Zeinab Mirzaeiyan; Abdorahman Mehdipour; Tahereh Azmsha; Kamran Eydipoor
Volume 3, Issue 2 , July 2016, , Pages 31-37
Abstract
The purpose of this study has been investigating the relationship between authentic leadership and organizational trust among the employees of Khuzestan Province Sport and Adolescent Organization. The research method is descriptive correlational method. Its statistical universe is all personnel of Khuzestan ...
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The purpose of this study has been investigating the relationship between authentic leadership and organizational trust among the employees of Khuzestan Province Sport and Adolescent Organization. The research method is descriptive correlational method. Its statistical universe is all personnel of Khuzestan Sport and Adolescent Organization in 2014-2015 (n = 145). Statistical sample has been determined according to Morgan table (n=120)and through simple random sampling. Measurement instruments of data was Olive Standard Authentic Leadership Questionnaire (2007), and Cummings Organizational Trust Inventory (1996); the content validity of questionnaires has been confirmed by 12 sport management professors, and their reliability has been analyzed through a preliminary study on 30 subjects, which Cronbach's Alpha Coefficient were determined respectively 0.88 and 0.84 respectively. Descriptive and inferential statistics (Pearson Correlation Coefficient, Stepwise and Multiple Regression) have been used to data analyze. Research results indicated that there is relationship of 0.59 between authentic leadership and organizational trust; moreover, the result of stepwise regression indicated that authentic leadership predict and explain 0.37 changes in organizational trust. It is possible that authentic leaders, through positive social interaction with their followers, make their employees more enthusiastic toward doing their job, and even experience more positive emotions. Authentic leaders increase employees' trust and respect by being conscious, being honest, decision making on the basis of internal ethical standards, and ability to realistic analyze.
Bahram Yousefi; Kamran Eydipour; sajad gholami torkesaluye
Volume 2, Issue 4 , March 2016, , Pages 57-63
Abstract
The aim of this study was to investigate the relationship between authentic leadership style with job interest of General Sport and Young offices employments of west provinces of Iran. Study population was all employments and staff of General Sport and Young offices of west provinces of Iran (N=300). ...
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The aim of this study was to investigate the relationship between authentic leadership style with job interest of General Sport and Young offices employments of west provinces of Iran. Study population was all employments and staff of General Sport and Young offices of west provinces of Iran (N=300). Sampling was done through category-simple sampling using Morgan Korsji Table (n=185). Study tools were two standard questionnaires included authentic leadership Questionnaire of Ovelyo, Gardner et al (2007) and Job Interest Questionnaire of Lodahal and Kejner (2001) that their reliabilities were reported 0.834 and 0.779 respectively. For data analyzing, descriptive and inferential statistics were used. Study results showed significant positive correlation between authentic leadership style and its factors with job interest of employments. The results of multiple regression showed that basic leadership style can define and predict 0.240 of job interest changes. Based on the results, it can be suggested to managers of these organizations for improving interest of employments to their jobs and increasing their attitude and thoughts to organization and also improving organization performance, consider authentic leadership as their management style
