پديد آورندگان :
اكرامي كيوج، مصطفي دانشگاه آزاد تبريز - گروه تربيت بدني , جناني، حميد دانشگاه آزاد تبريز - گروه تربيت بدني , برقي مقدم، جعفر دانشگاه آزاد تبريز - گروه تربيت بدني , نجف زاده، محمدرحيم دانشگاه آزاد تبريز - گروه تربيت بدني
كليدواژه :
رهبري تحول گرا , شخصيت فعال , عملكرد شغلي , كاركنان فوتبال
چكيده فارسي :
زمينه و هدف
وجود رهبري تحول گرا مي تواند عامل كليدي براي ايجاد و توسعه سرمايه فكري جهت نيل به موفقيت بلند مدت يك سازمان باشد. عملكرد كاركنان همواره تحت تاثير سازه هاي مختلفي قرار گرفته است. بر همين اساس مطالعه حاضر به تدوين مدل رهبري تحولگرا و عملكرد شغلي با نقش تعديلگر شخصيت فعال پرداخت.
روش كار
اين مطالعه از نوع مطالعات توصيفي همبستگي بوده كه به لحاظ هدف از تحقيقات كاربردي بود. جامعه آماري پژوهش حاضر كاركنان رسمي فدراسيون فوتبال كشور و هييت هاي ورزشي استان هايي كه در ليگ برتر كشور تيم دارند تشكيل دادند كه با توجه به جامعه مورد نظر تعداد 310 نفر به صورت كل شمار به عنوان نمونه آماري انتخاب شد. ابزار اندازه گيري مطالعه پرسشنامه هاي رهبري تحول گراي كارلس و همكاران (2000)؛ پرسشنامه عملكرد شغلي پاترسون (2008) و پرسشنامه شخصيت فعال بتمن و كرانت (1993) بود كه اعتبار آنها با استفاده از آزمون آلفاي كرونباخ و روايي آن با استفاده از روش تحليل عاملي تاييدي مورد بررسي قرار گرفت. تجزيه و تحليل داده ها با استفاده از روش مدل سازي معادلات ساختاري با روش حداقل مربعات جزيي انجام گرفت.
يافته ها
نتايج به دست آمده از پژوهش نشان داد كه رهبري تحول گرا و شخصيت فعال هر دو به صورت مستقيم مي توانند بر عملكرد شغلي كاركنان ورزشي موثر باشد. همچنين نتايج مدل معادلات ساختاري پژوهش مورد تاييد قرار گرفت (0/59 GOF=) و نشان داد كه متغير شخصيت فعال مي تواند با نقش تعديلگر شدت اثر رهبري تحول گرا بر عملكرد شغلي را تقويت نمايد. نتايج بدست آمده از شاخص برازش كلي مدل معادلات ساختاري نشان داد متغير شخصيت فعال مي تواند ميزان تاثير سيستم هاي كاري با عملكرد بالا را بر رفتارهاي فراسازماني غير اخلاقي بصورت منفي تعديل كند.
نتيجه گيري
تلاش در جهت بهبود عملكرد نيروي انساني و بطور كلي سازمان، يكي از وظايف مهم مديران در هر سازماني است. نتايج اين مطالعه نشان داد كه متغيرهاي رهبري تحول گرا و شخصيت فعال بطور مستقيم تاثير مثبتي بر عملكرد شغلي كاركنان دارد . اين بدان معني است كه رهبري تحول گرا 0/434 از تغييرات عملكرد شغلي را تحت تاثير قرار مي دهد. براساس نتايج تحقيق مي توان گفت اگر روابط كاركنان با رهبران روابط مناسبي باشد احتمال بروز رفتارهاي فعال نيز افزايش خواهد يافت.
چكيده لاتين :
Sports and sporting events are an integral part of many cultures, and millions of spectators plan and pay to attend such events each year. Today, football is the most popular and popular sport in the international arena, as evidenced by the fact that many countries on five continents consider it as their national sport. Along with the growing interest in this sport, there have been many changes in football and related matters to the point that professional football has become a full-fledged industry in many countries. In the meantime, the employees of the federation are the most important and vital capital for success in football. In fact, employees, any organization, whether production, industrial, sports or training, are interested in being part of the factors of success and achieving high success and performance in the organization so that in the present era, employee performance at the top of many efforts There are ways to improve the work environment. This is why successful organizations around the world make great efforts to identify and manage the factors that affect the performance and behavior of employees and succeed in providing these factors to increase the performance of their employees quantitatively and qualitatively. The problem is that performance management has not worked as expected and should be reconsidered in terms of its strengths and weaknesses. This is why organizations always suffer from severe inefficiency in the field of performance management. After several years of the presence of performance management in the public sector, there are still significant problems and the expected improvements in performance have not occurred, so that Freer et al. they had. To this end, most organizations have turned their attention to organizational leaders who are trying harder to bring about fundamental change in the organization; Because leadership deals with change.Transformational leaders strengthen employee trust by empowering and supporting employees. As a result, their efficiency and innovative behavior are improved, and this has enough potential to affect the human capital of employees and, consequently, improve performance. Existence of transformational leadership can be a key factor in creating and developing intellectual capital to achieve the long-term success of an organization. Staff performance has always been affected by different structures. Accordingly, porous of this study was conducted to develop a transformational leadership model and job performance with a moderating role of proactive personality.
Methods
This study is a descriptive correlational study with the purpose of applied research. The statistical population the study was Iran Football Federation official staff and the provincial teams that play in the Premier League of the country. According to the target population, 310 people were selected as the statistical sample. The study tool was a standard questionnaire for research variables whose validity by Cronbachchr('39')s alpha test and its Reliability was assessed by confirmatory factor analysis. Data analysis was performed using structural equation modeling with partial least squares method. The results study showed that transformational leadership and proactive personality can directly influence the job performance in sports staff.
Results
The results of the Structural Equation Modeling were also confirmed (GOF = 0.59) and showed that proactive personality variable can enhance the effect of transformational leadership on job performance with moderating role. The results obtained from the overall fit index of the structural equation model showed that the active proactive personality variable can negatively moderate the impact of high-performance work systems on immoral extra-organizational behaviors. The results obtained from the overall fit index of the structural equation model showed that the active personality variable can negatively moderate the impact of high-performance work systems on immoral extra-organizational behaviors. Given the confirmation of this issue, we must examine the severity of its effects. In other words, the researcher should report how strong or moderate the modification rate was if the moderator effect was significant in the research.
Conclusion
Efforts to improve the performance of human resources and the organization in general, is one of the important tasks of managers in any organization. The results of the study showed that the variables of transformational leadership and active personality have a direct positive effect on employeeschr('39') job performance. This means that transformational leadership affects 0.434 of changes in job performance. This study showed that one of these situational factors is transformational leadership. Accordingly, senior managers of the countrychr('39')s football federation can use transformational leadership to strengthen the active personality of their employees, which will ultimately lead to further improvement of employeeschr('39') job performance. According to the researcher, the countrychr('39')s football staff, if they have an active personality, will always get the necessary motivation to change their work environment from managers who use transformational leadership, and will constantly seek to improve their job status and that of the football federation. These employees enjoy facing and overcoming the obstacles to their ideas in the federation and redouble their efforts to improve and implement the ideas in the organization; Because they are always trying to help those who have problems in any way they can and turn the problems in the organization into great opportunities to improve performance. Accordingly, in order to cultivate the active behaviors of employees, in addition to employing and promoting people who have active personality traits, the Football Federation of the country should provide the necessary support and resources for them and their jobs and responsibilities in the federation. Design in a way that facilitates and reinforces the possibility of active behaviors. Managers should also be effective in the development of active behaviors in the organization by using the principles of transformational leadership and establishing appropriate relationships with their followers. As the results of this study showed that if employeeschr('39') relationships with leaders are good, the probability of active behaviors will increase.Efforts to improve the performance of human resources and the organization in general, is one of the important tasks of managers in any organization. The results of the study showed that the variables of transformational leadership and proactive personality have a direct positive effect on employeeschr('39') job performance. This means that transformational leadership affects 0.434 of changes in job performance. Based on the research results, it can be said that if the employeeschr('39') relationships with leaders are good, the probability of active behaviors will increase.
