بررسي تأثير سبك رهبري اصيل بر جو نوآورانه سازماني از طريق توانمندسازي كاركنان در دانشگاه علوم پزشكي اصفهان

رﻫﺒﺮي اﺻﯿﻞ ﺑﻪﻋﻨﻮان اﻟﮕﻮﯾﯽ از رﻓﺘﺎر رﻫﺒﺮي ﻣﻌﺮﻓﯽ ﻣﯽﺷﻮد ﮐﻪ ﻇﺮﻓﯿﺖﻫﺎي روانﺷﻨﺎﺧﺘﯽ و ﺟﻮ اﺧﻼﻗﯽ ﻣﺜﺒﺖﮔﺮاﯾﯽ را ارﺗﻘﺎء ﻣﯽدﻫﺪ و از اﯾﻦ ﻃﺮﯾﻖ، ﺣﺲ ﻣﺜﺒﺘﯽ ﻧﺴﺒﺖ ﺑﻪ ﮐﺎر در اﻋﻀﺎي ﺳﺎزﻣﺎن ﺑﻪ وﺟﻮد ﻣﯽآورد و ﺑﻬﺮهوري ﺳﺎزﻣﺎن را ارﺗﻘﺎء ﻣﯽدﻫﺪ. اﯾﻦ ﭘﮋوﻫﺶ ﺑﺎ ﻫﺪف ﺑﺮرﺳﯽ ﺗﺄﺛﯿﺮ ﺳﺒﮏ رﻫﺒﺮي اﺻﯿﻞ ﺑﺮ ﺟﻮ ﻧﻮآوراﻧﻪ ﺳﺎزﻣﺎﻧﯽ از ﻃﺮﯾﻖ ﺗﻮاﻧﻤﻨﺪﺳﺎزي ﮐﺎرﮐﻨﺎن در داﻧﺸﮕﺎه ﻋﻠﻮم ﭘﺰﺷﮑﯽ اﺻﻔﻬﺎن، اﻧﺠﺎم ﺷﺪه اﺳﺖ. روش ﭘﮋوﻫﺶ از ﻧﻮع ﭘﯿﻤﺎﯾﺸﯽ و ﺟﺎﻣﻌﻪ آﻣﺎري، ﺷﺎﻣﻞ ﻫﻤﻪ ﮐﺎرﻣﻨﺪان ﺳﺘﺎدي داﻧﺸﮕﺎه ﻋﻠﻮم ﭘﺰﺷﮑﯽ اﺻﻔﻬﺎن ﺑﻪ ﺗﻌﺪاد 1980 ﻧﻔﺮ ﺑﻮد. ﻧﻤﻮﻧﻪﮔﯿﺮي ﺑﻪﺻﻮرت ﺗﺼﺎدﻓﯽ ﺳﺎده اﻧﺠﺎم ﭘﺬﯾﺮﻓﺖ و ﺗﻌﺪاد ﻧﻤﻮﻧﻪ ﺑﺮ اﺳﺎس ﺟﺪول ﮐﺮﺟﺴﯽ و ﻣﻮرﮔﺎن، 377 ﻧﻔﺮ ﺗﻌﯿﯿﻦ ﺷﺪ و ﻧﻬﺎﯾﺘﺎً 348 ﭘﺮﺳﺸﻨﺎﻣﻪ ﻣﻮرد ﺗﺠﺰﯾﻪوﺗﺤﻠﯿﻞ ﻗﺮار ﮔﺮﻓﺖ. ﺟﻬﺖ ﺟﻤﻊآوري دادهﻫﺎ از ﺳﻪ ﭘﺮﺳﺸﻨﺎﻣﻪ اﺳﺘﺎﻧﺪارد رﻫﺒﺮي اﺻﯿﻞ ووﻟﻮﻣﺒﺎ و ﻫﻤﮑﺎران 2008، ﺗﻮاﻧﻤﻨﺪﺳﺎزي اﺳﭙﺮﯾﺘﺰر و ﻣﯿﺸﺮا 1997 و ﺟﻮ ﻧﻮآوراﻧﻪ ﺳﺎزﻣﺎﻧﯽ ﺳﯿﮕﻞ و ﮐﺎﯾﻤﺮ 1978، اﺳﺘﻔﺎده ﮔﺮدﯾﺪ. ﺗﺠﺰﯾﻪوﺗﺤﻠﯿﻞ اﻃﻼﻋﺎت ﺑﺎ اﺳﺘﻔﺎده از ﻧﺮماﻓﺰار اﺳﻤﺎرت ﭘﯽالاس 3.2 Smart-PLS (اﻧﺠﺎم ﺷﺪه اﺳﺖ و ﯾﺎﻓﺘﻪﻫﺎ ﻧﺸﺎن داد ﮐﻪ ﺗﻮاﻧﻤﻨﺪﺳﺎزي ﮐﺎرﮐﻨﺎن، ﻧﻘﺶ ﻣﯿﺎﻧﺠﯽ ﺟﺰﺋﯽ را در ارﺗﺒﺎط ﺑﯿﻦ ﺳﺒﮏ رﻫﺒﺮي اﺻﯿﻞ و ﺟﻮ ﻧﻮآوراﻧﻪ ﺳﺎزﻣﺎﻧﯽ اﯾﻔﺎ ﻣﯽﮐﻨﺪ و ﻓﺮﺿﯿﻪ ﭘﮋوﻫﺶ ﺗﺄﯾﯿﺪ ﻣﯽﺷﻮد؛ ﯾﻌﻨﯽ ﺳﺒﮏ رﻫﺒﺮي اﺻﯿﻞ از ﻃﺮﯾﻖ ﺗﻮاﻧﻤﻨﺪﺳﺎزي ﮐﺎرﮐﻨﺎن ﺑﺮ ﺟﻮ ﻧﻮآوراﻧﻪ ﺳﺎزﻣﺎﻧﯽ داﻧﺸﮕﺎه ﻋﻠﻮم ﭘﺰﺷﮑﯽ اﺻﻔﻬﺎن ﺗﺄﺛﯿﺮ دارد.

Authentic Leadership is introduced as a model of leadership behavior that promotes psychological capacities and the ethical atmosphere of positivism in order to create positive emotions for people about their job and through empowering individuals, enhance organizational innovative climate. The purpose of this research was to study the effect of authentic leadership style on innovative organizational climate through employee empowerment in Isfahan University of Medical Sciences. The research method was a survey in 2016-2017. The statistical population of the research, the staff of Isfahan University of Medical Sciences, were 1980. Sampling was simple random. According to Morgan's table, 377 people were sampled and 348 questionnaires were finally analyzed. For collecting information, Walumbwa authentic leadership questionnaire (2008), Spreitzer and Mishra empowerment questionnaire (1997) and innovative organizational climate questionnaire of Siegel & Kaemmerer (1978) were used. To analyze data, PLS 3.2 software was used. Employee empowerment play a minor role in the relationship between authentic leadership style and innovative organizational climate and the research hypothesis was confirmed. That is, the authentic leadership style through empowerment of employees has an effect on the innovative organizational climate of Isfahan University of Medical Sciences. Managers of organizations, with the adoption of authentic leadership style, can play a role in empowering employees and, through empowerment, create an innovative climate for achieving the goals of the organization and gaining competitive advantage among their peers.