوم پزشکی مهیا نمود. Manuscript profile

Open Access Article

13 - 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

Open Access Article

14 - Explanation of Digital Equipment Model and Process Technology in Downstream Petrochemical Industrial Units
Hojjatollah Bagheri 2. Abu Torab Alirezaei Mohammad Reza Kabaran Zadeh

The authentic leadership role of the manager emphasizes the transparency, authenticity and honesty of behavior in the workplace and based on this, authentic leaders can establish strong and honest relationships with the employees of the organization. Therefore, in this More

The authentic leadership role of the manager emphasizes the transparency, authenticity and honesty of behavior in the workplace and based on this, authentic leaders can establish strong and honest relationships with the employees of the organization. Therefore, in this research, the influence of authentic leadership and moral intelligence of managers in the management of technology selection has been investigated. In order to measure the variable role of authentic leadership of the manager in this research, the authentic leadership questionnaires of Valomba et al. (2008), moral intelligence questionnaire (Link and Keel, 2005); And the technology selection questionnaire has been used. After confirming the validity and reliability of the questionnaires, they were distributed among 300 people from the statistical population and collected after completion. Data analysis was done using structural equation method and Amos software. The results of the research showed that the authentic leadership role of the manager has a positive and significant effect on the choice of technology. Also, the manager's moral intelligence has a positive and significant effect on the choice of technology. Therefore, the moral intelligence of managers refers to the psychological capacity and understanding of managers in the correct application of moral-human principles to achieve organizational goals, and having and strengthening it will bring long-term and long-term individual and organizational success. Manuscript profile

Open Access Article

15 - Policymaking the effect of original and transformational leadership on organizational ‎innovation with regard to the moderating role of knowledge sharing in Iran Insurance ‎Company.‎
Mohammadreza Farmahini Farahani Vahid Araei

Transformational and original leadership can transform organizational innovation and play a &lrm;fundamental role in the maximum use of organizational capabilities, and by identifying human &lrm;resources and using them in a management process and correct leadership bas More

Transformational and original leadership can transform organizational innovation and play a &lrm;fundamental role in the maximum use of organizational capabilities, and by identifying human &lrm;resources and using them in a management process and correct leadership based on knowledge &lrm;sharing; they can adapt Increase the organization with the environment. In this article, the effect of &lrm;original and transformative leadership on organizational innovation has been investigated &lrm;considering the moderating role of knowledge sharing in Iranian insurance branches in Tehran. This &lrm;research is applied in terms of purpose and descriptive-survey in terms of execution method. The &lrm;statistical population is all the employees of Iran Insurance Company in Tehran, from among whom &lrm;a sample size of 300 people was selected by cluster sampling method. The results of investigating &lrm;research hypotheses through structural equations and path analysis showed that transformational &lrm;leadership and authentic leadership as well as knowledge sharing have an effect on organizational &lrm;innovation, but knowledge sharing as a moderating role cannot influence the relationship between &lrm;transformational and authentic leadership styles. And organizational innovation has an effect.&lrm; Manuscript profile

Open Access Article

16 - Clarifying the role of moral intelligence in perception of authentic leadership by mediation of cultural intelligence in higher education (Case study: faculty members of AmirKabir University in Tehran)
robab mollaie zeinab mostafavi

This study aimed to investigate the multiple relationships between authentic leadership and moral intelligence and the mediating role of cultural intelligence. This study is an applied research in terms of methodology and descriptive in terms of data collection. The pop More

This study aimed to investigate the multiple relationships between authentic leadership and moral intelligence and the mediating role of cultural intelligence. This study is an applied research in terms of methodology and descriptive in terms of data collection. The population consisted of all faculty members of AmirKabir University in Tehran and 120 subjects were selected using simple random sampling. In order to collect data, the standardized questionnaires of moral intelligence, authentic leadership and cultural intelligence were used. The validity and reliability of these questionnaires were reviewed and approved by using content and construct validity and Cronbach's alpha coefficient, respectively. The data were analyzed using test of regression coefficient and structural equation model and AMOS software. The results showed that while studying the measures of goodness of fit, the proposed measures were all in good level of fitness, meanwhile the structural equation model has confirmed the hypotheses of this research. Furthermore, the desired level of moral intelligence and cultural intelligence of leaders and faculty members plays an important role on self-consciousness and creating an atmosphere of trust and interaction in universities as multi-cultural environments.   Manuscript profile

Open Access Article

17 - Clarifying the role of moral intelligence in perception of authentic leadership by mediation of cultural intelligence in higher education (Case study: faculty members of AmirKabir University in Tehran)
fahimeh babalhavaeji saloomeh tahmasebi najla hariri

This study aimed to investigate the multiple relationships between authentic leadership and moral intelligence and the mediating role of cultural intelligence. This study is an applied research in terms of methodology and descriptive in terms of data collection. The pop More

This study aimed to investigate the multiple relationships between authentic leadership and moral intelligence and the mediating role of cultural intelligence. This study is an applied research in terms of methodology and descriptive in terms of data collection. The population consisted of all faculty members of AmirKabir University in Tehran and 120 subjects were selected using simple random sampling. In order to collect data, the standardized questionnaires of moral intelligence, authentic leadership and cultural intelligence were used. The validity and reliability of these questionnaires were reviewed and approved by using content and construct validity and Cronbach's alpha coefficient, respectively. The data were analyzed using test of regression coefficient and structural equation model and AMOS software. The results showed that while studying the measures of goodness of fit, the proposed measures were all in good level of fitness, meanwhile the structural equation model has confirmed the hypotheses of this research. Furthermore, the desired level of moral intelligence and cultural intelligence of leaders and faculty members plays an important role on self-consciousness and creating an atmosphere of trust and interaction in universities as multi-cultural environments. Manuscript profile

Open Access Article

18 - The relationship between perceptions of authentic leadership and staff’s deviant behaviors in education organization of Isfahan City
Elham Poormokhtari fariba karimi

Abstract The present study aims was to determine the relationship between perception of authentic leadership and deviant behaviors among employees of education organization of Isfahan city through descriptive - correlation research method. The population in this study i More

Abstract The present study aims was to determine the relationship between perception of authentic leadership and deviant behaviors among employees of education organization of Isfahan city through descriptive - correlation research method. The population in this study includes all employees of education organization, i.e. 663 people. On the basis of Cochran’s sample size, 243 individuals are selected through stratified random sampling method as the sample of study. To collect the required data, Walumbwa et al.’s (2008) questionnaire of authentic leadership and Bennett and Robinson’s (2000) questionnaire of deviant behaviors were used. Reliability of the questionnaire of authentic leadership turned out to be .85 and reliability of the questionnaire of deviant behaviors turned out to be .73 using Cronbach's alpha. Data were analyzed using Pearson correlation coefficient, stepwise regression and analysis of variance. The results showed that there was a significant reverse relationship between authentic leadership (p < .01, r = -.285), components of relational transparency (p < .01, r = -.226), internalized moral perspective (p < .05, r = -.160), and balanced processing (p < .01, r = -.196) with deviant behaviors. Also, from among the components of authentic leadership, relational transparency, balanced processing, and internalized moral perspectives were able to predict staff’s deviant behaviors, respectively. The results showed that there was no significant difference between the scores of authentic leadership and deviant behaviors in terms of gender and age. The difference between the scores of deviant behaviors in terms of years of service wasn't significant, but the difference between the scores of authentic leadership in terms of years of service was significant. In addition, the results showed that there were significant differences between the scores of authentic leadership of staff with a working experience of less than 10 years, 10 to 20 years, and more than 20 years. Manuscript profile

Open Access Article

19 - The structural Relationship of Authentic Leadership on work engagement and positive organizational behavior of teachers
majid moradi moghadam Sakineh Jafari, side Maryam navigable

Introduction and purpose: work engagement of personnel and Positive organizational behavior in an organization can depend on various factors like Authentic Leadership. Therefore, the goal of present study is examining the effect of Authentic Leadership with work engagem More

Introduction and purpose: work engagement of personnel and Positive organizational behavior in an organization can depend on various factors like Authentic Leadership. Therefore, the goal of present study is examining the effect of Authentic Leadership with work engagement and Positive organizational behavior teachers of elementary and first session of secondary education during 1395-96. Methodology: The method of this study corresponding to the purpose is applicable and according to the type of gathering data would be descriptive- correlation. statistical population of the study included all the man and woman teachers who work in education office of Semnan City (1350 teachers). The participants were 280 person of primary and secondary school teachers (173 of primary school teachers, 107 of secondary school teachers), who were selected by using stratified random sampling method. All of them filled the questionnaires of authentic leadership, work engagement and positive organizational behavior. Data were analyzed by using LISREL software with the model of structural equation. Results (Findings): The results indicated that there is a positive and significant relationship between Authentic Leadership, work engagement and Positive organizational behavior of teachers. Authentic Leadership has a structural effect on work engagement. Authentic Leadership has a structural effect on Positive organizational behavior. Discussion and conclusion: Authentic Leadership has a directly influence on work engagement and teacher’s positive organizational behavior. Also by increasing this type of leadership in education, the positive variations (work engagement and positive organizational behavior) in this organization became important. Manuscript profile

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