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بررسی تأثیر رهبری موثق بر قلدری سازمانی با نقش میانجی فرهنگ سازمانی | ||
| مجله علمی "مدیریت فرهنگ سازمانی" | ||
| مقاله 9، دوره 17، شماره 2، تیر 1398، صفحه 317-336 اصل مقاله (960.91 K) | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22059/jomc.2019.238390.1007301 | ||
| نویسندگان | ||
| ایرج نیک پی* 1؛ مریم زندکریمی2 | ||
| 1استادیار گروه علوم تربیتی دانشکدۀ ادبیات و علوم انسانی، دانشگاه لرستان، لرستان، ایران | ||
| 2کارشناس‌ارشد مدیریت آموزشی گروه علوم تربیتی، دانشکدۀ ادبیات و علوم انسانی، دانشگاه لرستان، لرستان، ایران | ||
| چکیده | ||
| پژوهش حاضر با هدف بررسی تأثیر رهبری موثق بر قلدری سازمانی با نقش میانجی فرهنگ سازمانی میان کارکنان دانشگاه لرستان انجام شد. این پژوهش از نوع توصیفی ـ همبستگی است و جامعۀ آماری پژوهش همة کارکنان دانشگاه لرستان در سال تحصیلی 1396 به تعداد 575 نفر بودند. نمونۀ آماری 234 نفر بود که با استفاده از فرمول کوکران و به روش طبقهای نسبی با حجم متناسب انتخاب شد. برای جمع‌آوری داده‌ها از پرسشنامه‌های رهبری موثق والمبوا و همکارانش (2008)، قلدری سازمانی اینارسن و همکارانش (2009)، و فرهنگ سازمانی کامرون و کوئین (2006) استفاده شد. برای تجزیه‌وتحلیل داده‌ها از روش مدلیابی معادلات ساختاری با رویکرد حداقل مربعات جزئی smartpls 2استفاده شد. نتایج پژوهش حاکی از آن بود که رهبری موثق به صورت مستقیم (655/0- =β) بر قلدری سازمانی، به صورت مستقیم (599/0=β) بر فرهنگ سازمانی، و به صورت مستقیم (280/0- =β) بر قلدری سازمانی تأثیرگذار است. همچنین، تأثیر رهبری موثق بر قلدری سازمانی به صورت مستقیم (655/0- =β) و غیرمستقیم (167/0- =β) توسط متغیر میانجی و فرهنگ سازمانی (82/0- =β) تبیین شد. | ||
| کلیدواژه‌ها | ||
| رهبری موثق؛ فرهنگ سازمانی؛ قلدری سازمانی | ||
| عنوان مقاله [English] | ||
| The Impact of Authentic Leadership on Organizational Bullying with the Mediating Role of Organizational Culture | ||
| نویسندگان [English] | ||
| Iraj Nikpay1؛ Maryam Zand Karimi2 | ||
| 1Assistant Professor, Educational Science Gorup, Faculty of Literature and Human Science, Lorestan University, Lorestan, Iran | ||
| 2Educational Management (M.A), Educational Science Gorup, Faculty of Literature and Human Science, Lorestan University, lorestan, Iran | ||
| چکیده [English] | ||
| This study aimed to investigate the impact of authentic leadership on organizational bullying with the mediating role of organizational culture. This research is a descriptive correlational study. The statistical population included all the staff that worked in 1396 at Lorestan University which consisted of 575 people. The sample of 234 people was chosen using proportional-stratified sampling method. For data collection questionnaires of authentic leadership by Walumbwa, Avolio, Gardner, Wernsing & Peterson (2008) with alpha (0.91), organizational culture Cameron & Quinn (2006) with alpha (0.92), and organizational bullying Einarsen, Hoel & Notelaers (2009 with alpha (0.95) were used. To analyze the data, we used leas squares structural modeling employing Smartpls 2 software. The results show that authentic leadership has a direct impact (β= -0.655) on organizational bullying. Authentic leadership has a direct impact (β= 0.599) on organizational culture. Organizational culture has a direct impact (β= -0.280) on organizational bullying. Besides, the impact of authentic leadership on organizational bullying directly (β= -0.655), indirectly (β= -0.167) and by mediating role of organizational culture (β=- 0.837) were explained. It can be said that authentic leadership with the mediating role of organizational culture decreases organizational bullying among employee. | ||
| کلیدواژه‌ها [English] | ||
| Organizational bullying, Authentic Leadership, Organizational Culture | ||
| مراجع | ||
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