Dissertation for receiving a master's degree in the field of public administration, organizational transformation
Winter 2013
Abstract
The current research aims to investigate the relationship between transformational leadership and Psychological empowerment of employees has been done. This research is an applied research in terms of its purpose, and in terms of the data collection method, it is a survey type, and in terms of the data analysis method, it is a correlation type.
After studying the background of the subject and examining the patterns existing about transformational leadership and psychological empowerment and formation of theoretical framework, important research variables and identification and The conceptual model and research assumptions were determined. A researcher-made questionnaire was used to measure the variables; This questionnaire was created using the indicators used in Bess's model and Spreizer et al.'s model. The sample studied in this research included 196 Central Bank employees based in Tehran, who were selected using a simple random sampling method. The result of research hypothesis test with the help of Spearman's correlation coefficient shows the significant relationship between transformational leadership components and employees' psychological ability. Finally, based on the results, proposals and solutions were presented to the Central Bank of Iran and subsequent researchers.
Key words
transformational leadership, psychological empowerment, Central Bank of Iran
Chapter one: general research
Today's world is the world of organizations, and human resources, as the most valuable organizational resources, are the focus of organizational approaches and activities, and they play an essential role in enhancing the goals and ideals of the organization. Human resources give meaning and meaning to the organization and provide the grounds for the realization of organizational goals. Lester Taro, the famous economist, in the book " wealth creators" He considers the most important competitive advantage for organizations in the third millennium to be the level of human intelligence and wisdom. He believes that oil and natural resources can no longer be sources of wealth creation. Rather, it is the intelligence and wisdom of humans that can move the society towards growth and excellence. If people want to play a role in this new challenge, the global process, they have no choice but to fully think about the role of knowledge and intelligence in the development of their society. Gary Becker, winner of the Nobel Prize in Economics, also says that just as factories, machines and other material capitals are considered part of the wealth of nations, human capitals are also the most important part of this wealth. On the other hand, the purpose of empowerment theories is how to transfer power to them by using the components of the environment, knowledge, perceptions and their individual characteristics and turn their potential abilities into reality. By applying the correct relationship between these factors, the process of empowering human resources will achieve the desired goals faster, and the individual, the society and the organization will benefit more optimally from the goals of empowerment. In fact, the philosophy of empowerment says that the organization can satisfy its people and at the same time get what it needs. This relationship can be a win-win[1]. Empowerment by cultivating motivated and capable employees will enable these managers to act quickly and appropriately against the dynamics of the competitive environment and provide the means for their organization's competitive advantage. and the objectives and scope of the research, the research method, the statistical population, the sampling method, and the method of gathering information are presented, and finally, the chapter ends with the definitions of the research variables. Management scientists do not have a general agreement on the definition of leadership. However, the following careful definition of leadership can be provided: the process of influencing and influencing people and providing an environment for them to achieve the goals of the team or organization. It is worth mentioning that management scholars have researched different views of leadership. Some of them have focused on the qualities and characteristics required of senior leaders, while others have emphasized on leadership behaviors. But recent studies emphasize more on the contingent view of leadership and state that leadership behaviors should be appropriate to the requirements and conditions.Another very famous point of view is transformational leadership, which states that leaders transform the organization through perspectives, communication and the ability to create commitment, and a point of view emerges that suggests that leadership is a perceptive tendency. In fact, transformational leadership is a leadership perspective that explains how leaders of teams or organizations change by creating communication and modeling perspectives and give hope to employees in the effort to achieve goals (Dian Shelley et al., 2004).
The theory of transformational leadership was proposed by Bess in 1985 and it can be defined as the process of consciously influencing individuals or groups in order to create continuous change and transformation in the existing status and functions of the organization as defined a whole (Mughli, 1382, 79). The dimensions of transformational leadership that are approved by most researchers are: Charisma (ideal influence): Ideal influence includes ideal characteristics and ideal behavior. Instilling pride and pride in the members to cooperate and participate with the leader and to ignore individual desires for the sake of the group and to sacrifice personal interests for the interests of others is one of the most obvious ideal characteristics of a leader. Also, talking about the most important values ??and having a strong sense of purpose and paying attention to the spiritual and moral results of decisions are characteristics of ideal behavior. It makes it capable. Successful leaders as an agent of vision change who guide and define a set of central and fundamental values. These are the characteristics of a charismatic leader, which is a part of the transformational leadership structure.
Mental motivation: Mental motivation can be described as a stimulus in followers to think about beliefs and values, as well as being aware of problems and solving them. Through mental persuasion, transformational leadership can improve the ability of followers to understand the nature of the organization and the problems they face. Mental persuasion is known as a tool in the hands of transformational leaders to create learning organizations.
Inspirational motivation: Inspiring motivation is the act of inciting and raising the motivation of followers by leaders by appealing to the feelings of subordinates. Inspirational motivation includes optimistic talk about the future. In motivating the inspiration part, leaders create a common image and vision of the future for the followers.
Individual consideration: Individual consideration includes spending time for training and coaching, treating people only as members of the group and helping others to grow and develop their abilities, listening carefully to the interests and desires of others (cultural and colleagues, 2018, 34).
Empowerment of human resources is one of the most miraculous approaches of human resource development, which leads to the growth of human resources and ultimately leads to the development and growth and organizational effectiveness. Therefore, it is considered a necessity for every organization (Boji David et al., 2001).
Today's organizations need people who can provide the best use of advanced technology and find innovations and can improve their products and services. Empowerment refers to an inner feeling in people that makes them make decisions independently in their work process (Argaris, 1998).
Empowerment can be considered a contemporary version of the participation movement and industrial democracy. Empowerment is a set of motivational techniques designed to improve employee performance through increasing levels of participation and self-determination. Traditional models are mainly based on managerial supervision. The emergence of the ideology of managing affairs based on democracy creates new requirements at the level of societies and work environments, among which delegation of authority, participation and equality can be mentioned. Empowerment refers to the delegation of authority [2] to people that enables people to make decisions at the lower levels of the organization. It also relates to internal boundaries between management and employees. Empowerment is the main element of the effectiveness of management and organization and is a suitable tool in the fields of competition