Nasser bay
Abstract
Objective: Ethical managers significantly impact the optimal implementation of school educational programs and the achievement of the organization's educational goals. Therefore, the current research aimed to investigate the effect of school principals' moral leadership in sharing knowledge with physical ...
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Objective: Ethical managers significantly impact the optimal implementation of school educational programs and the achievement of the organization's educational goals. Therefore, the current research aimed to investigate the effect of school principals' moral leadership in sharing knowledge with physical education teachers based on the mediating role of psychological ownership.
Methodology: This research was conducted using the survey research method. The statistical population included all physical education teachers of Golestan province (686 teachers), among whom 247 people were selected by stratified random sampling method. The research tools included ethical leadership questionnaires (Brown et al., 2005), psychological ownership (Avi et al., 2008) and knowledge sharing (Park and Lee, 2013). Five sports management experts checked the validity of these questionnaires, and their reliability was confirmed in a preliminary study. Data analysis was done in descriptive and inferential parts (structural equation modelling).
Results: The path analysis of the research model showed that ethical management directly and significantly affects the knowledge sharing of physical education teachers. Also, the direct and significant mediating role of psychological ownership in the effect of ethical leadership on knowledge sharing was confirmed.
Conclusion: Therefore, it is suggested to the policymakers of the country's education system that by employing managers who are committed to ethical characteristics, in addition to providing the necessary platform for teachers to increase their knowledge through the acquisition and sharing of knowledge, they can empower Psychological human resources to provide a voluntary interactive environment in order to optimize educational programs and student success.
Abstract
Summary
Our aim in this work was to identify the effect of nepotism in the workplace on turn-over intention, job satisfaction, and job performance of the employees of the General Directorate and departments of youth and sports in the city of Tehran. 179 people were selected as the sample, and answered ...
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Summary
Our aim in this work was to identify the effect of nepotism in the workplace on turn-over intention, job satisfaction, and job performance of the employees of the General Directorate and departments of youth and sports in the city of Tehran. 179 people were selected as the sample, and answered the questions of the research questionnaires. The findings showed that nepotism had a positive and significant effect on the turn-over intention. Also the effect of nepotism on job satisfaction and job performance of the staff was negative and significant.
Introduction
In today's world, the organizations have realized that their most important assets are human resources, which are an important factor involved in the success and development of any organization, and no organization will be able to achieve all its goals without it. Today, the major problem for most organizations, especially in the developing countries, is not a shortage of raw materials, energy or even technology; rather, they are issues that directly or indirectly relate to the human resource management. One of the most important issues that the organizations face is employing relatives, acquaintances, friends, and people who have been commissioned and supported in the organizations, called nepotism. This variable can disrupt the performance of human resource management in the organization, and consequently, the efficiency and productivity of the organizations will be affected by affecting important organizational variables such as job satisfaction, willingness to leave the job, and job performance of the employees.
Methodology and Approach
The present work was a descriptive survey. The statistical population of the work was the employees of General Directorate and departments of the youth and sports in the city of Tehran (336), 179 of which were randomly selected. The Bute (2011), Bobin, Boles (2004), and Kaman (1997) questionnaires were used for measuring the research variables. For data analysis and identification of the effects of the research variables, the structural equation modeling was used by the LISREL software.
Results and Conclusion
The findings showed that nepotism had a positive and significant effect on the turn-over intention of the staff. Also the effect of nepotism on job satisfaction and job performance of the staff was negative and significant. In general, it can be stated that favoritism in workplace is an unprofessional and unethical phenomenon, and it can affect the effectiveness, efficiency, and overall performance of the organization.
