كاركردهاي رهبري اخلاقي و رهبري حمايتي براي سرمايه روان‌شناختي و اثربخشي سازماني

Functions of Ethical Leadership and Supportive Leadership for Psychological Capital and Organizational Effectiveness

زمينه: رهبري اخلاقي و حمايتي از زمره سبك­ هاي رهبري هستند كه طي سال­هاي اخير به ­شدت مورد توجه قرار گرفته ­اند. اين نوع سبك­ هاي رهبري مي ­توانند تا از طريق سازه­ هاي مختلف سطح اثربخشي را در سازمان­ ها تحت تاثير قرار دهند. اين پژوهش با هدف بررسي نقش‌هاي فرايندي رهبري اخلاقي و رهبري حمايتي بر سرمايه روان­شناختي و اثربخشي سازماني اجرا شد. روش: روش پژوهش همبستگي و جامعه آماري پژوهش كاركنان مرد يك كارخانه صنعتي در اصفهان بودند كه از ميان آن­ها 380 نفر به شيوه نمونه‌‌گيري تصادفي ساده انتخاب شدند. ابزارهاي پژوهش شامل پرسشنامه رهبري اخلاقي، پرسشنامه رهبري حمايتي، پرسشنامه سرمايه روان­شناختي و پرسشنامه اثربخشي سازماني بود. داده‌هاي حاصل از پرسشنامه‌هاي پژوهش از طريق همبستگي پيرسون و مدل‌سازي معادلات ساختاري تحليل شد. يافته­ ها: نتايج نشان داد كه رهبري اخلاقي ورهبري حمايتي با سرمايه روان­شناختي و اثربخشي سازماني و سرمايه روان­شناختي با اثربخشي سازماني داراي رابطه مثبت و معنادار هستند (01/0>p). نتايج حاصل از مدل­سازي معادله ساختاري نشان داد كه رهبري اخلاقي و رهبري حمايتي با سرمايه روان­شناختي و سرمايه روان­شناختي و رهبري حمايتي با اثربخشي سازماني داراي رابطه مستقيم و معنادار هستند. همچنين نتايج نشان داد كه سرمايه روان­شناختي متغير واسطه­ اي كامل در رابطه رهبري اخلاقي با اثربخشي سازماني، ولي براي رابطه رهبري حمايتي با اثربخشي سازماني يك متغير واسطه ­اي پاره ­اي است. در مجموع نتايج اين پژوهش نشان داد كه مي­توان از پتانسيل رهبري اخلاقي و حمايتي براي تقويت سرمايه روان­شناختي و اثربخشي سازماني در محيط ­هاي كار استفاده نمود.

Background: Ethical and supportive leadership are among the leadership styles that have been seriously addressed in recent years. These types of leadership styles can influence the level of organizational effectiveness through different constructs. This research was administered with the aim of investigating the roles of ethical leadership and supportive leadership on psychological capital and organizational effectiveness. Method: Research method was correlation and statistical population was the employees of an industrial organization in Isfahan city, among them 380 persons were selected using simple random sampling. Research instruments were included ethical leadership questionnaire, supportive leadership questionnaire, psychological capital questionnaire and organizational effectiveness questionnaire. Data were analyzed using correlation coefficient and structure equation modeling (SEM). Results: Results showed that there is a significant and positive relationship between ethical leadership and supportive leadership and psychological capital and between psychological capital and organizational effectiveness. Results of structural equation modeling revealed that there is direct and significant relationship between ethical and supportive leadership with psychological capital and between supportive leadership along with psychological capital with organizational effectiveness. Also results indicated that psychological capital is a complete mediator on the relationship between ethical leadership and organizational effectiveness and is a partial mediator on the relationship between supportive leadership and organizational effectiveness. Conclusion: Overall, the results of this study showed that the potential of moral and supportive leadership can be used to strengthen the psychological capital and organizational effectiveness in workplaces.