مدل علی افزایش بهره وری آموزشی اعضای هیات علمی و مدرسان دانشگاه فنی و حرفه ای بر اساس رهبری تحول آفرین
محورهای موضوعی :
1 - دانشجوی دکتری، مدیریت آموزشی، دانشگاه آزاد اسلامی واحد رودهن، رودهن، ایران
کلید واژه: بهره وری آموزشی, رهبری تحول آفرینی.,
چکیده مقاله :
هدف پژوهش حاضر ارائه مدل علی برای افزایش بهره وری آموزشی اعضای هیات علمی و مدرسان دانشگاه فنی و حرفه ای بر اساس رهبری تحول آفرین بود. روش تحقیق همبستگی و بر پایه مفروضه های مدل یابی معادلات ساختاری، نمونه آماری شامل اعضای هیات علمی و مدرسان دانشگاه فنی و حرفه ای بودند که با توجه به جدول استفان اولجنیک به نقل از نصر و همکاران 1386، با اندازه اثر کم و توان آماری 5/0 تعداد 212 نفر انتخاب شدند که به سه پرسشنامه رهبري تحولي بس و آووليو (١٩٩٧)، توانمندسـازي روان شـناختي وتـن و کمـرون (١٩٩٨) و بهره وری آموزشی بازرگان (1392) پاسخ دادند. نتایج نشان دادند که متغيرهاي پيش بين رهبری تحول آفرین متغير بهره وری آموزشی را پيش بيني مي کنند، رهبری تحول آفرین و بهره وری آموزشی مدل علی پژوهش که در آن متغيرهاي پيش بين رهبری تحول آفرین از لحاظ برازش با داده هاي دو گروه زنان و مردان يکسان است.
The purpose of this study was to provide a causal model to increase the educational productivity of faculty members and teachers of technical and vocational universities based on transformational leadership. Correlation research method and based on the assumptions of structural equation modeling, the statistical sample included faculty members and lecturers of the Technical and Vocational University who according to the table of Stefan Olgenik quoted by Nasr et al. 2007, with low effect size and statistical power 5 0. 212 people were selected who answered the three questionnaires of transformational leadership of Bass and Avolio (1), psychoanalytic empowerment of Vatan and Cameron (1) and Bazargan educational productivity (2013). The results showed that the predictive variables of transformational leadership predict the variable of educational productivity, transformational leadership and educational productivity of the research model in which the predictive variables of transformational leadership in terms of fit with the data of both groups of men and women. It is the same.
[1] Albrecht, S.L. & Andreetta, M. (2011). The influence of empowering leadership, empowerment and engagement on affective commitment and turnover intentions in community health service workers Test of a model. Leadership in Health Services, 24(3), 228-237.
[2] Sabahi , Ahmad; Dehghan Shabani ,Zahra And Shahnazi , Ruhollah.(2011). The Impact of Labor Productivity on Income Distribution (Case Study in Selected Countries). Knowledge and Development Journal. Summer 2010 No. 31, pp .119-142.
[3] Carless, A. S (2016). Dose psychological empowerment mediate the relationship between psychological climate and job satisfaction. Journal of Business and Psychology, Vol.18, No. 4, pp.405-425.
[4] Cichy R, Cha J, Kim S, (2017), “The relationship between organizationalcommitment and contextual performance among private club leaders”,International journal of Hospitality Management; 28, 53-62.
[5] Taylor, T.M. (2014). The relationship between transformational leadership and staff and faculty work engagement. Dissertation degree of Doctor Philosophy, North central University.
[6] Allameh, S.M, Heydari, M. & Davoodi, S.M. (2012). Studying the relationship between transformational leadership and psychological empowerment of teachers in Abade Township. Procedia - Social and Behavioral Sciences, (31), 224-230.
[7] Lu, C.Q., Wang, H.J., Lu, J.J, Du, D.Y. & Bakker, A.B. (2014). Does work engagement increase person–job fit? The role of job crafting and job insecurity. Journal of Vocational Behavior, (84), 142-152.
[8] Yakin, M. &; Erdil, O. (2012). Relationships between self-efficacy and work engagement and the effects on job satisfaction: a survey on certified public. Procedia Social and Behavioral Sciences, (58), 370-378.
[9] Akroyd D, Legg J, Jackwski M, Adams R, (2009), “The impact of selectedorganizational variables and managerial leadership on radiation therapists’organizational commitment”, Radiography; 15, pp.113-120.
[10] Flannery, K. Resnick, B. Galik, E. Lipscomb, J. & McPhaul, K. (2012). Reliability and Validity Assessment of the Job Attitude Scale. Geriatric Nursing, 33 (6): 465-472.
[11] Thomas, Kenneth W. & A. Betty Velthouse (1990), Cognitive Element of Emprowment: An Interpretive Model of Intrinsic. Task Motivation, academy of Management Journal.
[12] Rajabi Farjad, Hajieh. (2019). Investigating the effect of transformational leadership on job attitudes mediated by psychological empowerment. Public Management Research, 11 (39), 157-180.
[13] Bakhshandeh, Qasem; Abbaspour, Jafar; And Chit Saz, Ali. (2012). Meta-analysis of the impact of transformational leadership on employee psychological empowerment in Iran. Transformation Management Research Journal, 8 (15), 45-66..
[14] Hassani, Rafiq; Tavakoli, Masoumeh; And Zandi, Khalil. (2017). The mediating role of psychological empowerment in explaining the relationship between transformational leadership and employee job involvement. Organizational Culture Management, 14 (41), 883-907.
[15] Jalali, Abdul Ali; And the Divine Spirit, Ahmad Ali. (2016). The effect of transformational leadership on the job performance of faculty members mediated by job conflict. General Policy in Management, 6 (17), 1-16.
[16] Taghrid, A.; Rajabipour, S.; Nouri, A. (2018). Investigating the maturity level of Khorasan Razavi gas company in the process of performance management based on the maturity model of employees' capabilities of transparency of role and psychological empowerment, the perspective of public administration, 2 (14), 135-155. (In Persian).
[17] Jeyvan,S. Erramilli, M.K, C.S (2015).”Market Orientation and Performance in Services Firms: Role of Innovation”, Journal of services Marketing, No. 1, PP.68-82.
[18] Joung, B. M. & Avolio, B. J. (2015). MLQ Multifactor Leadership QuestionnaireRedwood City: Mind Garden.
[19] Bruner, ND., Kann L, McManus T, (2015),“Relationship between Transformational Leadership and Psychological Empowerment of Malysian Public Sector Employees”, Journal of Critical Reviews, Vol 7 , Issue 9, 2016,pp.68-81.
[20] Nasr, Ahmad Reza; Etemadizadeh, Hedayatullah and Nili, Mohammad Reza. (1386). Curriculum and design in universities and higher education centers; Isfahan: University Jihad Publications.
[21] Hu, L., & Bentler, P. (2004). Cutoff criteria for fit indexes in covariance structure analysis: conventional criteria versus new alternatives. Structural Equation Modeling, 6 (1), 1-55.
[22] Hu, B. Y.; Teo, T.; Nie, Y. & Wu, Z. (2017). Classroom quality and Chinese preschool Children’s approaches to learning. Learning and Individual Differences, 54, 51–59.
[23] Shayan, Mahin. (2008) Factors Affecting the Productivity of Higher Education System in Manpower Training, Practical Methods for Improving Manpower Productivity, Tehran, Public Management Training Center.
[24] Boshrai, f. Nixon, R. Sms, P.(2015). The Effect of Law Enforcement Stress on Organizational Commitment, an International Journal of Police Strategie and Management, 28, 321-336.
