نقش رهبري تحول آفرين در ارتقاي هويت سازماني كاركنان فرماندهي انتظامي استان مازندران

The role of transformational leadership in promoting the organizational identity of the staff of the Disciplinary Command of Mazandaran Province

ارﺗﻘﺎي ﻫﻮﯾﺖﯾﺎﺑﯽ ﺳﺎزﻣﺎﻧﯽ، ﯾﮑﯽ از دﻏﺪﻏﻪﻫﺎي اﺳﺎﺳﯽ اﻧﺪﯾﺸﻤﻨﺪان رﻓﺘﺎر ﺳﺎزﻣﺎﻧﯽ ﺑﻪﺷﻤﺎر ﻣﯽآﯾﺪ؛ ﺑﻨﺎﺑﺮاﯾﻦ ﭘﮋوﻫﺶ ﮐﻨﻮﻧﯽ ﺑﺎ ﻫﺪف ﻧﻘﺶ رﻫﺒﺮي ﺗﺤﻮلآﻓﺮﯾﻦ در ارﺗﻘﺎي ﻫﻮﯾﺖ ﺳﺎزﻣﺎﻧﯽ اﻧﺠﺎم ﺷﺪه اﺳﺖ. اﯾﻦ ﭘﮋوﻫﺶ از ﻧﻈﺮ ﻧﻮع اﺳﺘﻔﺎده، ﮐﺎرﺑﺮدي و از ﻧﻈﺮ ﻫﺪف، ﭘﮋوﻫﺸﯽ ﺗﻮﺻﯿﻔﯽ از ﻧﻮع ﭘﯿﻤﺎﯾﺸﯽ اﺳﺖ. در اﯾﻦ ﭘﮋوﻫﺶ از روش ﮐﺘﺎﺑﺨﺎﻧﻪاي و ﻣﯿﺪاﻧﯽ و اﺑﺰار ﻓﯿﺶﺑﺮداري اﺳﺘﻔﺎده ﺷﺪه اﺳﺖ. ﺟﺎﻣﻌﻪ آﻣﺎري ﭘﮋوﻫﺶ ﺷﺎﻣﻞ ﮐﺎرﮐﻨﺎن ﺳﺘﺎد ﻓﺮﻣﺎﻧﺪﻫﯽ اﻧﺘﻈﺎﻣﯽ اﺳﺘﺎن ﻣﺎزﻧﺪران ﻣﯽﺑﺎﺷﺪ ﮐﻪ ﺑﺎ روش ﻧﻤﻮﻧﻪﮔﯿﺮي ﺗﺼﺎدﻓﯽ ﺳﺎده، ﺗﻌﺪاد 223 ﻧﻔﺮ ﺑﻪﻋﻨﻮان ﻧﻤﻮﻧﻪ اﻧﺘﺨﺎب ﺷﺪﻧﺪ. ﺑﺮاي ﮔﺮدآوري دادهﻫﺎي ﭘﮋوﻫﺶ از ﭘﺮﺳﺶﻧﺎﻣﻪ رﻫﺒﺮي ﺗﺤﻮلآﻓﺮﯾﻦ ﺑﺎس وآوﻟﯿﻮ )2000( و ﭘﺮﺳﺶﻧﺎﻣﻪ اﺳﺘﺎﻧﺪارد ﻫﻮﯾﺖ ﺳﺎزﻣﺎﻧﯽ ﭼﻨﯽ و ﻫﻤﮑﺎران )1983( اﺳﺘﻔﺎده ﺷﺪ. رواﯾﯽ ﭘﺮﺳﺶﻧﺎﻣﻪﻫﺎ ﺑﻪوﺳﯿﻠﻪ اﺳﺘﺎدان اﻫﻞ ﻓﻦ ﺗﺄﯾﯿﺪ ﺷﺪ و ﭘﺎﯾﺎﯾﯽ آن ﺑﺎ اﺳﺘﻔﺎده از ﻓﺮﻣﻮل آﻟﻔﺎي ﮐﺮوﻧﺒﺎخ ﺑﻪ ﺗﺮﺗﯿﺐ 0/84 و 0/92 ﺑﻪدﺳﺖ آﻣﺪ. ﺑﺮاي ﺗﺤﻠﯿﻞ دادهﻫﺎ از آزﻣﻮن آﻣﺎري ﮐﻮﻟﻤﻮﮔﺮوف- اﺳﻤﯿﺮﻧﻮف، ﺿﺮﯾﺐ ﻫﻤﺒﺴﺘﮕﯽ، رﮔﺮﺳﯿﻮن و آزﻣﻮن ﻓﺮﯾﺪﻣﻦ ﺑﺎ اﺳﺘﻔﺎده از ﻧﺮماﻓﺰار SPSS اﺳﺘﻔﺎده ﺷﺪه اﺳﺖ. ﯾﺎﻓﺘﻪﻫﺎ ﻧﺸﺎن ﻣﯽدﻫﺪ ﮐﻪ رﻫﺒﺮي ﺗﺤﻮلآﻓﺮﯾﻦ ﺑﺮ ﻫﻮﯾﺖ ﺳﺎزﻣﺎﻧﯽ در ﺳﻄﺢ ﻧﺎﺟﺎ ﺗﺄﺛﯿﺮ دارد. ﻣﺆﻟﻔﻪﻫﺎي آن ﺑﻪ اﺳﺘﺜﻨﺎي ﻧﻔﻮذ آرﻣﺎﻧﯽ و ﺗﺮﻏﯿﺐ ذﻫﻨﯽ ﺑﺮ ﻫﻮﯾﺖ ﺳﺎزﻣﺎﻧﯽ در ﺳﻄﺢ ﻧﺎﺟﺎ اﺛﺮ ﻣﺜﺒﺖ و ﻣﻌﻨﺎداري دارﻧﺪ. ﻫﻤﭽﻨﯿﻦ ارزﯾﺎﺑﯽ ﻓﺮﺿﯿﻪ ﭘﻨﺠﻢ ﺑﺮاﺳﺎس آزﻣﻮن ﻓﺮﯾﺪﻣﻦ ﻧﺸﺎن ﻣﯽدﻫﺪ ﮐﻪ ﻣﻼﺣﻈﺎت ﻓﺮدي ﺑﺎ ﺿﺮﯾﺐ 2/70 در اوﻟﻮﯾﺖ ﻧﺨﺴﺖ ﻗﺮار دارد، درﻧﺘﯿﺠﻪ ﺑﯿﺸﺘﺮﯾﻦ اﺛﺮ را ﺑﺮ ﻫﻮﯾﺖ ﺳﺎزﻣﺎﻧﯽ دارد و در اداﻣﻪ اﻧﮕﯿﺰش اﻟﻬﺎمﺑﺨﺶ ﺑﺎ ﺿﺮﯾﺐ 2/64 در اوﻟﻮﯾﺖ ﺑﻌﺪي و ﺗﺮﻏﯿﺐ ذﻫﻨﯽ ﺑﺎ ﺿﺮﯾﺐ 2/07 در رﺗﺒﻪ آﺧﺮ ﻗﺮار دارد؛ ﺑﻨﺎﺑﺮاﯾﻦ بنابراين ترغيب ذهني، كمترين اثر بر هويت سازماني در ناجا دارد.

Promoting organizational identity is one of the main concerns of organizational behavior thinkers; according to this This research has been conducted with the aim of the role of transformational leadership in promoting organizational identity. The present research is applied in terms of type of use and descriptive in terms of research purpose. The statistical population of the study included the staff of the Disciplinary Command of Mazandaran Province. 223 people were selected as a sample by simple random sampling. In this study, the library and field methods and filing tools and the Transformational Leadership Questionnaire of Bass and Olio (2000), Cheney et al. (1983)'s organizational identity were used to collect data. The validity of the questionnaires was confirmed by respected professors and its reliability was obtained using Cronbach's alpha formula for the Transformational Leadership Questionnaire of 0.84 and the Organizational Identity Questionnaire of 0.92, respectively. Data were analyzed using correlation coefficient, regression and Friedman test using SPSS software. Findings show that transformational leadership has an effect on organizational identity at the NAJA level. Its components, except for ideal influence and mental persuasion, have a positive and significant effect on organizational identity at the NAJA level.