Volume 15, Issue 4 (Pajouhan Scientific Journal, Summer 2017)
Pajouhan Sci J 2017, 15(4): 27-34 |
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Zahedbabelan A, Karimianpour G, Merati A. Relationship between transformational leadership style and commitment to change through the mediator role of organizational justice among employees in Medical Science University. Pajouhan Sci J 2017; 15 (4) :27-34
URL: http://psj.umsha.ac.ir/article-1-264-en.html
URL: http://psj.umsha.ac.ir/article-1-264-en.html
1- Association Professor, Department of Education and Psychology, Mohaghegh Ardebili University, Ardebil, Iran.
2- PhD Student of Educational Management, Mohaghegh Ardebili University, Ardebil, Iran.
3- Faculty Member, Department of Education and Psychology, Payame Noor University, Tehran, Iran.
2- PhD Student of Educational Management, Mohaghegh Ardebili University, Ardebil, Iran.
3- Faculty Member, Department of Education and Psychology, Payame Noor University, Tehran, Iran.
Abstract: (5634 Views)
Introduction: Today, acceptance and adaptation to environmental change is essential for all organizations and the style of organization's leadership with other factors has been taken into account in organizational change. Thus, this study aimed to study the relationship between transformational leadership style and commitment to change through the mediation of organizational justice in 2015 among employees of Ardabil University of Medical Sciences.
Methods: The research methodology was of descriptive, correlational study (structural equation modeling; SEM) and the population was all the employees of the university. By using the Morgan table, 183 samples were selected by simple random sampling. In order to collect data, transformational leadership questionnaire and commitment to change questionnaire and organizational justice were used. For data analysis, software spss (Pearson correlation and descriptive statistics) and Amos were applied.
Results: The results showed that transformational leadership style had positive and direct and indirect effect on employees` commitment to change through organizational justice. Also, organizational justice directly affected employees` commitment to change.
Conclusion: Nowadays, the change is part of organizational life and the attitude and commitment of staff to these changes and the most important factor is the organizational adaptation to changes. It can be said that the transformational leadership style in organizations and organizational justice can be considered as factors to increase employee' commitment to change.
Methods: The research methodology was of descriptive, correlational study (structural equation modeling; SEM) and the population was all the employees of the university. By using the Morgan table, 183 samples were selected by simple random sampling. In order to collect data, transformational leadership questionnaire and commitment to change questionnaire and organizational justice were used. For data analysis, software spss (Pearson correlation and descriptive statistics) and Amos were applied.
Results: The results showed that transformational leadership style had positive and direct and indirect effect on employees` commitment to change through organizational justice. Also, organizational justice directly affected employees` commitment to change.
Conclusion: Nowadays, the change is part of organizational life and the attitude and commitment of staff to these changes and the most important factor is the organizational adaptation to changes. It can be said that the transformational leadership style in organizations and organizational justice can be considered as factors to increase employee' commitment to change.
Type of Study: Research Article |
Subject:
Other
Received: 2016/08/30 | Accepted: 2017/04/4 | Published: 2017/09/3
Received: 2016/08/30 | Accepted: 2017/04/4 | Published: 2017/09/3
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