Volume 27 -
RJMS 2020, 27 - : 197-208 |
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Research code: A-10-5626-1
Ethics code: 1234
Clinical trials code: A-10-5626-1
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Ekrami Kivaj M, Janani H, Barghi Moghadam J, Najafzadeh M R. Develop a transformational leadership model and job performance with the moderating role of the proactive persolanity in country, s football staff. RJMS 2020; 27 :197-208
URL: http://rjms.iums.ac.ir/article-1-6611-en.html
URL: http://rjms.iums.ac.ir/article-1-6611-en.html
Tabriz Branch, Islamic Azad University, Tabriz, Iran , Janani@iaut.ac.ir
Abstract: (2852 Views)
Background & Aims: Sports and sporting events are an integral part of many cultures, and millions of spectators plan and pay to attend such events each year. Today, football is the most popular and popular sport in the international arena, as evidenced by the fact that many countries on five continents consider it as their national sport. Along with the growing interest in this sport, there have been many changes in football and related matters to the point that professional football has become a full-fledged industry in many countries. In the meantime, the employees of the federation are the most important and vital capital for success in football. In fact, employees, any organization, whether production, industrial, sports or training, are interested in being part of the factors of success and achieving high success and performance in the organization so that in the present era, employee performance at the top of many efforts There are ways to improve the work environment. This is why successful organizations around the world make great efforts to identify and manage the factors that affect the performance and behavior of employees and succeed in providing these factors to increase the performance of their employees quantitatively and qualitatively.
The problem is that performance management has not worked as expected and should be reconsidered in terms of its strengths and weaknesses. This is why organizations always suffer from severe inefficiency in the field of performance management. After several years of the presence of performance management in the public sector, there are still significant problems and the expected improvements in performance have not occurred, so that Freer et al. they had. To this end, most organizations have turned their attention to organizational leaders who are trying harder to bring about fundamental change in the organization; Because leadership deals with change.Transformational leaders strengthen employee trust by empowering and supporting employees. As a result, their efficiency and innovative behavior are improved, and this has enough potential to affect the human capital of employees and, consequently, improve performance. Existence of transformational leadership can be a key factor in creating and developing intellectual capital to achieve the long-term success of an organization. Staff performance has always been affected by different structures. Accordingly, porous of this study was conducted to develop a transformational leadership model and job performance with a moderating role of proactive personality.
Methods: This study is a descriptive correlational study with the purpose of applied research. The statistical population the study was Iran Football Federation official staff and the provincial teams that play in the Premier League of the country. According to the target population, 310 people were selected as the statistical sample. The study tool was a standard questionnaire for research variables whose validity by Cronbach's alpha test and its Reliability was assessed by confirmatory factor analysis. Data analysis was performed using structural equation modeling with partial least squares method. The results study showed that transformational leadership and proactive personality can directly influence the job performance in sports staff.
Results: The results of the Structural Equation Modeling were also confirmed (GOF = 0.59) and showed that proactive personality variable can enhance the effect of transformational leadership on job performance with moderating role. The results obtained from the overall fit index of the structural equation model showed that the active proactive personality variable can negatively moderate the impact of high-performance work systems on immoral extra-organizational behaviors. The results obtained from the overall fit index of the structural equation model showed that the active personality variable can negatively moderate the impact of high-performance work systems on immoral extra-organizational behaviors. Given the confirmation of this issue, we must examine the severity of its effects. In other words, the researcher should report how strong or moderate the modification rate was if the moderator effect was significant in the research.
Conclusion: Efforts to improve the performance of human resources and the organization in general, is one of the important tasks of managers in any organization. The results of the study showed that the variables of transformational leadership and active personality have a direct positive effect on employees' job performance. This means that transformational leadership affects 0.434 of changes in job performance. This study showed that one of these situational factors is transformational leadership. Accordingly, senior managers of the country's football federation can use transformational leadership to strengthen the active personality of their employees, which will ultimately lead to further improvement of employees' job performance. According to the researcher, the country's football staff, if they have an active personality, will always get the necessary motivation to change their work environment from managers who use transformational leadership, and will constantly seek to improve their job status and that of the football federation. These employees enjoy facing and overcoming the obstacles to their ideas in the federation and redouble their efforts to improve and implement the ideas in the organization; Because they are always trying to help those who have problems in any way they can and turn the problems in the organization into great opportunities to improve performance. Accordingly, in order to cultivate the active behaviors of employees, in addition to employing and promoting people who have active personality traits, the Football Federation of the country should provide the necessary support and resources for them and their jobs and responsibilities in the federation. Design in a way that facilitates and reinforces the possibility of active behaviors. Managers should also be effective in the development of active behaviors in the organization by using the principles of transformational leadership and establishing appropriate relationships with their followers. As the results of this study showed that if employees' relationships with leaders are good, the probability of active behaviors will increase.Efforts to improve the performance of human resources and the organization in general, is one of the important tasks of managers in any organization. The results of the study showed that the variables of transformational leadership and proactive personality have a direct positive effect on employees' job performance. This means that transformational leadership affects 0.434 of changes in job performance. Based on the research results, it can be said that if the employees' relationships with leaders are good, the probability of active behaviors will increase.
The problem is that performance management has not worked as expected and should be reconsidered in terms of its strengths and weaknesses. This is why organizations always suffer from severe inefficiency in the field of performance management. After several years of the presence of performance management in the public sector, there are still significant problems and the expected improvements in performance have not occurred, so that Freer et al. they had. To this end, most organizations have turned their attention to organizational leaders who are trying harder to bring about fundamental change in the organization; Because leadership deals with change.Transformational leaders strengthen employee trust by empowering and supporting employees. As a result, their efficiency and innovative behavior are improved, and this has enough potential to affect the human capital of employees and, consequently, improve performance. Existence of transformational leadership can be a key factor in creating and developing intellectual capital to achieve the long-term success of an organization. Staff performance has always been affected by different structures. Accordingly, porous of this study was conducted to develop a transformational leadership model and job performance with a moderating role of proactive personality.
Methods: This study is a descriptive correlational study with the purpose of applied research. The statistical population the study was Iran Football Federation official staff and the provincial teams that play in the Premier League of the country. According to the target population, 310 people were selected as the statistical sample. The study tool was a standard questionnaire for research variables whose validity by Cronbach's alpha test and its Reliability was assessed by confirmatory factor analysis. Data analysis was performed using structural equation modeling with partial least squares method. The results study showed that transformational leadership and proactive personality can directly influence the job performance in sports staff.
Results: The results of the Structural Equation Modeling were also confirmed (GOF = 0.59) and showed that proactive personality variable can enhance the effect of transformational leadership on job performance with moderating role. The results obtained from the overall fit index of the structural equation model showed that the active proactive personality variable can negatively moderate the impact of high-performance work systems on immoral extra-organizational behaviors. The results obtained from the overall fit index of the structural equation model showed that the active personality variable can negatively moderate the impact of high-performance work systems on immoral extra-organizational behaviors. Given the confirmation of this issue, we must examine the severity of its effects. In other words, the researcher should report how strong or moderate the modification rate was if the moderator effect was significant in the research.
Conclusion: Efforts to improve the performance of human resources and the organization in general, is one of the important tasks of managers in any organization. The results of the study showed that the variables of transformational leadership and active personality have a direct positive effect on employees' job performance. This means that transformational leadership affects 0.434 of changes in job performance. This study showed that one of these situational factors is transformational leadership. Accordingly, senior managers of the country's football federation can use transformational leadership to strengthen the active personality of their employees, which will ultimately lead to further improvement of employees' job performance. According to the researcher, the country's football staff, if they have an active personality, will always get the necessary motivation to change their work environment from managers who use transformational leadership, and will constantly seek to improve their job status and that of the football federation. These employees enjoy facing and overcoming the obstacles to their ideas in the federation and redouble their efforts to improve and implement the ideas in the organization; Because they are always trying to help those who have problems in any way they can and turn the problems in the organization into great opportunities to improve performance. Accordingly, in order to cultivate the active behaviors of employees, in addition to employing and promoting people who have active personality traits, the Football Federation of the country should provide the necessary support and resources for them and their jobs and responsibilities in the federation. Design in a way that facilitates and reinforces the possibility of active behaviors. Managers should also be effective in the development of active behaviors in the organization by using the principles of transformational leadership and establishing appropriate relationships with their followers. As the results of this study showed that if employees' relationships with leaders are good, the probability of active behaviors will increase.Efforts to improve the performance of human resources and the organization in general, is one of the important tasks of managers in any organization. The results of the study showed that the variables of transformational leadership and proactive personality have a direct positive effect on employees' job performance. This means that transformational leadership affects 0.434 of changes in job performance. Based on the research results, it can be said that if the employees' relationships with leaders are good, the probability of active behaviors will increase.
Type of Study: Research |
Subject:
Clinical Psychiatry
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