Interpersonal Skills
Roohollah Hosseini; Kaveh Jan Ahmadi; Hadi Ghaffari
Abstract
Purpose: Nowadays, the implementation of knowledge-based leadership as one of the components of management competencies is considered essential for the success of companies and institutions, which has attracted the attention of researchers all over the world. Knowledge-oriented leadership leads to the ...
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Purpose: Nowadays, the implementation of knowledge-based leadership as one of the components of management competencies is considered essential for the success of companies and institutions, which has attracted the attention of researchers all over the world. Knowledge-oriented leadership leads to the discovery of new knowledge, change, and improvement of methods and development of processes, and in this way creates competitive advantages in the organization. Competitive advantage is the superiority of the company compared to its competitors. Sustainable competitive advantage will create sustainable and superior capabilities for the organization which cannot be imitated by other competitors, cannot be discovered, and cannot be replaced. Competence is a combination of knowledge capacity, experience and skill, ability, and the way leaders behave constructively and effectively in management. The review of internal and external studies showed that Knowledge-based leadership is a new leadership style that has been less studied so far. The survival and success of future organizations depend on their competitive advantage. One of the factors in creating a competitive advantage is the development of the effect of knowledge-based leadership and effective leadership skills in the organization that is based on stable competitive advantage with variable mediation of management meritocracy (Tehran Post Office).Design/Methodology/Approach: This research in terms of purpose is applied type, in terms of data is quantitative, in terms of the method of data collection is survey type, and in terms of time is cross-sectional. The statistical population of this study includes 3500 employees of the Tehran Post Office. The sample size was calculated using Cochran's formula of 346 people. In the current study, the sampling method is stratified random. To collect data, a standard questionnaire was used. The validity of the questionnaire was obtained by experts and management experts and its reliability using Cronbach's alpha for all variables was more than 0.7. SPSS software and PLS software were used for data analysis.Findings: The findings indicate the confirmation of all hypotheses and the appropriate fit of the research model, and the results showed that knowledge-based leadership has a significant effect on sustainable competitive advantage with the mediation of the meritocracy variable. Knowledge-based leadership has a significant impact on competitive advantage. Knowledge-based leadership has a significant impact on meritocratic management. Management meritocracy has a significant impact on competitive advantage.Discussion and Conclusion: In the field of competition, the post office will have an advantage if they can benefit from the services of competent managers. Competent managers implement a kind of knowledge-based leadership in the organization. Therefore, the Tehran Post Administration must have a knowledge-oriented leadership to have a competitive advantage and provide the basis for its strengthening. Knowledge-oriented leaders encourage employees to be more assertive in their opinions and to be more comfortable in sharing new ideas. As a result, they bring the organization to a competitive level. Therefore, according to the said content, it is concluded that knowledge-based leadership has a significant effect on sustainable competitive advantage with the mediation of the meritocracy variable. The results of this hypothesis are in line with the studies of Jafari and Alipour (2016), Tadberi and Rozitalab (2015), Banmairuroy et al. (2022), and Jasamuddin and Naqshbandi (2018). Based on the main hypothesis, as knowledge and information are necessary for competence, it is suggested to the managers and leaders of the Tehran Post Office, that they should design their management approach to promote knowledge and information and to share and disseminate it in the entire collection, and to improve and maintain a sustainable competitive advantage in the field of competition through meritocracy and promoting their competence and their subsets and their motivation.
Organizational Behavior
Roohollah Hosseini
Abstract
Purpose: Organizational culture is one of the most fundamental areas of change and transformation in the organization and has a special place in the topics related to knowledge management and organizational behavior. Knowledge sharing has also been proposed as a vital element for organizations ...
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Purpose: Organizational culture is one of the most fundamental areas of change and transformation in the organization and has a special place in the topics related to knowledge management and organizational behavior. Knowledge sharing has also been proposed as a vital element for organizations to expand integrated services, resource sharing, efforts to promote organizational learning, creativity, and innovation (Aristopour et al., 2021(. Weak organizational culture is one of the ineffective factors of any organization. Today, the knowledge of human forces is considered the most valuable and important capital and asset of companies and organizations. Knowledge is one of the most important competitive advantages in the organization in the field of competition, and improving the productivity and performance of the organization through the effective use of human power is an important issue and concern in organizations (Shams et al., 2022). Today, knowledge is the most valuable and important asset and competitive advantage of organizations. Organizational culture based on knowledge is one of the important and main components of behavioral knowledge in organizations and has been the focus of organizational and behavioral thinkers in recent years. One of the requirements of knowledge management is designing a model and formulating an organizational culture based on knowledge, which is addressed in this research. Therefore, the current research aims to design an interpretative structural model of knowledge-based organizational culture to create a platform for the effective implementation of knowledge management in a fuzzy environment.Design/Methodology/Approach: The current research is based on the paradigm of positivism and is applied in terms of the type and purpose of the research. In terms of the data collection method, it is descriptive-analytical. The process of carrying out this research includes two main stages: Jager's fuzzy approach and structural-interpretive modeling. The statistical population of this research includes university experts from whom seven samples were selected. In the current research, first, the important elements in the knowledge-based organizational culture were identified with a fuzzy approach, and then the type of relationships was identified by experts using the interpretive structural modeling method.Findings: Based on data analysis and with regard to , the seven elements were determined. The ISM model includes three levels. At the lowest level, i.e. the third level, strengthening of communication and interactions, designing of participation processes, and strengthening of group workspace are recognized as the influential elements of the model, and at the highest level, everyone's accountability is the most dependent element of the model; Because according to the diagram of penetration power and degree of dependence, the higher the elements are, the lower their stimulating power and the greater the degree of dependence. The insight that this model gives to managers and decision-makers can help them strengthen organizational culture to improve organizational knowledge. Also, this model helps them to have a comprehensive view of the complex relationships between the influencing factors in the field of knowledge-based organizational culture and to identify priorities and have a proper direction in their policies.Discussion and Conclusion: According to the results, it is suggested to revise and implement a new process in the design process of organizational culture, especially in knowledge-based organizations. Also, for future research, it is suggested to localize the designed organizational culture model in different organizations and institutions according to the specific conditions of each institution. The dimensions and elements of the model can also be of interest to researchers and they can be investigated, developed, and compared with the model elements of this research.