Modeling
Zeinab Salehi Khalaf Badam; Naser Barkhordar; Rashid Zolfaghari Zaafarani
Abstract
Introduction Transformational leadership is the ability to create and guide a meaningful and bold vision that not only separates people from the status quo, but also forces them to redefine their own identity, values, and abilities so that they voluntarily become agents of change. Even in situations ...
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Introduction Transformational leadership is the ability to create and guide a meaningful and bold vision that not only separates people from the status quo, but also forces them to redefine their own identity, values, and abilities so that they voluntarily become agents of change. Even in situations of extreme uncertainty. Transformational leadership is known as a process in which leaders and followers push each other to a higher level of ethics and motivation. Municipalities generally have a strong hierarchical structure and a deep bureaucratic culture. This can be a major obstacle to transformational leadership, as it is difficult to shift decision-making power and encourage bottom-up participation from employees. Resistance from middle managers, who are accustomed to traditional command-and-control styles, can be a major obstacle. Tehran Municipality, as a large and complex organization, plays a vital role in providing public services and managing urban affairs. Sometimes, the lack of active participation of employees in decision-making processes can prevent the organization from fully realizing its potential and providing quality and innovative services to citizens. The purpose of this research was to design a transformational leadership model with a participatory approach for Tehran Municipality employees. MethodologyThe present research method is applied in terms of purpose, descriptive-survey in terms of nature and method, and mixed in terms of method. The statistical population of the research included managers with more than ten years of experience in the field of Tehran municipality management, professors and experts in management and urban services familiar with the subject of transformational leadership in the 22 districts of Tehran municipality. Sampling was carried out using purposive, theoretical, and snowball methods with a total of 15 people until the theoretical saturation stage of data collection. The data collection tool was semi-structured interviews and thematic analysis using structural-interpretive modeling. The qualitative data analysis method was a three-stage coding of basic themes, organizing themes, and overarching themes. Also, for quantitative data, the structural-interpretive modeling method was used with the MICMAC software. In this study, first, using the five initial stages of the content analysis strategy, the components and indicators in the theoretical foundations of transformational leadership are extracted, and after evaluating them using the interview technique and the content analysis method, qualitative analysis and coding of the extracted components and indicators are carried out, and the relevant questions are presented along with the proposed model. To ensure the validity and reliability of the research data, face and content validity were used, and Cronbach's alpha method was used to determine the reliability of the test. FindingsThe findings showed that the transformational leadership model, with an emphasis on the participation of Tehran Municipality employees, consists of 149 codes, 25 basic themes, and 8 organizing themes. The eight main components include creating a shared vision, inspiring motivation, empowering employees, effective interaction and communication, stimulating and influencing, collaborating and thinking together, organizational performance, and virtue ethics. Quantitative results showed that stimulation and influence, employee empowerment, moral and spiritual role models, and creating a shared vision are the most influential and are the underlying components, respectively. It is suggested that the municipality take a step towards achieving organizational goals by creating a fair and transparent recognition and encouragement system for employees. Discussion and ConclusionThe relationships between the components of the model show that the components of inspirational motivation, effective interaction and communication, cooperation and collaboration, and organizational performance have a two-way relationship and mutual influence, but the relationship between the other components is one-way. On the other hand, according to the obtained model, it should be acknowledged that the components of inspirational motivation, effective interaction and communication, cooperation and collaboration, and organizational performance, which are located at the fifth level, have the greatest impact on other components, and also the component of stimulation and influence, which is located at the first level, receives the greatest impact from other components. The overall results of the research are as follows: Participatory leaders, by creating and promoting a clear and shared vision, define organizational direction and increase employee commitment and alignment. Inspirational leaders inspire employees to go beyond expectations by inspiring and motivating them. This motivation is created by communicating the organization's values, beliefs, and lofty goals to employees, as well as encouraging and appreciating their efforts. Participatory leaders empower employees by delegating authority, providing necessary training, and creating opportunities for growth and development. This empowerment increases the sense of ownership, responsibility, and active participation of employees in decision-making. Emphasis on ethical values and responsible behavior, justice, fairness, and integrity in all organizational dimensions leads to the promotion of professional ethics, public trust, and organizational sustainability. Virtuous leaders inspire others by modeling ethical behavior and human values and promote a virtue-based organizational culture. Research suggests that collaborative leaders, by creating and promoting a clear and shared vision, set organizational direction and increase employee commitment and alignment. Inspirational leaders inspire employees to go above and beyond expectations by inspiring and motivating them.This motivation is created by communicating the organization's values, beliefs, and lofty goals to employees, as well as by encouraging and appreciating their efforts. Participatory leaders empower employees by delegating authority, providing necessary training, and creating opportunities for growth and development. This empowerment increases employees' sense of ownership, responsibility, and active participation in decision-making. Emphasizing ethical values and responsible behavior, justice, fairness, and integrity in all organizational dimensions promotes professional ethics, public trust, and organizational sustainability.Virtuous leaders inspire others by modeling ethical behavior and human values and promote a virtue-based organizational culture. Research suggestions include holding brainstorming sessions, developing a vision document, recognizing and encouraging, creating growth and development opportunities, delegating authority, providing necessary training, creating communication channels, creating opportunities for exchanging ideas, supporting risk-taking, and forming work teams.
Sana Esfandyari; Kazem Askarifar; Abolghasem Ebrahimi
Abstract
Attracting private sector participation in public sector participatory projects in the country requires an organizational framework tailored to the expectations of the private sector, and the purpose of this study as an applied, descriptive, exploratory and mixed research is to provide a public sector ...
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Attracting private sector participation in public sector participatory projects in the country requires an organizational framework tailored to the expectations of the private sector, and the purpose of this study as an applied, descriptive, exploratory and mixed research is to provide a public sector organizational model in order to attract private sector participation in public projects, that has been done in two stages, qualitatively and quantitatively. In the qualitative stage, the factors influencing the decision of the private sector investor in the form of codes, concepts, sub-themes, and main themes have been determined with a phenomenological approach. Then, these organizational factors are classified into effective and efficient factors by DEMATEL method. The statistical population of the study consisted of private investors in public projects and experts of this era, in which 13 private investors and 9 experts were selected in a judgmental and purposeful manner and participated in interviews. Findings show that eleven major themes in the public sector including systems, advertising, business processes, organizational governance, human resources, communications, trust-building, branding, physical evidence of the organization, economic and social attractiveness of projects are influential in the private sector decision to partner with the public sector. Among them, organizational processes, human resources involved in the process of attracting partnerships, and organizational governance of the public sector are the most influential factors.
Causation
Naser Sanoubar; Seyyed Samad Hosseini; Pouya Behzadnia; Zahra Younespour
Abstract
One of the key issues for governmental organizations is the proper implementation of change strategy and organizational improvement programs, and middle managers, especially their relationship quality, play a key role in implementing the strategy. The present study aims to investigate the ...
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One of the key issues for governmental organizations is the proper implementation of change strategy and organizational improvement programs, and middle managers, especially their relationship quality, play a key role in implementing the strategy. The present study aims to investigate the impact of organizational justice, senior managers’ support for change, and participation in decision making on strategic commitment of middle managers. Data were analyzed using SPSS, AMOS 21 software and regression analysis. The findings show that there is a positive relationship between organizational justice and high quality relationships and the presence of perceived organizational justice leads to high relationships quality and commitment to organizational goals. Also, according to the results of this study, no specific relationship between senior manager management and commitment to change was demonstrated without considering the ongoing role of high quality relationships.
