نشریه پژوهش های رهبری آموزشی
پیاپی 4 (تابستان 1394)

This study has been performed to investigate the relationship of organizational justice and organizational citizenship behavior staff Allameh Tabatabai University The sample consisted of 200 employees of Allameh Tabatabai University who were selected by random sampling method. Data collected by using two questionnaires of organizational justice and organizational citizenship behavior Toure Niehoff. For data analysis using Pearson correlation, multiple regression, structural equation, ANOVA and independent t-test. Data analyzed by SPSS-20 and LISREL-8/7 softwares. results indicated that there is a significant relationship between organizational justice and organizational citizenship behavior, loyalty, cooperation and sportsmanship (p≤0/001) and conscientiousness (p≤0/05). indicators fit proposed model were good and Standardized regression coefficient of organizational justice on organizational citizenship behavior was 0/30. Of the dimensions of organizational justice, distributive justice and procedural were able to predict the organizational citizenship behavior (p≤0/05). By comparing the variables of organizational justice and organizational citizenship behavior at different levels of demographic variables, there was no significant difference. The present study confirms the impact of organizational justice on OCB employees. Therefore, by adopting strategies to increase organizational justice, can be taken effective steps in order to achieve the noble objectives of the organization.

In this paper, using the approach of emic or orientation from the inside, have paid to analyze the understanding of scientific community actors from accreditation model of system higher education of country. research based on grounded theory, constitute the methodology of this study. according to the method, we have always sought to take on meaning, vision and mental mechanisms of higher education actors. the data of this study were obtained from four sources, which include, interviews, observations, notes and documents. to do so, first open coding, then, are we axial and selective action. having analyzed the data obtained in the first phase coding, in 2027 the concept was achieved. second stage of open data coding, In format of 1262 concept and 156 major categories were classified. in axial coding stage, 25 core categories were determined. in selective coding stage, again 25 core category to a higher level of abstraction we have upgrade and classified in terms of characteristics of conditions, interactive / process and outcome. in the end, category of quality discourse, fear and hope, as the most original and the most ultimate core category Select and according to its features were developed. then, related made other categories in the form of a paradigm model with the this category.

This study aimed to explain the mediating role of human capital on the relationship between stuff's self-leadership and school's organizational agility. The research method was descriptive and correlational and data analysis method was SEM. The population consists of all administrators, principals, teachers and administrative staff first and second elementary school area of Rey that Using Cochran's sampling formula that Sample size was determined 170 persons by Stratified sampling with proportional allocation. For data collection used of self-leadership questionnaire of Abili and Mazari (2014) with the reliability (α =0/95), human capital questionnaire of Naderi (2011) with the reliability (α=0/97) and organizational agility questionnaire of Moradi (2013) with the reliability (α =0/96) for analyzing data Kolmogorov-Smirnov test, one sample t-test, stepwise regression and structural equation modeling was used. Results showed that self-leadership, human capital and organizational agility are higher than average. The correlation results showed that three variables correlate with each other this have significant relationship (p

This research aimed to investigate the relationship between job characteristics and cultural the productivity of human resources in staff education was Torbat city. To this end a group consisting of 130 employees of the education between torbat advert staff and the simple random sampling as rock samples were selected and participated in this research. Research data using questionnaires and job characteristics Hackman Oldham, by a factor of 78/0 reliability and productivity of human resources and organizational culture questionnaire Taylor and Brent, with 73/0 reliability coefficient was obtained. The research data were collected using the Pearson correlation test, linear regression analysis and follow-up tests were analyzed. Job characteristics and organizational culture results showed a significant positive correlation with labor productivity and According to the characteristics of the job 40/0 and 31/0 cultural features, the productivity of human resources staff in the Department of Education predict. The officers and directors of departments and agencies, particularly the Department of Education as a society need to helm education It is necessary to enrich the community with more and better features such as a variety of tasks, important work, the autonomy of the individual and feedback, as well as strong organizational culture, human resources to increase productivity.

The goal of this study was to investigate the relationship between Psychological empowerment of human resources and organizational agility from the viewpoint of Shiraz university staff. Statistical population of this study was all Shiraz university staff that by multistage cluster sampling, 303 staff selected. The instruments of this study included Psychological Empowerment Questionnaire (spritzer,1995) and Organizational Agility Questionnaire (nikpoor and salajegheh,1388) that after calculating validity and reliability and distribution them, data analyzed by one sample t-test, Pearson correlation coefficient and the multivariate regression. One-sample t-test results showed that psychological empowerment of employees and organizational agility of university are higher than average level. The correlation results showed that there is a positive and significant relationship between the psychological empowerment and its’ dimensions and organizational agility in P≤01 level. The regression results showed that psychological empowerment is a significant anticipant of organizational agility and through its dimensions, three dimensions of meaningfulness, choice, being efficiency anticipate 51 percent of the variance of organizational agility.

The aim of the current research was to identify causes of organizational silence among the staff of the University of Mohaghegh Ardabil. To achieve the aim, case study was used which first qualitative phase was conducted and after that quantitative data was collected and analyzed. The research population was 354 faculty members of mohaghegh university which 11 members of them were studied through cluster sampling in the qualitative phase and 153 members of them were selected via cluster sampling method. to collect qualitative data, unstructured interview was conducted which validated based on triangulation and participant feedback. On the other hand, the tool for quantitative phase was researcher- designed questionnaire which reliability was 0/92. Inductive content analysis through open coding was applied for analyzing qualitative data and software pls were used for quantitative data. The results showed that that organizational factors such as organizational structure, culture and negative reaction on the part of management and leadership styles and personal factors such as fear of job loss, type of personality, and lack of employee commitment are the reasons that lead to silence people in organizations . Findings also showed the negative reaction from staff managers have the greatest impact on organizational silence.

The purpose of this research was to study the relationship between transformational leadership and organizational excellence of educational offices of Zanjan province. In this study, the variables of transformational leadership and organizational excellence were considered as the independent variable in five dimensions and the dependent one, respectively. This study, in terms of purpose, was an applied research and in terms of method was descriptive-survey and correlational. The population of the study was the whole staff of the educational offices of Zanjan province with people, and the selected statistical sampling based on Cochrane formula was 270 people selected by stratified random sampling. A multifactor standard leadership questionnaire and EFQM were used to measure the research variables. Multivariate regression test was used to analyze the data. These results suggest that there is a positive significance between the five dimensions of transformational leadership and organizational excellence, and the role of transformational leadership in explaining organizational excellence was justified.