Reza Jafariharandi
Abstract
Context: In the age of global competition, performance evaluation is essential for the survival of the organization. Here, the leadership style is of paramount significance, and the main reason to assess and measure organizational performance is to increase the organization overall effectiveness. Purpose: ...
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Context: In the age of global competition, performance evaluation is essential for the survival of the organization. Here, the leadership style is of paramount significance, and the main reason to assess and measure organizational performance is to increase the organization overall effectiveness. Purpose: The aim of this study is to investigate the relationship betweenTransformational and Transactional Leadership Style and organizational performance of the staff of University of Qom Method: The study is applied with library–field data collection procedure and the methodology is correlational. The statistical population consists 440 staff of University of Qom. The sample size was estimated by Morgan,table to number 203 that were selected by simple random cluster sampling. Bass and Avolio’s (2000) Multi-factor Leadership (MLQ) questionnaire and Hersey and Goldsmith’s (1980) Organizational Performance (Achieve) questionnaire were used as the instruments in the study, and their reliability and validity were examined by confirmatory factor analysis and Cronbach's alpha coefficient, respectively. Result: The results showed that Transformational leadership style (r = 0.31; p < 0.05) and Transactional (r = 0.17; p < 0.05) have positive and significant relationship with the organizational performance. The results of simultaneous regression showed that about 51 percent of the leadership is able to explain and predict changes in organizational performance (r = 0.716; R2 = 0.512; Adj = 0.134) that its highest level is related to transformational leadership with beta factor of 0.36 (β = 0.36). Conclusion: It came to light that there is a meaningful relationship between leadership styles and organizational performance.
zahra ghorbani; Aliakbar Aminbiedokhti; sakineh jafari
Abstract
The goal of present study is the role of relationship manager and employees in improvement organizational performance by mediating intra-organizational trust and collaboration of employees of Semnan University. Present study is a practical research on the basis of purpose and is a type of descriptive-correlative ...
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The goal of present study is the role of relationship manager and employees in improvement organizational performance by mediating intra-organizational trust and collaboration of employees of Semnan University. Present study is a practical research on the basis of purpose and is a type of descriptive-correlative researches on the basis of data collection method. Statistical population of the study included all the employees of Semnan University (550 people) in the academic year 20017-18 that 150 people (90 men and 60 women) were selected using stratified random sampling method. All the employees of study sample completed the scales of manager and employee's relation, intra-organizational trust, intra-organizational collaboration and organizational performance. The findings showed that: there is a positive and significant relationship between manager and employee's relation, intra-organizational trust, intra-organizational collaboration with improvement organizational performance. Manager and employees relation has a direct and significant effect on improvement organizational performance. Manager and employees relation with the mediation of intra-organizational trust also has an indirect and significant effect on improvement organizational performance. Manager and employees relation with the mediation of intra-organizational collaboration has an indirect and significant effect on improvement organizational performance.
Tayebeh Heidari Kebriti; Abdolreza Amiri
Abstract
This Study investigates the relationship between human capital and organizational performance in the Asia insurance company branches of Iran. The research method is descriptive-correlational one and data collected using two questionnaires (i.e., Naderi’s human capital questionnaire and a researcher-developed ...
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This Study investigates the relationship between human capital and organizational performance in the Asia insurance company branches of Iran. The research method is descriptive-correlational one and data collected using two questionnaires (i.e., Naderi’s human capital questionnaire and a researcher-developed questionnaire of customer satisfaction based on Likert scale and Organizational documents). Reliability of questionnaires was evaluated by using Cronbach’s Alpha coefficient (0.93 for human capital questionnaire and .63 for customer satisfaction questionnaire). To analyze the data descriptive measures such as frequency and average figures, and statistical techniques such as one sample t-test, Pearson correlation coefficient and multiple regression analysis have been used. The results of study show that: The human capital level and customer satisfaction status in Asia Insurance Company Branches are significantly above the average, and the profit in Asia Insurance Company Branches has been significantly below of the standard figures. In addition, we found a positive and significant relationship between human capital and income, sales, and profit gained by the Asia Insurance Company accompanied with the customer satisfaction. Among the components of human capital, only knowledge can explain the variance and changes of income as well as sales. Among the components of human capital, skills and specialization would explain the variance and changes of profit and customer satisfaction.
