Homira Abdi; Abdolreza Sobhani; Seyed Morteza Mousavian; Hojatullah Abbasi
Abstract
The purpose of this study is to investigate the impact of organizational bullying on organizational cynicism through organizational silence and impression management. The purpose of the present study is to determine the purpose of the study and to collect the descriptive correlational data. The statistical ...
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The purpose of this study is to investigate the impact of organizational bullying on organizational cynicism through organizational silence and impression management. The purpose of the present study is to determine the purpose of the study and to collect the descriptive correlational data. The statistical population of this study consisted of 1000 employees of Islamic Azad University of Tehran South Branch. 287 individuals were selected through proportional stratified sampling method by Cochran sampling formula. (1998) and the standard questionnaire of organizational bullying (Illinois) (2001) and the organizational silence questionnaire of Vakula and Brados (2005) and Bolino & Tranley (1999) impression management questionnaire. Formal based on the view of a number of statistical societies and structures by analytical method Factor analysis was performed and validity was confirmed after the necessary terms. On the other hand, the reliability of the questionnaires by Cronbach's alpha method were (0.88), (0.89), (0.89) and (88.8), respectively. 0) Estimated. Data were analyzed at the inferential level including structural equation modeling. The results showed that organizational bullying through organizational silence had a positive and significant effect on organizational skepticism, which had a coefficient of 0.44 and a positive and significant effect on organizational cynicism through perception management, which had a coefficient of 0.33. Organizational bullying has a positive and significant effect on organizational cynicism with a coefficient of 0.50.
Abbas Ghaedamini Harouni; Reza Ebrahimzadeh Dastjerdi; homera aebdi; Mehrdad Sadeghi de cheshmeh
Abstract
The purpose of this study was to investigate the effect of quantum leadership on changes in quality through perceived communication quality and changeability. The present research was applied in terms of purpose and in terms of collecting descriptive information of correlation type. The statistical population ...
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The purpose of this study was to investigate the effect of quantum leadership on changes in quality through perceived communication quality and changeability. The present research was applied in terms of purpose and in terms of collecting descriptive information of correlation type. The statistical population of this study was all of the staff employed in the Islamic Azad University of Sefahan in Sefahan to be 1,000. Using the Cochran sampling formula, 287 individuals were selected through simple random sampling method. The research tool was Shleton Quantum Leadership Standards Questionnaire (2003) and questionnaire. The standard of commitment to change was Fedour et al. (2009) and perceived standard communication questionnaire of change proposed by Miller and Mang (1985) and the Readiness Change Standard questionnaire provided by Holt et al. (2007). On the other hand, Cronbach's alpha method was used to quantify the quantum leadership questionnaire (93/0) and The Change Commitment Questionnaire (0.81) and Perceived Communication from Change (0.85) and Readiness for Change (0.92) questionnaire were estimated. Data analysis was carried out at the inferential level including structural equation modeling. The results of the research showed that quantum leadership through its readiness for change has a positive and significant impact on the commitment to change, which has a coefficient of 0.39, but does not have a significant effect through the quality of the relationship on commitment to change. Also, the direct impact on the commitment to change is also Not meaningful.
