تأثیر رهبری فروتنانه بر رفتارهای غیراخلاقی مصلحتی در سازمان به واسطه دلسوزی در کار

نوع مقاله : پژوهشی

نویسندگان

1 دانشیار، دانشگاه لرستان، خرم‌آباد، ایران

2 دانشجوی دکتری، دانشگاه لرستان، خرم‌آباد، ایران

چکیده

پژوهش حاضر با هدف بررسی تأثیر رهبری فروتنانه بر رفتارهای غیراخلاقی مصلحتی در سازمان به واسطه دلسوزی در کار انجام شده است. پژوهش حاضر از لحاظ هدف، کاربردی و از نظر جمع‌آوری داده‌­ها از نوع تحقیقات توصیفی (غیرآزمایشی) و از شاخه مطالعات میدانی به شمار می‌آید و از حیث ارتباط بین متغیرهای پژوهش از نوع علّی است. روش انجام پژوهش بصورت پیمایشی بوده که مهمترین مزایای آن قابلیت تعمیم نتایج است. جامعه آماری تحقیق را کارکنان اداره کل ورزش و جوانان استان لرستان تشکیل داد که تعداد آنها 160 نفر بوده که با استفاده از جدول مورگان حجم نمونه 113 نفر برآورد شد که به صورت تصادفی طبقه‌ای انتخاب شده‌­اند. ابزار گردآوری داده‌­ها پرسشنامه استاندارد ژو و همکاران (2019) می­باشد. برای سنجش روایی از روش اعتبار محتوا و برای آزمون پایایی پرسشنامه از شیوه آلفای کرونباخ استفاده شده است؛ بدین صورت که قبل از توزیع گسترده پرسشنامه در جامعه مورد بررسی، 25 پرسشنامه به صورت پیش‌آزمون توزیع و آلفای کرونباخ متغیرها اندازه­گیری شد. براساس نتایج مقدار آلفای کرونباخ برای سه متغیر رهبری مبتنی بر فروتنی، دلسوزی در کار و رفتار غیراخلاقی مصلحتی به ترتیب برابر با 712/0، 803/0 و 762/0 بوده که مقادیری بیش از 7/0 هستند. تجزیه و تحلیل داده‌­ها با استفاده از آزمون مدل معادلات ساختاری و از طریق نرم­افزار AMOS انجام گرفت. رهبری مبتنی بر فروتنی بر رفتارهای غیراخلاقی مصلحتی و دلسوزی در کار تأثیر مثبت و معناداری دارد. نتایج حاکی از تأیید تأثیر متغیر دلسوزی در کار بر رفتارهای غیراخلاقی مصلحتی بود. در نهایت نقش میانجی جزئی دلسوزی در کار در تأثیر رهبری مبتنی بر فروتنی بر رفتارهای غیراخلاقی مصلحتی در سازمان مورد تأیید قرار گرفت. رهبران باید در کنار گذشت و دلسوزی، نظارت مناسبی را بر رفتارهای درون سازمان داشته باشند و برنامه­‌های آموزشی و جلسات مربیگری را فراهم آورند تا توانایی و مهارت مدیریت را در کارکنان تقویت نموده به طوری که بتوانند رفتارهای غیراخلاقی (چه مصلحتی و چه غیرمصلحتی) را در سازمان شناسایی و کنترل نمایند.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

The effect of humble leadership on expedient immoral behaviors in the organization with role of compassion at work

نویسندگان [English]

  • Mohammad Hakkak 1
  • Hossein Azimi 2
1 Associate Professor, Lorestan University, Khorramabad, Iran
2 PhD Student, Lorestan University, Khorramabad, Iran
چکیده [English]

   Introduction: 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 and Discussion: 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.

کلیدواژه‌ها [English]

  • Compassion at work
  • Expedient immoral behaviors
  • Humble leadership

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فصلنامه مطالعات مدیریت راهبردی
دوره 14، شماره 53
فروردین 1402
صفحه 167-184

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سابقه مقاله

  • تاریخ دریافت: 28 آبان 1400
  • تاریخ بازنگری: 17 اسفند 1400
  • تاریخ پذیرش: 24 شهریور 1401

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