پديد آورندگان :
قنبري قلعه رودخاني، فضه دانشگاه سمنان - دانشكده اقتصاد، مديريت و علوم اداري - گروه مديريت دولتي، سمنان، ايران , فرهادي نژاد، محسن دانشگاه سمنان - دانشكده اقتصاد، مديريت و علوم اداري - گروه مديريت بازرگاني، سمنان، ايران , مقدم، عليرضا دانشگاه سمنان - دانشكده اقتصاد، مديريت و علوم اداري - گروه مديريت صنعتي، سمنان، ايران , نجفي، محمود دانشگاه سمنان - دانشكده روان شناسي و علوم تربيتي - گروه روان شناسي باليني، سمنان، ايران
كليدواژه :
رفتار رهبري مدير , سازمان دولتي ايران , فرا تحليل , فرسودگي شغلي
چكيده فارسي :
هدف: پژوهش حاضر با هدف تركيب كمّي نتايج پژوهش‌هاي انجام‌شده در حوزه ارتباط رفتارهاي رهبري مديران با فرسودگي شغلي كاركنان سازمان‌هاي دولتي ايران انجام شده است تا ضمن محاسبه اندازه اثر كلي، رفتارهايي مشخص شوند كه بيشترين تأثير را در ميزان فرسودگي شغلي كاركنان دارند.
روش: پژوهش با استفاده روش فراتحليل و نرم‌افزار CMA2 اجرا شده است. در اين راستا، كليه مقاله‌هاي چاپ‌شده در نشريه‌هاي علمي ـ پژوهشي فارسي زبان كه در يكي از سازمان‌هاي دولتي ايران انجام شده بود، از طريق پايگاه‌هاي علمي معتبر و با استفاده از كليدواژه‌هايي چون رفتار رهبري مديران، سبك رهبري، فرسودگي شغلي بررسي شدند. پس از انجام بررسي و در نظر گرفتن معيارهاي ورودي و خروجي، 12 مطالعه وارد فرايند فراتحليل شد.
يافته‌ها: نتايج فراتحليل نشان داد كه اندازه اثر تركيبي مطالعات در مدل اثر ثابت 0/339- و در مدل اثر تصادفي 0/371- است؛ به اين معنا كه بين رفتارهاي رهبري مديران با فرسودگي شغلي كاركنان سازمان‌هاي دولتي ايران، ارتباط متوسطي وجود دارد. همچنين، به‌طور جداگانه، اندازه اثر هر يك از رفتار مديران بررسي و مشاهده شد كه رهبري اخلاقي با اندازه اثر كلي 0/57-، رهبري رابطه‌محور با اندازه اثر كلي 0/43- و رهبري تحول‌گرا با اندازه اثر كلي 0/42- بيشترين اندازه اثر را دارند و ارتباط از حد متوسط بالاتر است.
نتيجه‌گيري: نتايج به‌دست‌آمده از اين موضوع حكايت دارد كه رفتار رهبري مديران، عامل مهمي است كه مي‌توان براي كاهش فرسودگي شغلي كاركنان سازمان‌هاي دولتي ايران به آن توجه و روي آن سرمايه‌گذاري كرد.
چكيده لاتين :
Objective
In recent years, various researche has been done on the relationship between leadership behaviors of managers and burnout of employees in Iranian public organizations but the academic community is faced with scattered information about this relationship. Reviewing the academic literature, researchers of the current study obtained various results. Some studies consider leadership style and behavior as effective factors in reducing burnout of employees in public organizations, some regard such factors as less important, and some consider them effectless. This paper, using the meta-analysis method, aggregated the findings of articles that previously examined the relationship between leadership behaviors of managers and burnout of employees in Iranian public organizations. In this regard, the relationship between various leadership behaviors and burnout of employees in Iranian public organizations in various studies was initially identified and investigated. Then using the principles and rules of meta-analysis, the total effect size was calculated. Next, the behaviors with the greatest impact on employee burnout in Iranian public organizations were studied.
Methods
The research was performed using a meta-analysis method and CMA2 software. In this regard, all articles published in Persian scientific research journals, done by one of the Iranian public organizations were reviewed using keywords such as managers' behavior, leadership style, and employee burnout. After reviewing and considering the input and output criteria, 12 studies were chosen to enter the meta-analysis process.
Results
The achieved results from the meta-analysis indicated the fixed effect size to stand at -0.339 and the random effect size at -0.371 i.e. there was an average relationship between leadership behaviors of managers and burnout of employees in Iranian public organizations. In a separate study to examine the effect size of each behavior or leadership style of managers, it was observed that among the behavior or leadership styles affecting burnout of employees in Iranian public organizations, ethical leadership style with a total effect size of -0.57, relationship-oriented leadership style with a total effect size -0.43and transformational leadership style with a total effect size -0.42 have the highest effect size and the relationship is above average.
Conclusion
Due to the identified levels of relationship (from important and effective to insignificant and ineffective) between leadership behaviors of managers and burnout of employees by earlier studies and the findings of the current one, it can be inferred that some mediator or moderator variables may influence the relationship, leading to different results in various studies. However, the important issue which is also among the finding of the present study is that leadership behaviors and styles are among the critical factors which should be taken into account to reduce employee burnout in Iranian public organizations. Also, the results indicate that ethical and transformational leadership are behaviors and styles the application of which in organizations can have a great impact on reducing the burnout of employees in Iranian public organizations.
