نشریه مطالعات رهبری فرهنگی
سال سوم شماره 2 (پیاپی 7، تابستان 1400)

The aim of this study was to determine the effects of self-esteem, optimism and perceived control on job satisfaction and the tendency to leave the service through openness to organizational change in a descriptive correlational method. The statistical population of this study included all the staff of Shahrekord Branch Azad University in the number of 330 people in 1398. A questionnaire and available sampling method were used to collect data. Based on Krejcie and Morgan table, a questionnaire was distributed among 175 people and was used as a criterion for analysis. In order to test the research hypotheses, descriptive and inferential statistics including structural equation modeling have been used. The results showed that selfesteem, optimism and perceived control through openness to organizational change affect job satisfaction and willingness to leave the service. Self-esteem on job satisfaction (0.468), self-esteem on willingness to leave the service (-0.290), selfesteem on openness to organizational change (0.392), optimism on job satisfaction (0.158), happiness Nose on the desire to leave the service (-0.180), optimism on the openness to organizational change (0.385), perceived control over job satisfaction (0.200), perceived control on the tendency to leave the service (0.235) -) Perceived control on openness to organizational changes (0.255), openness to organizational change on job satisfaction (0.224), openness to organizational change had an effect on the tendency to leave the service (-0.231).

The aim of this study was to investigate the differences between the current and desired situation of factors affecting the reading culture in cyberspace. The data collection tool is a researcher-made questionnaire based on scientific theories on the subject, which was designed and collected online using the Google Form. The statistical population of the present study consists of the parents of fifth grade elementary students in Shohada Pars Abad Elementary School. Due to the small statistical population and the target population, the census has been used for sampling. Since inferential statistical methods cannot be used in the whole number, descriptive statistics have been used to analyze the data. Findings indicate significant changes in the studied factors in the experimental group, so that the factor of interest with 77% had the most and the factor of learning environment with 46% had the least changes. Motivation factors were above average with 54%, educational program with 69%, family environment with 54% and individual factors with 62% .

Efficiency and effectiveness as the output of human and organizational systems is achieved when work and behavioral processes are modified, on the other hand, a key factor in the successful implementation of key improvement strategies as well as adaptation to the increasing environmental turmoil with which modern organizations Facing reform in organizational culture. Therefore, the purpose of the present study is the executive framework of organizational improvement based on culture in order to create effectiveness, and for this purpose, the model of the competitive values framework of Quinn and Cameron has been used in this research. In terms of nature, the present study is among the descriptive and non-experimental researches (field and survey) and its statistical population is 384 police officers of Sistan and Baluchestan police command. Field has also been used as an integral part of scientific research. The correlation coefficient and regression tests show that there is a positive relationship between research variables. This means that the conceptual model of research is 95% reliable and based on the available data, this model is able to express changes. Research shows that rational culture is the dominant organizational culture, also the most effective is related to the variable of government. Lack of easy access to experts as well as decision problems in choosing a methodology due to the diversity of relevant methodologies was one of the limitations of this research. From the research model, organizational diagnoses can be made regarding organizational changes and creating effective effectiveness. The value of this article is to use a combination of 4 types of strategies or strategies in creating the effectiveness of organizational improvement based on culture.

the aim of this research is to study and examine the relationship between Machiavellian Leadership and Employees ‘job burnout with the Mediator role of Organizational Cynicism. The research method in terms of applied purpose and the nature of the research is descriptive - survey oriented. This research is applied based on the nature and correlation based on the method. The population consists of 483 staff of social Security Organization of Busher Province with the degree of associate, from among 214 were randomly chosen based on Cochran formula. Population of the current research included personnel of social security organization of Busher province and of this population, 214 persons were selected through simple random sampling method. Researchers collected data from questionnaires used was paired comparisons. Correlation test and structural equations model available in Lisrel and SPSS software were utilized to analyze the questionnaire's data. Results showed that Machiavellian leadership has a both direct and indirect, through organizational cynicism, on Employees ‘job burnout.

The aim of this study was to investigate the effect of ethical leadership and organizational trust on job motivation with the role of modifier of general selfefficacy. The present research is applied in terms of purpose and in terms of research method is among the descriptive survey research. The information was collected through library and field methods. To measure the variables, multiple-choice questions from the Elias et al.20 Standard Questionnaire (2020) including the variables of ethical leadership (questions 1-10), organizational trust (questions 11-22) and self-efficacy (questions 23-30) and the standard Hackman Job Motivation Questionnaire. And Oldham (1975) included (Questions 31-45) and used the five-point Likert scale. The statistical population in this study was 300 employees of Chaharmahal and Bakhtiari Province Water and Sewerage Company. Using Morgan table, the statistical sample size of this study was 169 people. Sampling method in this study is simple random sampling. Cronbach's alpha the numerical value of this coefficient for the standard questionnaire was generally 0.916. For inferential analysis of research data, structural equation modeling technique has been used in Smart Piels (PLS) software. Findings showed that according to the tstatistic of 4.206 which is more than 1.96, ethical leadership has a significant effect on motivation at 95% confidence level. Also, according to the T-statistic of 5.832, which is more than 1.96, organizational trust has a significant effect on motivation at the 95% confidence level. Finally, due to the lower t-values in the moderator variables, the role of general self-efficacy modulator was not confirmed. The results showed the effect of ethical leadership and organizational trust on employee motivation.

The purpose of this study was to evaluate the impact of social capital and organizational culture on human resource management of governmental and nongovernmental higher education centers in Kermanshah province. This research was based on the criterion of purpose in the group of applied research, based on the criterion of time of data collection in the group of survey research, based on the criterion of the nature of data and the basis of the research was a quantitative research. The statistical population of the study consisted of all personnel of governmental and non-governmental higher education centers in the province. SPSS Sample Power sampling software was used to determine the volume and the sample size of the items with software output was calculated by calculating alpha of 0.01, power of 0.90 and significance of 0.05 from the coefficient of determination (R2) in the statistical population of 380 people. They were performed using available sampling method. Data collection was based on three questionnaires: Social Capital Questionnaire, Human Resource Management Questionnaire and Organizational Culture Questionnaire. The reliability of the research tool was based on Cronbach's alpha test. Their formal and content validity was confirmed using the opinion of experts. Data were analyzed using SPSS & AMOS. The results showed that social capital has a positive and significant effect on human resource management and organizational culture has a significant effect on human resource management. Also, organizational culture has a significant effect on social capital.5