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        1 - Relationship between Spiritual Leadership with Enabling among Administrative and Educational Experts in University of Gilan
        حسین واحد چوکده
        This research aims to investigate the relationship and role of spiritual leadership in enabling staff members. A descriptive-analytical survey is used. Statistical population consisted of all the official and educational staff of University of Gilan in 2012-13 except it More
        This research aims to investigate the relationship and role of spiritual leadership in enabling staff members. A descriptive-analytical survey is used. Statistical population consisted of all the official and educational staff of University of Gilan in 2012-13 except its faculty. They were 650 persons from whom 100 people were chosen as sample by random Stratified sampling. In order to gather data, two kinds of questionnaires were used: Fry spiritual questionnaire with 25 questions and Spritzer enabling questionnaire with16 questions. "Face validity" and "Cronbach’s method" were used to approve the validity and reliability of the questionnaire respectively. According to this, alpha coefficient of the spiritual and enabling questionnaires were acquired 0.85 and 0.89 respectively, and it shows the good validity of the instrument. Analysis of gathered data by the use of SPSS statistical software, and also testing hypothesizes by exploiting Pearson's correlation coefficient methods -to relate different variables- were used. The main hypothesis's results showed that according to (r=0.539) there is a meaningful and positive relationship between spiritual leadership and enabling staff members. The results from extraneous hypotheses also showed that there's a meaningful and positive causal relationship between enabling staff members and other factors as follows: dimensions of spiritual leadership (instructional landscape) (r=0.365), altruism (r=0.402), belief in the job (r=0.558), being meaningful in job (r=0.341), membership in the organization (r=0.377), institutional commitment (r=0.628), and function feedback (r=0.315). Also the amount of enabling has a relation with variables such as sex, age, educational degree, and the employment condition. Today’s organizations, in order to their survival in today's competitive world, need to care a great deal about the role of spiritual leadership in the process of enabling staff members. Manuscript profile
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        2 - Impact of Training for Authentic Leadership Behaviors on Enhancement of Employees’ Performance
        Nasrin Arshadi Mohammad فروهر
        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 man More
        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. Manuscript profile
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        3 - Relationship between Spiritual Leadership with Enabling among Administrative and Educational Experts in University of Gilan
        عباس صادقی حسین واحد چوکده Esmaeil  Kazempour
        This research aims to investigate the relationship and role of spiritual leadership in enabling staff members. A descriptive-analytical survey is used. Statistical population consisted of all the official and educational staff of University of Gilan in 2012-13 except it More
        This research aims to investigate the relationship and role of spiritual leadership in enabling staff members. A descriptive-analytical survey is used. Statistical population consisted of all the official and educational staff of University of Gilan in 2012-13 except its faculty. They were 650 persons from whom 100 people were chosen as sample by random Stratified sampling. In order to gather data, two kinds of questionnaires were used: Fry spiritual questionnaire with 25 questions and Spritzer enabling questionnaire with16 questions. "Face validity" and "Cronbach’s method" were used to approve the validity and reliability of the questionnaire respectively. According to this, alpha coefficient of the spiritual and enabling questionnaires were acquired 0.85 and 0.89 respectively, and it shows the good validity of the instrument. Analysis of gathered data by the use of SPSS statistical software, and also testing hypothesizes by exploiting Pearson's correlation coefficient methods -to relate different variables- were used. The main hypothesis's results showed that according to (r=0.539) there is a meaningful and positive relationship between spiritual leadership and enabling staff members. The results from extraneous hypotheses also showed that there's a meaningful and positive causal relationship between enabling staff members and other factors as follows: dimensions of spiritual leadership (instructional landscape) (r=0.365), altruism (r=0.402), belief in the job (r=0.558), being meaningful in job (r=0.341), membership in the organization (r=0.377), institutional commitment (r=0.628), and function feedback (r=0.315). Also the amount of enabling has a relation with variables such as sex, age, educational degree, and the employment condition. Today’s organizations, in order to their survival in today's competitive world, need to care a great deal about the role of spiritual leadership in the process of enabling staff members. Manuscript profile
      • Open Access Article

        4 - The Mediator Role of Managers' Trustworthiness in the Relationship between Transformational Leadership Style and Justice Perception of Employees (Case study: Mashhad Electric Energy Distribution Company; MEEDC)
        Mohamad Reza  Raecy Sepide Eskandari
        The purpose of this study is to examine the relationship between transformational leadership style and justice perception of employees with considering the mediator role of managers' trustworthiness in a semi- governmental company. The data was collected through three k More
        The purpose of this study is to examine the relationship between transformational leadership style and justice perception of employees with considering the mediator role of managers' trustworthiness in a semi- governmental company. The data was collected through three kinds of questionnaires; transformational leadership (Bass& Avolio,1999), justice perception (Collquitt,2001) and trustworthiness (Maior& Davis,1999), in total 127 employees participated in this study. Findings indicate that transformational leadership was positively related to justice perception, managers' trustworthiness was positively related to both transformational leadership and justice perception beside managers' trustworthiness mediating the relationship between transformational leadership and justice perception. Manuscript profile
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        5 - Leadership self-development structural model of managers at universities and higher education centers (Case: University of Tehran)
        Khodayar Abili Ebrahim Mazari Javad Pourkarimi
        The purpose of this study was to providing SEM of leadership self-development for University of Tehran managers. Accordingly, the present study has focused on the self-development of academic leadership. For this purpose, descriptive-correlation method was used. Structu More
        The purpose of this study was to providing SEM of leadership self-development for University of Tehran managers. Accordingly, the present study has focused on the self-development of academic leadership. For this purpose, descriptive-correlation method was used. Structural equation modeling and LISREL software were used to analyzed. The statistical population of the study included 524 university managers of Tehran University. In order to collect the research sample by using proportional stratified sampling method, 217 university managers were selected using Morgan table. The purpose of this study was to study the managers of departments, deputies and heads of faculties, general, deputies and president of universities. A researcher-made questionnaire with reliability (α = 0.97) was used to collect data, which evaluated 56 components in 112 questions. The results of SEM showed that individual contextual factors (γ = 0.97) influenced the self-development process of academic leaders. The self-development process (β = 0.92) also influenced the self-development strategies. Strategies also influenced self-development achievements (β = 0.91). However, in the present study, organizational context factors (γ = 0.09) did not influence the process of academic leaders' self-development, although in many studies the role of organizational contextual factors as an organizational readiness for self-development has been effective. Manuscript profile
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        6 - Presenting a Model of Factors Influencing the Leadership Competency of Islamic Azad University Managers
        سیده فاطمه حبیبی Mojghan Amirianzadeh reza zarei Ebadalah Ahmadi
        Background and Purpose The purpose of this study was to present a model of factors affecting the leadership competency of Islamic Azad University managers. Method This research is a mixed method research in qualitative and quantitative in descriptive-survey method. P More
        Background and Purpose The purpose of this study was to present a model of factors affecting the leadership competency of Islamic Azad University managers. Method This research is a mixed method research in qualitative and quantitative in descriptive-survey method. Participants in the qualitative section consisted of 21 academic experts selected by purposeful method using key experts and theoretical saturation method. In the quantitative section, all faculty and staff of Islamic Azad University of Fars province numbered 1800. Morgan table was used to determine the sample size. Based on this table, 187 faculty members and staff of Islamic Azad University of Fars were selected. The research tools were used in qualitative, exploratory and semi-structured interviews and in a small part by a researcher-made questionnaire; factors influencing managers' leadership competency were designed based on the themes obtained in the qualitative stage. Results Results in qualitative section revealed the factors influencing leadership competence in the form of 21 basic attributes, 4 organizer attributes (ethical, motivational, managerial, structural) and two pervasive factors (individual and organizational) that based on these findings the effective factors model Leadership competency was designed and quantitative results showed that the structural factor in universities had a great impact on the competencies of leaders and managers, and the model obtained had a good fit. Conclusion According to the results of the research, four factors affecting leadership competency are identified: ethical, motivational, managerial, structural, which require macro and micro strategies that lead to emergence and emergence of leadership competencies in Azad university managers. To be adopted. Manuscript profile
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        7 - Presentation Leaders' Self-Development Model: A Synthesis of Research
        mahdi sahraei beiranvand Gholamreza  Shams Morkani Abasalt Khorasani Mohammad sadegh Khayatian yazdi
        This research aims to present a model of leaders' self-development based on the synthesis of past research. The research method is qualitativeand it's kind of a synthesis. The statistical population of the study includes researches and studies conducted in the period 19 More
        This research aims to present a model of leaders' self-development based on the synthesis of past research. The research method is qualitativeand it's kind of a synthesis. The statistical population of the study includes researches and studies conducted in the period 1970-2020 in the field of self-development leadership 2890 that after various stages of elimination and reduction, 61 research samples were selected. Related resources were coded by three-step open, axial, and selective coding. Reliability, validity and credibility of the findings were used to evaluate the quality of coding, and the Kappa coefficient of coefficient for agreement between the evaluators was 0.75. According to the findings of this study, the model of leaders' self-development process is that self-development factors through one of a variety of self-development (structured, guided or individual) and using one of self-development mechanisms (self-leadership, self-management, self-regulation and self-directed learning) shapes the process of leaders' self-development. Manuscript profile
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        8 - Analysing the competency criteria of the staff managers of the education headquarter in the level of leadership and management subsystem: a qualitative study report
        عباس محمدی Rashid Zolfaghari zaferani Heidar Tourani Mehdi  Navidadehm
        Staff managers of education have a key role in policy-making, macro-planning, and monitoring the performance of the education system, which is why the selection of this category of managers is particularly sensitive. Considering the emphasis of the Fundamental Evolution More
        Staff managers of education have a key role in policy-making, macro-planning, and monitoring the performance of the education system, which is why the selection of this category of managers is particularly sensitive. Considering the emphasis of the Fundamental Evolution Document on the selection of managers at different levels based on meritocracy in the 6-22 strategy of "Leadership and Management Subsystem", this article identifies the competency criteria of education staff managers at the level of this document, from the perspective of the authors of Fundamental Evolution Document, and attitudes of specialists in this field. Due to the nature of the question and the purpose of this research, its approach is qualitative and has been with data-based theory and Charlmers constructivism design. The data required for the study were collected through semi-structured interviews with 22 experts, including nine compilers of Fundamental Evolution Document, seven experts and executives of the leadership and management subsystem, and six educational management faculty members. The text of the interviews was implemented and analysed using thematic analysis. A total of 63 competencies were identified as competencies required for education staff managers in the form of 17 sub-categories and 6 main factors including; values and attitudes, managerial skills and abilities, personality traits, personal knowledge and skills, organizational knowledge and skills, and monitoring and control, and finally two specialized and general dimensions were determined and defined Manuscript profile
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        9 - The effect of Succession Planning on the Transfer of Knowledge in Higher Education with the Mediating Role of Transformational Leadership (Case Study: Kharazmi University)
        Ayat Saadat Talab
        The aim of the present study was to investigate the effect of succession planning on the knowledge transfer in higher education with the mediating role of transformational leadership. The research method was descriptive correlational. The statistical population of this More
        The aim of the present study was to investigate the effect of succession planning on the knowledge transfer in higher education with the mediating role of transformational leadership. The research method was descriptive correlational. The statistical population of this study included all administrators (200 people) of Kharazmi University were selected by convenience sampling method. For data collection were used the three Questionnaire of succession planning (Kim, 2006), Bass & Avolio (2004) transformational leadership, and knowledge transfer (Nonaka & Takeuchi, 1995). Data analysis was done by using structural equation modeling in AMOS And Spss-22 software. The results of structural equation modeling showed that the conceptual model of research with experimental data fits well and transformational leadership plays the role of a complete mediator in the relationship between succession planning and knowledge transfer. Accordingly, the variable relationship between succession planning and knowledge transfer through transformational leadership was confirmed in the form of path analysis. Thus, the variable of transformational leadership showed a facilitating role in the relationship between and succession planning and knowledge transfer. Also, the leading variable of succession planning had a direct and positive effect on the knowledge transfer. Based on the results of the research, it can be concluded that university administrators can provide a good platform By establishing a succession planning system in universities and higher education institutions, for institutionalizing knowledge transfer inside and outside the university. In the current competitive environment, university administrators will achieve the lofty goals and missions of the university by cultivating knowledgeable managers, and thus ensure the growth, development and competitive advantage of the university Manuscript profile
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        10 - Traits, Skills, and Entrepreneurial Actions of the Teacherpreneurs: A Systematic Review through Qualitative Meta-synthesis
        Zahra Sayehvand Farnoosh Alami Sara Salim Namin Mahmoud Abolghasemi
        The teacherpreneurship has received increasing attention over the past decades; however, the concept remains understudied, and the way the teaching profession and entrepreneurship are combine, is unclear. To fill this gap in the literature, this study aimed to identify More
        The teacherpreneurship has received increasing attention over the past decades; however, the concept remains understudied, and the way the teaching profession and entrepreneurship are combine, is unclear. To fill this gap in the literature, this study aimed to identify the traits and skills and entrepreneurial actions of teacherpreneurs through a systematic literature review of current scholarly work on the topic as well as hybrid thematic analysis of study sources. The results of the study provide traits and actions that are commonly attributed to teacherpreneurs. The results are categorized into four dimensions of personal traits with 8 themes, entrepreneurial actions with 11 themes, teachership with 5 themes, and leadership with 10 themes. Teacherpreneurs are creative, knowledgeable, learner, resistant, active, empathic, moral role models, with commitment and responsibility and social motivation. Teacherpreneurs show also entrepreneurial traits and actions such as ongoing innovation and educational value creation, problem solving, risk-taking, networking, learner/audience understanding, providing resources, creating a common dream, and then creating a common creation. Teacherpreneurs are teaching experts who excel in one or more teaching components such as innovative teaching methods, assessment methods, and classroom management. They also set up professional learning communities with a reciprocal mentoring approach, lead an innovation team and explore new perspectives on teaching and learning as the educational leaders. The results of this research can be a basis for new research and can facilitate the development process of the teacherpreneurship. Manuscript profile
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        11 - Identifying the individual factors affecting the competency of leaders to tolerate ambiguity with using the approach of Theme analysis; A step towards developing leaders
        Vajiheh Saadat Behrooz Ghlichlee Ali Rezaee Gholamali Tabarsa
        Ambiguity Tolerance is mentioned as one of the strategic leaders’ competencies that plays a significant role in the effectiveness of their decisions in ambiguous situations.The aim of this study was to identify the individual factors affecting the leaders' ambiguity tol More
        Ambiguity Tolerance is mentioned as one of the strategic leaders’ competencies that plays a significant role in the effectiveness of their decisions in ambiguous situations.The aim of this study was to identify the individual factors affecting the leaders' ambiguity tolerance, design a comprehensive model of these factors and provide solutions to develop this competency on identified factors. In order to obtain more evidence to understand the phenomenon, a qualitative approach was taken and data were collected through interviews with nineteen experts. The statistical population of study includes academic experts and executive experts of the Ministry of Petroleum who have experience in management and decision¬¬ making in ambiguous situations. Sampling of research has been done purposefully. Attride stirling method was used for coding and Themes network analysis method for data analysis. After analyzing the data, the individual factors affecting the leaders' ambiguity tolerance were categorized into six comprehensive themes : demographic characteristics, personality traits, competencies, motivations and needs, perceptions and emotions. Findings showed that demographic characteristics including general and occupational characteristics, personality traits including extraversion, conscientiousness, agreeableness, openness to experience, emotional stability, being intuitive, locus of control, risk-taking and patience, competencies including knowledge, skills, abilities and experience, motivations and needs including respect and self-fulfillment, perceptions including perceptions of ambiguity, job, organization and life and emotions including emotions in the face of ambiguity and general emotions as individual factors interacting with each other are effective at the level of leaders' ambiguity tolerance and can use them to develop this leadership competency. Manuscript profile