فصلنامه مطالعات رفتار سازمانی
سال چهارم شماره 5 (پیاپی 16، زمستان 1394)

The purpose of this study was to assess the effect of transformational leadership on organizational excellence of Payame Noor University with mediating role of staff structural and psychological empowerment. This descriptive-correlational study was conducted in a sample including 362 employees of the Payam Noor University of Hamedan. To collect data, 4 valid and reliable questionnaires were used. Analyze of data, was done by correlation, confirmatory factor analysis and structural equation modeling. The results showed that transformational leadership significantly explained, the changes in organizational excellence, structural empowerment and psychological empowerment of staff (P=0.000). Also, structural empowerment significantly explained, the changes in psychological empowerment and organizational excellence, and psychological empowerment significantly explained, the changes in organizational excellence (P=0.000). In addition, transformational leadership significantly crrelated with organizational excellence indirectly, through structural and psychological empowerment (P=0.001). The results of current study indicate that transformational leadership is effective, through mediating role of staff structural and psychological empowerment, on organizational excellence of Payame Noor University. Thus, applying the transformational leadership and adopting managerial practices for staff empowerment, is recommended for growth and excellence of universities.

Emphasized the leading role in the organization of the experts. Theories of leadership has insisted less on employee involvement in the organization.
One of the new ideas of leadership that emphasizes the active participation of all employees in different activities is shared leadership. The collective leadership of all employees play an active role in trying to advance the goals of the organization. . The purpose of this study was to evaluate the effect of collective leadership, working group effectiveness mediator role is the sharing of knowledge in the Social Security Organization of Isfahan.
The population consisted of 270 employees of the Social Security Organization of Isfahan is formed. The sample size based on the table randomly Grjsy and Morgan, 159 were determined. A standard questionnaire was used to collect data. Validity through the content validity and construct validity was confirmed using structural equation coefficients of reliability shared leadership 0/81, knowledge sharing questionnaire 0/79 and 0/76 questionnaire estimated the effectiveness of working group Analysis of data collected by the software and Amos21 was SPSS21.
Assumptions test results indicate a direct impact on the effectiveness of of shared leadership, working group, leadership and collective impact on knowledge sharing knowledge sharing and direct impact on the effectiveness of working group. The results showed that, shared knowledge on the impact of shared leadership effectiveness-working group plays the role of mediator.

Shortage of resource, has challenged the relying of contemporary organizations on formal requirements to achieve the organizational goals. This, the employees as major asset of organization and behaviors beyond of role puts them in the spotlight. So, the purpose of this study was to investigate the effect of ethical leadership on organizational citizenship behavior and workplace deviant behavior of staff and the mediating role of leader-member exchange that play in this relation. The method of research was correlation and statistical sample was selected randomly by using the stratified sampling method among school’s staff in the Sannandaj city at the academic year 1393-94. Gathered data from the questionnaire were analyzed by using the IMOS software in a manner path analysis. The results showed that the path of ethical leadership to organizational citizenship behavior and leader - member exchange is significant, and to workplace deviant behavior was not significant. Also, the mediating role of leader - member exchange, moderated the effect of ethical leadership on staff behavior, and accompany with ethical leadership explained the 58 percent of total variance the organizational citizenship behavior and the 52 percent of total variance the deviant behavior. According to the results, it is suggested that organizational leaderships to intent enhance the organizational citizenship behaviors and reduce the deviant behaviors of employees, in addition to playing the role of ethical leadership, instead attention to the exchange relationships with low quality based on economic profits, expand the exchanges based on social mechanisms.

The geographical scope of university of Payamenoor, along with the advent of information technology, has developed centralized methods of decision making , high formality and power. Thus, the formation and development of the culture of the organizational self leadership in universities that focus especially on the training of professionals for leadership in the world of competitive and complex, is very important.
The purpose of this study was to explore the process of organizational self leadership. A randomly selected sample group, including 340 subjects, was formed from the employees of the Payamenoor university. A questionnaire including 91 questions was employed to collect data .The results showed that organizational self confidence as a central phenomenon related with causal conditions (involve ,Leadership style,Personality ,Effective Organizational Communication), strategies(Organizational Self-Leadership involves Organizational Self-Knowledge,Organizational Self goal setting,Organizational Self Motivation), intervening conditions(Organizational Culture, Organizational Stracture, Organizational Clime,Organizational Values) , context conditions(involve Organizational Confilict Management , Talent Management and Human Resources Management,Team working)and consequences of organizational self leadership (Organizational Dynamic, Organizational Excellence ,Organizational Productivity).

With the changes in organization's environment, both in number and diversity of changes, leadership and leadership development has gained importance in recent years. In this arena, organization's leaders need to change their mind from simple control and order leadership style to more engaging style in order to survive and develop in the turbulent environment of today. In this regard, distributing the leadership roles between the subordinates and involving them to carry out some leadership responsibility contingently are very helpful. This study investigates the effect of shared leadership on commitment and productivity of university departments as teams. In this respect, we surveyed 271 faculty members of University of Guilan through a questionnaire and used Structural Equation Modeling (SEM) with Smart PLS 2 software to analyze the aggregated data (70 departments). Results show that shared leadership has a positive impact on both commitment and productivity of teams. As well, team commitment has a positive impact on team productivity.

Management science, in dimensions and various fields of study were the experts in this regard, management style emerged and the question as to how much each of these styles can be effective.This study examines the relationship between management effectiveness of elementary schools Mallard city of Tehran. Field of study, and the type is explanatory survey method. Statistical population of all primary school teachers that make up the city Mallard stratified random sampling, 292 teachers were selected. Inventory management style and organizational effectiveness questionnaire Questionnaire of school effectiveness for components of innovation, organizational commitment, job satisfaction and morale were considered. Test results showed that the management styles and organizational effectiveness of elementary schools there is a direct relationship between girls and boys in primary school principals in the area of school leadership styles and organizational effectiveness there. Respondents also increases with age and work history, school organizational effectiveness and enhanced organizational effectiveness a significant difference in favor of women's schools. In addition, school education had little impact on organizational effectiveness.