Empowerment and Resilience
Mohsen Arefnejad; Ali Shariatnejad; Mina Hoseini; Shaghayegh Salehabadi
Abstract
Introduction: Coaching leadership is one of the desirable and practical styles of leadership that has positive effects and consequences for the organization. Managers and leaders who manage and lead their organization with this style, bring about transformations and efficient individual, group, and organizational ...
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Introduction: Coaching leadership is one of the desirable and practical styles of leadership that has positive effects and consequences for the organization. Managers and leaders who manage and lead their organization with this style, bring about transformations and efficient individual, group, and organizational outcomes. In the coaching leadership style, there is a kind of commitment to the growth and development of people in the organization. This commitment is in line with the goals of coaching, which is the actualization of employees' abilities, talents, and potential capacities. Also, coaching leaders should develop strong competencies and skills in themselves and have faith and belief in their abilities to perform the task of coaching desirably. This leadership style also creates positive relationships between managers and employees and increases cooperation and coordination in the organization. Therefore, paying attention to the coaching leadership style in government organizations can facilitate the improvement of the performance and effectiveness of these organizations and help the government to provide the best services to the people. Based on this, the current research was conducted to design a model for the emergence of coaching leadership in government organizations with the interpretive structural modeling method.Design/Methodology/Approach: This research was conducted based on mixed research and qualitatively and quantitatively in the comparative inductive paradigm. This research is applied in terms of purpose and descriptive survey in terms of nature and method. The statistical population of the current research is experts including university professors in the field of organizational behavior management and human resource management, as well as senior managers of government organizations, whose sample members were selected using the snowball sampling method and based on the principle of theoretical adequacy. The data collection tool in the qualitative part is a semi-structured interview, whose validity and reliability were tested by content analysis and theoretical validity and intra-rater and inter-rater reliability. Also, the data collection tool is in the quantitative part of the questionnaire, the validity and reliability of which were measured by the method of content validity and retest reliability. In this research, content analysis and coding with Atlas software were used to analyze the data in the qualitative part. Also, for quantitative analysis, the interpretative structural modeling method was used.Findings: The findings of this research include the factors influencing the formation of the phenomenon of coaching leadership and the presentation of its model. In the qualitative part of this research, through interviews with the experts of the desired data, the effective factors on coaching leadership have been identified. Regarding the method of coding and extraction of qualitative data, it should be mentioned that according to the nature of the questions and the way the experts answered, the words and phrases they mentioned were components related to coaching leadership. Then, in the quantitative part, by designing a questionnaire whose rows and columns were the effective factors in coaching leadership, the experts were asked to answer the questionnaires using the interpretive structural modeling method. Finally, by analyzing the data, the components' leveling and designing the model was done.Conclusion: In the theories of management, managers find a more essential role every day than in the past. Also, from the organizational point of view, leaders are the most key and effective people whose proper and positive performance can make the employees and the organization successful. One of the new models of effective leadership in today's organizations is the coaching leadership model, which creates a supportive image of the leader in the mindset and attitude of employees, motivates human resources, and also organizational commitment. It is a positive development in the direction of improving the performance of employees and also increasing the productivity of the organization. The results of the research include the design of the emergence model of coaching leadership. In this research, the coaching leadership model has been formulated in four main levels based on the coaching leadership philosophy, the background, and context of coaching leadership formation, the dimensions of coaching leadership, and its consequences.
Mental disorders in the context of the organization
Hossein Hamzavi; Mohammad Javad Kameli; Reza Azarpara; Hossein Karimi
Abstract
Purpose: The mental health of the employees of the organization is very important. The increase in environmental complexity has increased the need for new organizational strategies to strengthen the health and mental health of employees. People's mental health is defined as a state of satisfaction and ...
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Purpose: The mental health of the employees of the organization is very important. The increase in environmental complexity has increased the need for new organizational strategies to strengthen the health and mental health of employees. People's mental health is defined as a state of satisfaction and happiness, work-life balance, the ability to deal with daily pressures and stresses, the ability to create and maintain constructive relationships with other people, and the ability to have a meaningful and purposeful life. The purpose of this research is to investigate the effect of a health-oriented leadership style on the mental health of employees with the mediating role of the psychological needs of human resources.Methodology: The current research in terms of the method is quantitative, in terms of purpose is applied research in the field of human resources and organizational behavior, and in terms of collecting data and information is research with a descriptive survey approach. The statistical population of the research includes all managers and employees of the General Welfare Department of Fars province, numbering 254 people, and the statistical sample size based on Cochran's sample estimation formula is 153 employees. To collect data and measure the relationship between research variables, a questionnaire was used. Questionnaire criteria to measure the variable of health-oriented leadership were adapted from Safar Mohammadlou et al. (1401) with four dimensions (quality of life of employees, job actions, management and leadership style, and environmental strategies), to measure the variable of psychological needs of human resources the criteria were adopted from the Humphreys questionnaire by Soltaninejad et al. (2003) with four dimensions (self-esteem, self-awareness, self-renewal, and sense of belonging), and the mental health variable of employees was adopted from Keyes (2002) with three dimensions (emotional well-being, mental health, and social health). Also, to analyze the data, the structural equation modeling method, and SPSS 22 and Lisrel statistical analysis software were used. Findings: The results of this research showed that health-oriented leadership has a significant effect on the mental health of employees and the psychological needs of human resources; Also, the psychological needs of human resources have a significant effect on the mental health of employees; And finally, health-oriented leadership has a significant effect on the mental health of employees with the mediating role of psychological needs of human resources. Discussion and Conclusion: Health-oriented leadership style improves the health and mental health of employees by strengthening the psychological needs of human resources in the organization. This type of leadership style, through the component of managing the quality of life of employees, has encouraged them to maintain a balance between their personal and professional lives, which can lead to self-awareness, a sense of belonging to the organization, reducing stress and increasing employee satisfaction to improve health. On the other hand, health-oriented leaders use environmental strategies to create a work and spiritual environment that is governed by moral values and norms, through the two components of self-respect and self-awareness, so that employees can easily communicate with each other and learn and benefit from each other's experiences and knowledge, and as a result, help to improve the morale and mental health of employees in the atmosphere of constructive cooperation.. Finally, health-oriented leaders have paid attention to the issue that the job is one of the most important sources for physical and mental injuries, and by creating conditions for each employee about the components of self-regeneration and a sense of belonging in the work environment, establish a relationship between the job and the employee, so that the mental health of the employees is guaranteed.
mehrdad goudarzavand chegini; samin yousefi
Volume 4, Issue 1 , March 2018, , Pages 127-149
Abstract
Organizational health as an indicator of organizational effectiveness and survival of the organization on the path to sustainable growth and development can help. Any move towards infrastructure development and organizational change, process improvement work in organizations, recognizing the current ...
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Organizational health as an indicator of organizational effectiveness and survival of the organization on the path to sustainable growth and development can help. Any move towards infrastructure development and organizational change, process improvement work in organizations, recognizing the current situation, identification of strengths and weaknesses and then design programs to improve things is measured. Of course, good leadership and management styles can have a significant impact on the establishment of health indicators. The aim of this study was to investigate the relationship between leadership style and organizational health with age characteristics, employment history and education in the northern city of Rasht. The instrument used in this study was a questionnaire which its validity by a group of professionals and experts in the field and its reliability was calculated using Cronbach's alpha. Data analysis software tool was SPSS. The results show a significant positive relationship between the style of autocratic, consultative and participatory organizational health and lack of statistically significant relationship between leadership style and organizational health is good.