رابطه بین رهبری اخلاقی و درگیری شغلی با نقش میانجی تعامل رهبر ـ عضو
Akhlāq-i zīstī i.e., Bioethics Journal,
Vol. 8 No. 29 (1397),
3 February 2019
,
Page 7-18
https://doi.org/10.22037/bioeth.v8i29.23038
Abstract
زمینه و هدف: مدیران سازمانی به دنبال راهکارهایی برای بهبود تعاملات رهبر ـ عضو و افزایش درگیری شغلی کارکنان میباشند. مطالعه حاضر با هدف تعیین رابطه بین رهبری اخلاقی با درگیری شغلی با میانجیگری تعامل رهبر ـ عضو انجام شده است.
مواد و روشها: این پژوهش توصیفی ـ همبستگی مبتنی بر مدل معادلات ساختاری است که روی 162 نفر از دبیران مقطع دوم متوسطه، مدارس ناحیه 2 شهر زاهدان انجام شد. نمونهگیری به شیوه طبقهای ـ تصادفی انجام شد. برای جمعآوری دادهها از پرسشنامههای استاندارد رهبری اخلاقی، درگیری شغلی و تعامل رهبر ـ عضو استفاده شد. برای تجزیه و تحلیل دادهها از آزمون ضریب همبستگی پیرسون و مدل معادلات ساختاری با کمک نرمافزار SPSS 21 و لیزرل بهره گرفته شد.
یافتهها: بین رهبری اخلاقی با درگیری شغلی، رهبری اخلاقی با تعامل رهبر ـ عضو و تعامل رهبر ـ عضو با درگیری شغلی همبستگی معنیداری وجود داشت(0/01>p). اثر مستقیم رهبری اخلاقی بر درگیری شغلی (β=0/19, t=1/54) معنیدار نبود. اثر مستقیم رهبری اخلاقی بر تعامل رهبر ـ عضو (β=0/44, t=2/69) و اثر مستقیم تعامل رهبر ـ عضو بر درگیری شغلی (β=0/24, t=2/13) معنیدار بود. اثر غیر مستقیم رهبری اخلاقی بر درگیری شغلی با نقش میانجی تعامل رهبر ـ عضو (β=0/105) نیز معنیدار بود.
نتیجهگیری: به کارگیری سبک رهبری اخلاقی میتواند زمینه را برای بهبود تعاملات رهبر ـ عضو و افزایش درگیری شغلی کارکنان فراهم نماید. پیشنهاد میشود، به منظور افزایش درگیری شغلی کارکنان، مدیران هنجارها و منشهای اخلاقی مانند صداقت، انصاف، تعهد و مسؤولیتپذیری را در تعامل با کارکنان رعایت نمایند.
- رهبری اخلاقی؛ درگیری شغلی؛ تعامل رهبر ـ عضو
How to Cite
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