Educational Leadership Research

Abstract Today, human resources is the strategic source of the organization and an organization has a value system and each of the human resources of the organization also has its own unique value system, organizational proportions refer to people's mental beliefs about the degree of coordination of personal values with organizational culture. The aim of this paper is to determine the multiple relationship between individual values and person–organization fit, faculty members and staff of college faculties. The present study was a descriptive research, multivariate correlation. The statistical population of the research was the total faculty members and staff of the Qom University and stratified random sampling method. The research instruments were standard questionnaires that their validity and reliability were calculated. The results showed that the mean scores of individual values among faculty members were higher than average and in the staff was moderate, the score of person-organization fit between faculty members was moderate and in the staff was lower than average.There is a positive and significant relationship between components of individual values (power, success, benevolence, independence, universalism, conformity, pleasure, arousal, tradition and security) and person–organization fit, there is significant multiple relationship between 4 value styles and person–organization fit.

Abstract The aim of the current research was to identify causes of organizational silence among the staff of the University of Mohaghegh Ardabil. To achieve the aim, case study was used which first qualitative phase was conducted and after that quantitative data was collected and analyzed. The research population was 354 faculty members of mohaghegh university which 11 members of them were studied through cluster sampling in the qualitative phase and 153 members of them were selected via cluster sampling method. to collect qualitative data, unstructured interview was conducted which validated based on triangulation and participant feedback. On the other hand, the tool for quantitative phase was researcher- designed questionnaire which reliability was 0/92. Inductive content analysis through open coding was applied for analyzing qualitative data and software pls were used for quantitative data. The results showed that that organizational factors such as organizational structure, culture and negative reaction on the part of management and leadership styles and personal factors such as fear of job loss, type of personality, and lack of employee commitment are the reasons that lead to silence people in organizations . Findings also showed the negative reaction from staff managers have the greatest impact on organizational silence.

Abstract Spirituality in the workplace, new concepts in recent years in the business and management literature has emerged. The purpose of this study was to investigate the relationship between spirituality and organizational commitment is the University of Kermanshah. The purpose of this study in terms of the application, in terms of performance and in terms of descriptive statistics is descriptive The study sample included all staff Razi University (500), who worked in the first half of 2014. Morgan and the sample using the sampling method, 200 questionnaires were selected with the help of organizational spirituality (Shamus and Dvchun, Mylemn 2000, 2003) and organizational commitment (Khan, 2002) were evaluated. To analyze the data, descriptive and inferential statistics (t two independent groups, Pearson correlation & stepwise regression) was used. Results showed a significant positive correlation between the dimensions of organizational spirituality and organizational commitment & Average score for the overall organizational spirituality, in line with organizational goals and continuous commitment of men more than women. Organization spirituality scores overall, alignment with organizational goals and continuous commitment of men than women. Check other assumptions indicate that the dimensions of organizational spirituality and organizational commitment there. Based on regression analysis of solidarity with colleagues and spiritual dimensions of organizational alignment with the organization's goals were positive predictors of emotional commitment and solidarity with colleagues, it is anticipated that ongoing commitment. Overall scores are positive predictors of organizational spirituality was for normative commitment.