The relationship between spiritual intelligence and reliable leadership of managers and employees (Sports Federation of Veterans and Disabled of the Islamic Republic of Iran)

Dissertation for obtaining a master's degree

(public administration major, transformation management)

Abstract

In today's complex, unstable, variable, unpredictable and competitive environment, the organizational leader needs to build more trust with employees. Authentic leadership style is considered a good way to increase trust. Therefore, in this research, we intend to discuss the level of trust and reliability of leadership in the eyes of followers and to examine the relationship between this style of leadership and spiritual intelligence to see whether the spiritual intelligence of leaders is related to their reliable leadership style. And is it possible to improve the relationship between the boss and subordinates by creating a spiritual atmosphere in organizations? And the main question of this research is whether there is a meaningful relationship between the level of spiritual intelligence of leaders and their trustworthiness among their subordinates?

The statistical population of the research is the managers and employees of the Sports Federation of Veterans and Disabled, which was conducted using the descriptive, applied and survey research method. A total of 185 questionnaires (N=) were distributed. And research hypotheses were analyzed using confirmatory factor analysis and structural equations. The result showed that with 99% certainty, there is a significant relationship between spiritual intelligence and authentic leadership.

Key words: spirituality, spiritual intelligence, authentic leadership, self-awareness, transparency in relationships, balanced processing and internal moral aspects

Chapter One: General Research

Introduction

Considering that spirituality and intelligence Spirituality plays a major role in creating people's values ??and perspectives, examining this concept in business literature will be very necessary and vital, because people enter the work environment with more than their body and mind, they bring their unique spirit to the work environment and thus have a major impact on the effectiveness and efficiency of the organization. Perhaps this is the reason why, recently, in response to ethical challenges and the lack of spirituality in the business world, leadership theory and research have emerged following the expression of "trustworthy leadership" literature (Al-Jara, 2012: 118). Trustworthy leaders by showing ethical standards, trustworthiness and integrity, make their followers share their identity with them and see themselves as trustworthy people with high moral standards and integrity. In this way, authentic leaders enhance the social identity of their followers by developing a deep sense of moral values ??along with displaying high levels of honesty and integrity. Also, reliable leaders develop a high level of trust, hope, positive feelings and optimism among followers, which in turn improves the performance of followers and the occurrence of positive consequences related to work, this evidence is the main reason for choosing reliable leadership as a key variable to create and improve positive consequences such as increasing spirituality in the work environment and the spiritual intelligence of people in this study (Kaheh, 2011; 9-10). As a result, it is hoped that by relying on this research, managers of organizations will choose the best leadership style. A style that increases the spirituality and spiritual intelligence of employees by creating a favorable working environment, so that we can finally witness more job satisfaction and motivation.

     In this chapter, we will first describe the problem that is considered in the business environment, after taking into account the necessity and importance of research from a scientific and practical point of view, we will describe the theoretical framework of the research, during which we will design the initial research model and hypotheses. In the following, we will give a brief description of the research method and data collection and the temporal and spatial scope of the research, and at the end, we will define the words and terms of the research. 1-1 Statement of the problem As Robbins states in his latest studies; Today, leaders must create trust-based relationships with the people they want to lead, because as the stability and predictability of organizations decreases, in defining expectations and relationships, trust-based bonds replace bureaucratic rules, and on the other hand, in recent years, the place of spirituality in organizations has received increasing attention from managers, employees, customers, and society. However, in the literature related to spirituality as a cultural phenomenon that can affect organizational behavior, it has received less attention. From the literature related to spirituality, it appears that people with higher spirituality have a healthier, happier and more productive work life and have higher efficiency (Ali Panahi, 2017, 2).Therefore, in this research, we have tried to reflect on the meanings raised in the field of spiritual intelligence and reliable leadership and to review them in order to obtain a suitable theoretical basis in order to build a tool to measure it, and determining effective interventions in increasing this dimension of intelligence in future researches is also another goal. And finally, finding an answer to the question of whether expressing the components of spiritual intelligence paves the way for cultivating reliable managers or not? In simpler words, by measuring the level of spiritual intelligence in managers, is it possible to predict the degree of their trustworthiness?

Since the Sports Federation of Veterans and the Disabled has employees who are mostly veterans or disabled and have a high rank and religious beliefs, we tried to measure their spiritual intelligence and see if they have a spiritual spirit in addition to strong religious beliefs, or simply having a seemingly religious organizational atmosphere has made the appearance of the people and their behaviors look like spiritual people. Of course, it becomes religious? On the other hand, while examining the level of his spiritual intelligence, we want to know if having this intelligence has caused more trust and confidence or not? In addition, by measuring the level of spiritual intelligence, we will check the level of trust and the quality of the relationship between the boss and subordinates in this organization, which is often informal. In short, it should be said that in this research, we want to know whether having a spiritual IQ can determine the level of trust and confidence of employees towards leaders? 1-2 The importance and necessity of the topic This research aims to find spiritual beliefs, actions and commitments with positive results such as mental and physical health; material satisfaction and stability; and relate positive performance within the individual that improves the quality of life (Hosseini et al., 2010: 1). Today, organizations are faced with developed employees who demand meaningful work, purposeful work, and favorable work environments to cultivate their creativity and talents for their growth. In fact, today more than ever, employees find themselves in a turbulent world with a constant gust of wind, experiencing a lack of meaning in their family life and work, and a constant feeling of devastation and spiritual misery. This lack of meaning is often accompanied by a feeling of hopelessness and despair in the work environment, which has brought many obstacles to the growth of employees, a lack of meaning and purpose in their working life. Hence, the necessity of a spiritual exploration in their work life has brought (Rastegar, 2015, quoted by Ali Panahi: 14-15).

Alvin Toffler in 1980 raised a discussion entitled "third wave" of technology, but according to the general claim of Wagner and James Connelly, now the "fourth wave" has started its movement in organizations, this wave is a spirituality-oriented organization. The movement to spiritualize the organization in both theoretical and practical dimensions has apparently begun. This issue has been accepted as a cultural movement all over the world (Faraya and Connelly, 1999 and quoted by Ali Panahi, 2017: 2). Therefore, in recent years, a new paradigm called the place of spirituality in the organization has been noticed. But in the related literature, not much attention has been paid to examine spirituality as a cultural phenomenon that may affect the behavior of the organization and cause changes in the organization (Quatro, 2004: 17). Quattro writes: During the past 12 years, the issue of spirituality in the workplace has been raised in the business scene and related literature (Quattro, 2004: 228). He further adds: "Many things have been written about the nature of innate spirituality in organizational life, but not to the extent that this innate spirituality has been codified in operational language, at least this work has not been coordinated and comprehensive. The main reason for this is that it is impossible to present a concept of organizational spirituality that is accepted by everyone, perhaps as a result of this point, religious roots and classical theories have not been investigated in the new movement of spirituality in the workplace.

Discredit is inevitable

In order to gain credibility, we need to create value in ourselves

Credibility does not imply matching goals and values

Credibility is not moral

We systematically seek to implement these issues in order to advance the theory of authentic leadership in the future, and I propose more basic AL topics until the focus of studies is from people's leadership to knowing the conditions in which all members of the organization They engage in reliable and trustworthy behavior.