تسهیل آوای سازمانی از طریق رهبری قابل اعتماد «رویکردی به تعاملات رهبرـ پیرو»

نوع مقاله : مقاله علمی پژوهشی

نویسندگان

1 دانشیار علوم تربیتی، دانشکدۀ علوم انسانی، دانشگاه بوعلی سینا، همدان، ایران

2 دانشجوی دکتری مدیریت آموزشی، دانشکدۀ علوم انسانی، دانشگاه بوعلی سینا، همدان، ایران

3 کارشناس‎ارشد مدیریت آموزشی، دانشکدۀ علوم تربیتی و روان‎شناسی، دانشگاه خوارزمی، کرج، ایران

چکیده

هدف از این پژوهش، بررسی رابطۀ رهبری قابل اعتماد با آوای سازمانی است. جامعۀ آماری پژوهش، تمام کارکنان ادارۀ کل راه و شهرسازی استان تهران (400 نفر) است که به‎کمک روش نمونه‏گیری تصادفی ساده 169 نفر از آنها انتخاب شدند و به پرسشنامۀ رهبری قابل اعتماد و آوای سازمانی پاسخ دادند. تجزیه‎وتحلیل داده‏ها نشان داد بین رهبری قابل اعتماد و ابعاد آن با آوای سازمانی و ابعادش همبستگی مثبت و معناداری وجود دارد (1/0 p <). از بین ابعاد رهبری قابل اعتماد به‏استثنای بعد خودآگاهی، سایر ابعاد نقش معناداری در پیش‏بینی آوای سازمانی کارکنان دارند. بر اساس نتایج، بین آوای سازمانی کارکنان بر‌حسب متغیرهای جنسیت و سابقۀ خدمت تفاوت معناداری وجود دارد (5/0 p <). این نتایج نشان می‏دهد مدیران می‏توانند با تأکید بر چشم‏انداز اخلاقی، شفافیت ارتباطی و پردازش متوازن اطلاعات، زمینۀ ابراز ایده‏ها و بهره‌‏مندی از همۀ ظرفیت‏های کارکنان را فراهم آورند.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

Enhancing Organizational Voice through Authentic Leadership "Approach to interactions of leader-follower"

نویسندگان [English]

  • Siros Ghanbari 1
  • Khalil Zandi 2
  • Mohammad Faegh Mohammadi 2
  • Soheila Ahmadianfar 3
چکیده [English]

The purpose of this study was to analyze the relationship of Authentic Leadership and Organizational Voice. The population of the study was all of the staff ministry of Roads and Urban Development Tehran (N: 400). Using simple random sampling 169 persons selected and Authentic Leadership Questionnaire and organizational voice have responded. Data analysis showed that Authentic Leadership and its components was a significant positive correlation with organizational voice and its dimensions (p  .01). Among the Authentic Leadership dimensions except self-awareness, other aspects had meaningful impact on organizational voice. Results also showed that were significantly different between employee organizational voice with regard gender and work experience (p  .05). These results suggest that administrators can by emphasizing the Moral Perspective, Relational Transparency, and Balanced Processing of information, to provide the expression of ideas and benefit from all the capabilities staff.

کلیدواژه‌ها [English]

  • Authentic Leadership
  • Ministry of Roads and Urban Development Tehran
  • organizational voice

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