پديد آورندگان :
خوش نواز، اختر دانشگاه آزاد اسلامي واحد قزوين - گروه مديريت دولتي , معمارزاده طهران، غلامرضا دانشگاه آزاد اسلامي واحد علوم تحقيقات تهران - گروه مديريت دولتي , الواني، مهدي دانشگاه آزاد اسلامي واحد قزوين - گروه مديريت دولتي , حميدي، ناصر دانشگاه آزاد اسلامي واحد قزوين - گروه مديريت صنعتي
چكيده لاتين :
The aim of this study was to investigate and prioritize leadership Substitutes in Qazvin University of Medical Sciences with a view to organizational mission. Leadership successors have questioned the need for leadership in some situations. In such a way that some of the conditions can be considered as a substitute for leadership.The method of this research is quantitative in terms of the nature of the data; In terms of purpose, it is practical.
Introduction
The role of leadership in fundamental change in the organization today is more important than ever. New theories of organizational leadership open up new horizons every day in how organizations are managed and move in the direction of growth and development, and give managers and leaders the knowledge they need to cope with environmental change.Today, due to changes in human resources in organizations, and with the specialization and knowledge of human resources, the type of leadership in the organization will undoubtedly change and the need for a leader in the organization to perform tasks other than further leadership is felt.
Case study
The University of Medical Sciences, as an important focus in the field of health and wellness of the country, is no exception. The University of Medical Sciences, as an important hub in the field of health and wellness of the country, is no exception. As the University of Medical Sciences has a variety of missions in the fields of treatment, health and medical education, it requires specific leadership styles. To be able to use the capabilities, expertise and experience of its staff, who are professional employees with a high level of knowledge and skills, to be more and more successful in carrying out their missions and be able to retain their employees in the competitive world of organizations.
Theoretical framework
The theory of leadership successors was first proposed by Kerr and Jermir in 1978, and suggests that the need for leadership is questionable in some contexts.This theory has been called the theory of leadership successors and claims that some conditions can be considered as a substitute for leadership and make the leadership task unnecessary, as an example of indifference to organizational rewards or the existence of cohesive working groups are among the factors. According to this theory, they can question the need for leadership (Alwani, 2016: 153). Substitutes for leadership are a wide range of individual, work, and organizational characteristics that affect the relationship between leader behavior and the satisfaction, morale, and performance of subordinates (Kerr and Jermir, 1978: 388).
Methodology
The statistical population consisted of 37 senior staff members, of which 33 were selected by convenience sampling method using Krejcie and Morgan table and also 7 organizational experts of Qazvin University of Medical Sciences were selected by judgmental sampling method. The validity of the questionnaire was assessed by face and content validity methods.Cronbach's alpha method was used to evaluate the reliability of the questionnaire in this study. Since the calculated alpha value for all components is higher than 0.85, it can be concluded that the research questionnaire is sufficiently reliable.One-sample t-test was used to analyze the data in the quantitative part and also Mikhailov fuzzy hierarchical analysis method and Lango software were used to rank the leadership substitutes.
Discussion and Results
The results of the analysis of research data indicate that in Qazvin University of Medical Sciences, missions to provide specialized and efficient manpower required by the country and to provide, efficient production and distribution of financial resources can not be done without a leader, because none of the characteristics Job, organization, individual and value can not replace the leader to carry out these missions.In contrast, participatory missions in providing, maintaining, and promoting community health and providing health services can be performed entirely without a leader, as all four occupational, organizational, personal, and value characteristics can replace the leader in carrying out these missions. Also, in science and technology production missions in the fields of health care and medical education and the production, provision and dissemination of health knowledge at the global level, job, personal and value characteristics can replace the existence of a leader to do it.In the mission of sponsoring and providing health services at the regional, national and provincial levels, individual characteristics can replace the leader in carrying out this mission.
Conclusion
Thus, the results of this research in Qazvin University of Medical Sciences showed Mission and provision missions, providing health services at regional, national and provincial levels and producing science and technology in the fields of health and medical education and participation in providing and maintaining and promoting community health and providing health services and production, supply, dissemination of health knowledge At the global level, it can be done with leadership Substitutes. Missions to provide the specialized and efficient manpower required by the country and to provide, produce and distribute financial resources efficiently with leadership Substitutes cannot be done. Among the variables that make up leadership Substitutes, personal characteristics have the highest priority, value characteristics, job characteristics in the second and third ranks, and the last priority related to organizational characteristics.
