نشریه رهبری آموزشی کاربردی
پیاپی 1 (بهار 1399)

The aim of this study was to investigate the relationship between the dimensions of philosophical mentality and contingent leadership style of managers.The statistical population of this descriptive correlational study was all male and female principals working in public schools in Bilesavar city, which consisted of 100 Subjects. According to Krejcie and Morgan table, the sample size of 80 Subjects. was selected by simple random sampling.. To collect data, two questionnaires were used to measure the philosophical mentality of managers based on the Smith model with an alpha coefficient of 0.74 and the Hershey and Blanchard contingency leadership style assessment with an alpha coefficient of 0.81. The research data were analyzed using the cononical correlation analysis. The results of this study showed that the delegating style variable has the greatest effect on the linear composition of dependent variables. The variable of penetration has the highest weight in generating the cononical variable of the dimensions of philosophical subjectivity, and the flexibility variable has the highest relationship with the composite variable derived from dependent variables. The cononical correlation squared between these two variables is 42%, which is statistically significant. According to the research results, principals with high flexibility of mind tend to use more participatory style in employee leadership.

In the present age, business changes are taking place in such a way that even with the best scenarios, organizations may be challenged. Equipping with facilities, technologies, skills and capabilities in different dimensions and levels and with a strategic approach can enable organizations to take stronger steps than before. With this approach, having capable managers who successfully lead the organization to predetermined goals in the face of environmental developments and competition is a competitive advantage; Despite this, managers' acceptance of professional development programs has not been as expected, and this issue needs to be studied and addressed.The present study is an applied research that seeks to identify barriers and weaknesses from the perspective of managers in a qualitative manner with the aim of promoting the professional development programs of senior managers in Iran's mobile communications industry.. A researcher-made questionnaire was used to collect information. T. Indicates the coherence of the questions and the lack of significant dispersion between them. The validity of the questionnaire has also been confirmed by experts. For data analysis, SPss24 software and exploratory factor analysis were used as multivariate and interdependent methods. The results show that the variables in the identified eight components constitute about 79% of the changes related to barriers affecting the design and implementation of growth promotion programs for senior executives in the mobile communications industry, which indicates a high impact. They are and it can be said that the mentioned programs need a fundamental review in all eight components.

The purpose of this study was to determine the relationship between leadership styles of educational leaders with job satisfaction of multigrade primary school teachers in Talesh city. The research method is descriptive correlation. The statistical population of the study consists of all teachers of multigrade primary schools in Talesh city in the academic year 1398-99 with 214 people (45 females and 169 males). Statistical sample based on Krejcie and Morgan table, 134 people (28 females and 106 males) were selected by simple random sampling. Two questionnaires of Bass and Oliva leadership style and Minnesota job satisfaction were used to collect information. The face and content validity of both questionnaires were confirmed by experts and their reliability was calculated by Cronbach's alpha method of 0.81 and 0.87, respectively. Data were analyzed using descriptive statistics, Pearson correlation test and multiple regression using SPSS software. The results showedBetween service leadership style (r = 82, sig < 0.05) contingency leadership style (r = 79, sig < 0.05) transformational leadership style (r = 83, sig < 0.05) and charismatic leadership style (88 = r, sig < 0.05) There is a positive and significant relationship with job satisfaction In addition, leadership styles explain 84% of job satisfaction, so that charismatic leadership style is a better predictor of job satisfaction than other styles. Educational leaders are encouraged to move from traditional leadership styles to new leadership styles, providing job satisfaction and improving the performance of multigrade school teachers in today's changing and changing world.

The present study aimed to investigate the mediating role of organizational virtue in the relationship between organizational role clarity and organizational citizenship behavior. The research method was developmental-applied in terms of purpose and descriptive-correlation in terms of structural equations in terms of data collection. The statistical population of the study included all teachers of education in Bayangan in the year 1397-98, using a simple random sampling method, 200 teachers were selected as a sample. Oregon Organizational Citizenship Behavior Questionnaire (2000), Sawyer organizational role clarity (1992) and Cameron et al. (2004) Organizational Virtue Questionnaire were used to collect data. The content validity of the questionnaires was confirmed and their reliability was 0.91, 0.84 and 0.87, respectively. SPSS software and LISREL software were used for data analysis. Findings showed that clarity of organizational role has a positive and direct effect on organizational citizenship behavior with beta (0.39) and on organizational virtue with beta (0.44). Also, the indirect effect of clarity of organizational role on organizational citizenship behavior is 23.2 0 shows that the mediating role of organizational virtue is significant in the relationship between organizational role transparency and organizational citizenship behavior. Therefore, it can be concluded that clarity of organizational role and virtue is one of the important variables related to organizational citizenship behavior, and And managers must pay attention to these two variables to promote organizational citizenship behavior.

Valid governments rely heavily on their high quality educational systems. As a result, they must prioritize quality of education assessment. In order to assess the quality of educational systems, several indicators such as researcher training and research competencies have been presented. Due to the lack of appropriate instrument about Research Competencies in Iran, we have decided to apply the Swank and Lambie Research Competencies Scale which was developed in 2016, as the main instrument in this study. The purpose of this research is normalizing aforementioned scale between graduate educators in behavioral science in Tehran. The sample size was estimated about 346 amongst graduate students studying in universities of Tehran. Research competency is a formative construct and in a formative measurement, it is better to use principal component analysis (PCA) instead of factor analysis (FA). The results led to five items elimination. Final components including qualitative research, quantitative research, research inquiry/literature review, research ethics, sampling methods, writing skill, discussion skills/publish articles and research tools. Descriptive outputs also showed that research ethics in graduate students is in its highest level, however, they showed poor performance in qualitative research. In addition, research competency is higher in PhD student in comparison with M.A students. The results can be beneficial in detecting student’s research needs. Moreover, it is recommended to conduct a qualitative research in order to identify the weaknesses and fundamental flaws of students in some areas of research.

The purpose of present study was investigates psychometric properties of the Toxic Leadership Questionnaire. The statistical population of this study included all staff of Universities affiliated with the Ministry of Science at four levels of international, national, regional and local levels of performance across the country. The research data were collected from 430 staff members who were selected by multi-stage cluster sampling method using Toxic Leadership Questionnaire. The results of the validation of the method showed that the internal consistency and stability reliability of the Toxic Leadership Questionnaire by using Cronbach's alpha was 0/95 and by test-retest method was 0/88. Evaluate the content validity, discriminant, and construct of Toxic Leadership Questionnaire confirms the validity of the questionnaire. Exploratory and confirmatory factor analyses as the main form revealed five correlated but separable dimensions that were "Self-Promotion","Abusive Supervision", "Unpredictability", "Narcissism" and "Authoritarian Leadership". The results of this study showed that the Toxic Leadership Questionnaire (TLQ) is a reliable and valid tool for measuring and screening the Toxic Leadership of academic staff.

The aim of this study was to analyze the mediating role of psychological capital in the relationship between genuine leadership and organizational health among the staff of Allameh Tabatabai University in Tehran. The research method was descriptive-survey and the statistical population of the study was all the staff of Allameh Tabatabai University of Tehran. The statistical sample of the research is simple random sampling using Cochran's formula at an error level of 0.5 equal to 186 people. Three types of questionnaires were used to collect data: Alio (2006) Authentic Leadership, Lutans, Oliu and Yousef (2007) Psychological Capital, and Hui and Feldman Organizational Health. Path analysis was used to analyze the data. Findings showed that genuine leadership has a direct impact on organizational health of employees. Also, genuine leadership has indirectly and through psychological capital has affected the organizational health of employees, meaning that psychological capital as a mediating variable has played a role in creating the relationship between genuine leadership and organizational health. It is concluded that university administrators can provide the basis for creating a healthy and safe environment by using the components of genuine leadership style that lead to an increase in psychological capital in employees.