تأثیر رهبری اخلاقی بر رفتار نوآورانه با میانجیگری استقلال شغلی
مجله اخلاق زیستی- علمی پژوهشی,
دوره 9 شماره 31 (1398),
7 سپتامبر 2019
,
صفحه 85-96
https://doi.org/10.22037/bioeth.v9i31.24895
چکیده
زمینه و هدف: مدیران سازمانی به دنبال راهکارهایی برای رفتارهای نوآورانه و افزایش استقلال شغلی میباشند. مطالعه حاضر با هدف تعیین تأثیر رهبری اخلاقی با رفتارهای نوآورانه با میانجیگری استقلال شغلی انجام شده است.
مواد و روشها: این پژوهش از نوع توصیفی ـ همبستگی مبتنی بر مدل معادلات ساختاری است که روی 177 نفر از کارشناسان شرکت توزیع برق استان البرز انجام شد. نمونهگیری به شیوه تصادفی ساده انجام شد. برای جمعآوری دادهها از پرسشنامههای استاندارد رهبری اخلاقی Brown و همكاران (2005 م.)، رفتارهای نوآورانه Janssen و همكاران (2000 م.) و استقلال شغلی De-Jong و Hartog (2010 م.) استفاده شد. برای تجزیه و تحلیل دادهها از آزمون همبستگی اسپیرمن و مدل معادلات ساختاری با استفاده از نرمافزارهای Smart PLS2 و SPSS23 بهره گرفته شد.
یافتهها: بین رهبری اخلاقی، رفتارهای نوآورانه و استقلال شغلی همبستگی معنیداری وجود داشت (0/01=P). اثر مستقیم رهبری اخلاقی بر رفتار نوآورانه (β=0/27 و t=2/47) و استقلال شغلی (β=0/91 و t=18/91)، و اثر استقلال شغلی بر رفتار نوآورانه (β=0/65 و t=7/40) نیز معنیدار بود. اثر غیر مستقیم رهبری اخلاقی بر رفتار نوآورانه با نقش میانجی استقلال شغلی با استفاده از آزمون سوبل نیز معنیدار بود (β=0/22 و t=2/73).
نتیجهگیری: به کارگیری سبک رهبری اخلاقی میتواند زمینه را برای استقلال شغلی و افزایش رفتارهای نوآورانه فراهم مینماید. بنابراین به منظور ارتقای سطح استقلال شغلی کارکنان، به مدیران سازمان توصیه میگردد هنجارهای اخلاقی مانند صداقت، انصاف، تعهد و مسؤولیتپذیری را در تعامل با کارکنان رعایت نمایند.
- رهبری اخلاقی؛ رفتار نوآورانه؛ استقلال شغلی؛ انصاف؛ مسؤولیتپذیری
ارجاع به مقاله
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