تأثیر رهبری فروتنانه بر رفتارهای غیراخلاقی مصلحتی در سازمان به واسطه دلسوزی در کار (مورد مطالعه اداره کل ورزش و جوانان استان لرستان)

Abstract:
Objective: The aim of this study was to investigate the effect of humble leadership on expedient immoral behaviors in the organization due to compassion at work.
Methodology: The present study is applied in terms of purpose and descriptive (non-experimental) research in terms of data collection and is a branch of field studies and is causal in terms of the relationship between research variables. The research method is survey, the most important advantages of which are the ability to generalize the results. The statistical population of the study consisted of the staff of the General Department of Sports and Youth of Lorestan Province, whose number was 160 people. Using Morgan table, the sample size was estimated to be 113 people who were randomly selected. The data collection tool is the standard questionnaire of Zhou et al. (2019). The content validity method was used to assess the validity and the Cronbach's alpha method was used to test the reliability of the questionnaire; Thus, before the widespread distribution of the questionnaire in the study population, 25 questionnaires were measured as a pre-test of distribution and Cronbach's alpha of the variables. According to the results, Cronbach's alpha for the three variables of leadership based on humility, compassion at work and immoral expedient behavior were equal to 0.712, 0.803 and 0.762, respectively, which are values greater than 0.7. Data analysis was performed using structural equation modeling test and AMOS software.
Results: Humility-based leadership has a positive and significant effect on expedient and compassionate immoral behaviors at work. The results confirmed the effect of compassion at work on expedient immoral behaviors. Finally, the role of partial mediator of compassion in work in the impact of humble leadership on expedient immoral behaviors in the organization was confirmed.
Conclusion: Leaders should, in addition to forgiveness and compassion, have proper oversight of behaviors within the organization and provide training programs and coaching sessions to strengthen the ability and skill of management in employees so that they can engage in unethical behaviors (what Identify and control expedient or non-expedient) in the organization.
Abstract:
Objective: The aim of this study was to investigate the effect of humble leadership on expedient immoral behaviors in the organization due to compassion at work.
Methodology: The present study is applied in terms of purpose and descriptive (non-experimental) research in terms of data collection and is a branch of field studies and is causal in terms of the relationship between research variables. The research method is survey, the most important advantages of which are the ability to generalize the results. The statistical population of the study consisted of the staff of the General Department of Sports and Youth of Lorestan Province, whose number was 160 people. Using Morgan table, the sample size was estimated to be 113 people who were randomly selected. The data collection tool is the standard questionnaire of Zhou et al. (2019). The content validity method was used to assess the validity and the Cronbach's alpha method was used to test the reliability of the questionnaire; Thus, before the widespread distribution of the questionnaire in the study population, 25 questionnaires were measured as a pre-test of distribution and Cronbach's alpha of the variables. According to the results, Cronbach's alpha for the three variables of leadership based on humility, compassion at work and immoral expedient behavior were equal to 0.712, 0.803 and 0.762, respectively, which are values greater than 0.7. Data analysis was performed using structural equation modeling test and AMOS software.
Results: Humility-based leadership has a positive and significant effect on expedient and compassionate immoral behaviors at work. The results confirmed the effect of compassion at work on expedient immoral behaviors. Finally, the role of partial mediator of compassion in work in the impact of humble leadership on expedient immoral behaviors in the organization was confirmed.
Conclusion: Leaders should, in addition to forgiveness and compassion, have proper oversight of behaviors within the organization and provide training programs and coaching sessions to strengthen the ability and skill of management in employees so that they can engage in unethical behaviors (what Identify and control expedient or non-expedient) in the organization.