تأثیر آموزش رفتارهای رهبری اصیل بر افزایش عملکرد کارکنان پتروشیمی
محورهای موضوعی :
1 -
2 -
کلید واژه: رهبری اصیل رفتار اصیل توسعه رهبری عملکرد شغلی,
چکیده مقاله :
پژوهش حاضر با هدف بررسی اثربخشی آموزش رفتارهای رهبری اصیل بر عملکرد کارکنان انجام شد. روش تحقیق از نوع آزمایشی از نوع پیش آزمون - پس آزمون با گروه کنترل است. شرکت کنندگان در پژوهش 42 نفر از مدیران شرکت ملی صنایع پتروشیمی ایران بودند که به صورت تصادفی انتخاب و در دو گروه آزمایش و کنترل (هر کدام 21 نفر) گمارده شدند. علاوه بر این و به منظور بررسی تأثیر مداخلات آموزشی ،2 تا 3 نفر از کارکنان هر مدیر نیز به صورت تصادفی انتخاب شدند و سپس یک پیش‌آزمون از گروه های آزمایش و گواه به عمل آمد. بعد از آن به مدت 3 روز (20 ساعت آموزش) مداخلات آموزشی مربوط به رفتارهای اصیل بر روی مدیران اجرا گردید و پس از 6 ماه نیز یک پس آزمون از گروه های آزمایش و گواه به عمل آمد. داده ها با استفاده از دو پرسشنامه رهبری اصیل وولمبوا و همکاران (2008) و پرسشنامه عملکرد شغلی هیلمن و همکاران (1992) جمع آوری گردید. نتایج تحلیل آزمون آنکوا (ANCOA) آشکار ساخت که آموزش رفتارهای مثبت رهبری باعث افزایش عملکرد کارکنان می شود.
The purpose of this study was to investigate the effectiveness of training for positive leadership behaviors of managers on job performance of employees. The experimental research design was through pre-test and post-test with control group. The participants were 42 managers in NIPC who were selected by random sampling method and then divided randomly in experimental and control groups (each 21 employees). Furthermore in order to evaluate the impact of educational programs, 2 to 3 employees per manager were randomly selected then a pre-test was tested on control groups. After 3 days (20 hours training) educational interventions related to the main treatment were performed on managers and after 6 months the experimental test have been done on control groups. Data has been collected by using from two questioners: authentic leadership questionnaire (by Walumbwa and et al, 2008) and job performance questionnaire (by Heilman and et al, 2000(. Data analysis with ANCOVA indicated that the training of positive leadership behaviors of managers increases employees’ job performance.
قاسمی، بهروز. (1382). تئوری¬های رفتار سازمانی. تهران: انتشارات هئیات.
قانع‌نیا، مریم؛ صدیقه، جلیلی و فروهر، محمد. (1392). رهبري اصيل: رويكردي نوين به رهبري. پذیرفته شده در سومین کنفرانس بین المللی علوم رفتاری، اسفند جزیره کیش.
كامرون، كيم. (1390). رهبري مثبت¬گرا استراتژي¬هايي براي عملكرد فوق¬العاده. ترجمه:رضا هويدا؛ محمد فروهر و عبدالرسول جمشيديان، اصفهان: انتشارات پيام علوي.
لوئیس، سارا. (1393). روان¬شناسی مثبت¬گرا در کار: خلق سازمان الهام بخش با استفاده از رهبری مثبت¬گرا و توانمندکاوی. ترجمه: محمد فروهر؛ عبدالرسول جمشیدیان و مریم قانع نیا، تهران: انتشارات پتروشیمی.
لوتانز. فرد؛ يوسف. كرولاین و آووليو، بروس. (1392). سرمايه روانشناختي سازمان: تحولي در مزيت رقابتي سرمايه انساني. ترجمه: عبدالرسول جمشیديان و محمد فروهر، تهران: انتشارات آييژ.
Arif, H., & Forbis, A. (2011). Authentic Leadership, Trust and Work Engagement. International Journal of Human and Social Science. 6(3), 164-170.
Avey. James, B., Avolio. Bruce J., & Luthans, F. (2009). Experimentally Analyzing the Process and Impact of Leader Positivity on Follower Positivity and Performance. Leadership Quarterly. Retrieved From: cba.unl.edu/research/articles/1349/download.pdf
Avolio, B. J., Walumbwa, F. O., & Weber, T. J. (2009). Leadership: Current theories, research, and future directions. Retrieved From: http://digitalcommons.unl.edu/managementfacpub/37
Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. Journal of The Leadership Quarterly ,)15(, 801–823.
Clapp-Smith, R., Vogelgesang, G. R., & Avey, J. B. (2009). Authentic Leadership and Positive Psychological Capital: The Mediating Role of Trust at the Group Level of Analysis. Journal of Leadership and Organizational Studies, 15)3(, 227-240.
Clark, M. S. & Isen, A. M. (1982). Toward understanding the relationship between feeling states and social behavior. In: Hastorf, A. and Isen, A. M. (Eds) Cognitive Social Psychology, New York: Elsevier.
Donaldson, S., Ko, .Ia. (2010). Positive organizational psychology, behavior, and scholarship :a review of the emerging literature and evidence base. Journal of Positive Psychology, 5(3).177-191
Franklin, R. S. (2010). Exploring the Moral Development and Moral Outcomes of Authentic Leaders. Doctoral dissertation. University School of Global Leadership & Entrepreneurship
Fredrickson, B. (1998). What Good Are Positive Emotions?. Journal of the Review of General Psychology, 2(3), 300-319
Gardiner, R. (2015). Gender, Authenticity and Leadership: Thinking with Arendt. Palgrave Macmillan.
Gardner, W. L., Cogliser, C. C., Davis, K. M., & Dickens, M. P. (2011). Authentic leadership: A review of the literature and research agenda. Journal of The Leadership Quarterly. 22)6(, 1120–1145
Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. (2005). Can you see the real me? A self-based model of authentic leader and follower development. Leadership Quarterly, 16(3), 343-372.
Gardner, W.L., Schermerhorn, Jr, J.R.)2004). Unleashing Individual Potential: Performance GainsThrough Positive Organizational behavior and Authentic Leadership. Organizational Dynamics, 33(3), pp. 270-281.
Gooty, J., Gavin, M., Johnson, P. D., Frazier, M. L., & Snow, D. B. (2009). In the Eyes of the Beholder Transformational Leadership, Positive Psychological Capital, and Performance. Journal of Leadership & Organizational Studies. May 15(4) 353-367
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of Applied Psychology, 87(2), 268-279.
Harvath Alan R. (2013). Leader character strengths and authentic leadership: Seeking opportunities for authentic leadership development through character development. Doctoral dissertation. Indiana Wesleyan University.
Hodges. T. D. (2010). An experimental study of the impact of psychological capital on performance engagement and the contagion effect. Doctoral dissertation. University of Nebraska - Lincoln
Khan, S. N. (2010). Impact of Authentic Leaders on Organization Performance. International Journal of Business and Management ,5(12), 167- 172
Kiersch, C. E. (2012). A Multi-level Examination of Authentic Leadership and Organizational Justice in Uncertain times. Doctoral dissertation. University of Fort Collins, Colorado
Liu, y. (2012). Linking authentic leadership to positive employee health, behavioral engagement, and job performance. DBA Dissertation. The Louisiana tech university.
Millard, M. L. (2011). Psychological Net Worth: Finding the Balance between Psychological Capital and Psychological Debt. A Dissertation the Graduate College at the University of Nebraska.
Peterson, S. J., Walumbwa, F. O., Avolio, B. J., & Hannah, S. T. (2012). The relationship between authentic leadership and follower job performance: The mediating role of follower positivity in extreme contexts. Journal of Leadership Quarterly. 23(3), 502- 518
Roux, S. (2010). The relationship between authentic leadership, optimism, self-efficacy and work engagement: an exploratory study. Thesis presented in partial fulfillment of the requirements for the degree Master of Commerce (Industrial Psychology) at Stellenbosch University.
Toor, S. & Ofori, G. (2008). Leadership for future construction industry: agenda for authentic leadership. International Journal of Project Management, 26, 620-630
Walumbwa, F. O. Luthans, F., Avey, J. B., Oke, A. (2011). Authentically leading groups: The mediating role of collective psychological capital and trust. Journal of Organizational Behavior, 32 (1), 4-24.
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based. Measure. Journal of Management, 34(1), 89-126.
Wang, H., Sui, Y., Luthans, F., Wang, D., & Wu, Y. (2012). Impact of authentic leadership on performance: Role of followers' positive psychological capital and relational processes. Journal of Organizational Behavior. DOI: 10.1002/job.1850
Stewart Wherry, H. M. (2012). Authentic Leadership, Leader-Member Exchange, and Organizational Citizenship Behavior: A Multilevel Analysis. Doctoral dissertation. University of Nebraska.
Gardner, W. L., & Schermerhorn Jr, J. R. (2004). Unleashing Individual Potential: Performance Gains through Positive Organizational Behavior and Authentic Leadership. Journal of Organizational Dynamics, 33(3), 270–281
Bamford, M., Wong, C. A., & Laschinger, H. (2013). The influence of authentic leadership and areas of worklife on work engagement of registered nurses. Journal of Nursing Management, 21(3),529-40
Wright, T. A., & Cropanzano, R. (2004). The role of psychological well-being in job performance: A fresh look at an age-old quest. Journal of Organizational Dynamics, 33(4), 338-351.
Zamahani, M., Ghorbani, V., & Rezaei, F. (2011). Impact of Authentic Leadership and Psychological Capital on Followers’ Trust and Performance. Journal of Basic and Applied Sciences, 5(12), 658-667.
