نقش میانجی مبادلۀ رهبر ـ عضو در ارتقای نوآوری فردی از رهگذر رهبری پدرسالارانه

نوع مقاله: مقاله پژوهشی

نویسندگان

1 استادیار مدیریت منابع انسانی، دانشکده مدیریت و حسابداری، پردیس فارابی دانشگاه تهران، قم، ایران

2 استادیار مدیریت دولتی، دانشکدۀ مدیریت، دانشگاه هوایی شهید ستاری، تهران، ایران

3 کارشناسی ارشد مدیریت منابع انسانی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران

4 دانشجوی دکتری مدیریت منابع انسانی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران

10.22034/jhrs.2019.102832

چکیده

زمینه و هدف: در عصر دانایی‌محوری نوآوری قابلیتی مزیت‌ساز است و وجود سبک رهبری تسهیل‌گر از جمله مهم‌ترین پیش‌نیازهای آن به شمار می‌رود. پژوهش حاضر به بررسی رابطۀ بین مؤلفه‌های رهبری پدرسالارانه، مبادلۀ رهبر ـ عضو و نوآوری کارکنان پرداخته است.
روش‌شناسی: این پژوهش کاربردی، توصیفی، پیمایشی و از نوع همبستگی است. جامعۀ آماری آن شامل کارکنان اداره کل تربیت بدنی استان اصفهان به تعداد 400 نفر بوده است که 196 نفر از آنها به عنوان نمونه انتخاب شده‌اند. داده‌های گردآوری شده به وسیلۀ پرسشنامه با ساتفاده از نرم‌افزارهای Lisrel ، Smart PLS و SPSS تجزیه و تحلیل شده‌اند.
یافته‌ها: رهبری خیرخواه و رهبری مقتدرانه بر مبادلۀ رهبر عضو اثرگذاری معناداری دارند، اما مبادلۀ رهبر ـ عضو بر نوآوری اثرگذار نبوده و نقش میانجی معناداری نیز در تأثیر رهبری پدرسالارانه بر نوآوری ایفا نکرده است.
نتیجه‌گیری: به کارگیری سبک رهبری متناسب با ماهیت فرهنگی و الزامات سازمانی می‌تواند نوآوری مورد نیاز برای بهره‌وری پایدار سازمان را ترویج و تسهیل کند.

کلیدواژه‌ها


عنوان مقاله [English]

Mediating Role of Leader-Member Exchange in Improving Individual Innovation through Patriarchal Leadership

چکیده [English]

Background and Objective: In the knowledge-centered age, innovation is a competitive advantage when the presence of a facilitating leadership style is considered one of the most important prerequisites. This study aims to analyze the relationships of patriarchal leadership components, the leader-member exchange, and innovation of employees.
Methodology: This is an applied descriptive-correlational survey, in which the statistical population included 400 employees, working at the General Physical Education of Isfahan Province, 196 individuals of whom were selected as the statistical sample. A questionnaire was used for data collection, and data analysis was performed in LISREL, SmartPLS, and SPSS.
Findings: Philanthropic leadership and authoritative leadership have significant effects on the leader-member exchange, which has no effects on innovation and plays no significant mediating role in the effect of patriarchal leadership on innovation.
Conclusion: Using a leadership style in proportion to the cultural nature and organizational requirements can promote and facilitate the innovation required for the sustainable productivity of an organization.

کلیدواژه‌ها [English]

  • moral leadership
  • patriarchal leadership
  • philanthropic leadership
  • authoritative leadership
  • leader-member exchange
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