تعداد نشریات | 41 |
تعداد شمارهها | 1,129 |
تعداد مقالات | 9,656 |
تعداد مشاهده مقاله | 17,566,407 |
تعداد دریافت فایل اصل مقاله | 12,266,976 |
تدوین مدل مناسب رهبری برای بهبود عملکرد سازمانهای نوآور | ||
مدیریت سازمانهای دولتی | ||
مقاله 7، دوره 4، شماره 3 (پیاپی 15)، تیر 1395، صفحه 119-132 اصل مقاله (883.88 K) | ||
نوع مقاله: توصیفی | ||
نویسندگان | ||
مجتبی رفیعی1؛ عباسعلی قدیریان* 2؛ سید علی اکبر احمدی3؛ ابوالحسن فقیهی4 | ||
1استادیارگروه مدیریت دولتی، دانشگاه پیام نور. | ||
2دانشجوی دکتری مدیریت دولتی، دانشگاه پیام نور. | ||
3استاد مدیریت دولتی، دانشگاه پیام نور. | ||
4استادگروه مدیریت، دانشگاه آزاد اسلامی. | ||
چکیده | ||
در شرایطی که فضای کسبوکار هرروز پویاتر و پیچیدهتر میشود ایجاد و توسعه مزیتهای رقابتی پایدار، تابع نوآور بودن و بهبود مستمر فناوریهای موجود است و سازمانهای تحقیق و توسعه وابسته به شرکتها، نقش مهمی در این زمینه ایفاء میکنند.اما همواره یکی از چالشهای اساسی مدیران ارشد آنها، چگونگی بهبود عملکرد این سازمانها است .درحالیکه پژوهشگران معتقد هستند رهبری، فرهنگ و جو سازمانی مهمترین عوامل مؤثر در این زمینه هستند ولی مطالعات بسیار محدودی در مورد تأثیر ترکیب این عوامل بر عملکرد آن صورت گرفته است.هدف این مطالعه،پر کردن این خلأ است. جامعه آماری، سازمانهای تحقیق و توسعه وزارت نفت میباشد. روش تحقیق ترکیبی است. ابزار گردآوری دادهها در مرحله کیفی، آرشیوی و در مرحله کمی،از پرسشنامه تدوین و تأییدشده مرحله قبل استفاده شده است.دادهها از476 نفر از مدیران پژوهشی و پژوهشگران این سازمانها جمعآوری شد. برای تحلیل دادهها و تأیید فرضیههای تحقیق از روش الگویابی معادلات ساختاری بهرهگیری شد. نتایج تحقیق نشان داد که رهبران اثر مستقیم معنیداری بر بهبود عملکرد این سازمانها ندارند زیرا فرهنگ و جو سازمانی میانجی و تعدیلکننده رابطه رهبری و عملکرد هستند. بنابراین باید از دخالتهای مستقیم در این امور پرهیز نمایند و از طریق توسعه فرهنگ و شکل دادن به جو سازمانی نوآور، بهرهوری و عملکرد این سازمانها را بهطور مستمر بهبود بخشند. | ||
کلیدواژهها | ||
سازمان های تحقیق و توسعه؛ رهبری؛ فرهنگ؛ جوسازمانی؛ عملکرد | ||
عنوان مقاله [English] | ||
Formulating and Explaining Appropriate Leadership Model for Performance Improvement of Innovative Organizations | ||
نویسندگان [English] | ||
Mojtaba Rafiei1؛ Abbasali Ghadirian2؛ seyyed Ali Akbar Ahmadi3؛ Abolhasan Faghihi4 | ||
1Associate Professor of Public Management, Payame Noor University. | ||
2Ph.D Student of Public Administration, Payame Noor University. | ||
3Professor of Public Management, Payame Noor University. | ||
4Associate Professor of Public Management, Islamic Azad University. | ||
چکیده [English] | ||
In a situation that business environment is becoming more dynamic and complex, creating and sustaining competitive advantage depend on innovativeness and continuous current technological improvement. The research and development of the companies are playing a very important role in this respect. Their leaders always have been facing with the challenges of how to enhance these organizations performance. Considering that, management scholars and practitioner believe that leadership, organizational culture and innovative climate are the most important factors affecting performance. A very limited study has been carried out on the combination effects of these factors on performance. So, the purpose of this paper is to fill this gap. This research is applied-developmental, and the research method is combinative. The research purpose in the first phase is survey and explorative oriented, and in the second phase is descriptive and explanative. The structural equation models are used for data analysis and approval of hypotheses. The result shows that the leadership does not have direct and meaningful impact on R&D organizational performance, because they are mediated and moderated by organizational culture and innovative climate. Therefore, leadership should avoid to directly interfering in research affaires, and they have to shape and strengthen innovative organizational culture and climate. So, they will be able to continuously improve performance and productivity of their organizations. | ||
کلیدواژهها [English] | ||
R&D Organizations, Leadership, Organizational culture, Organizational Climate Performance | ||
مراجع | ||
Avolid, B. J. (2011). Full range leadership development .San Francisco, by Sage publication, Inc. Baron, R. M. & Kenny, D. A. (1986). The Moderator-Mediator Variable Distinction in social psychology research: Conceptual, Strategic, and Statistical Considerations, In Journal of Personality and Social Psychology,(51)6,1173-1182. Bass, B. M. (1985). Leadership and performance beyond expectations, New York, in the Free presses. Bass,B.M. & Bass, R. (2008). The handbook of leadership (4th end), New York, free press. Bass, B. M. & Avolio, B. J. (1997). Full range leadership development. manual for the multifactor leadership questionnaire, Palo Alto, CA, Mindgarden. Benner, Mary J. (2010). Security analysts and incumbent response to radical technological change: Evidence from digital photography and internet telephony. Organization Science, 21,42-62. Bremser, W.C. & Brasky, N.P. (2004). Utilizing the balanced scorecard for R&D performance measurement. in journal of R & D & D Management, 3(34), 229-238. Byrne, C. L., Mumford, M. D., Barrett, J. D. & Vessey, W. B. (2009). Examining the leaders of creative efforts: What do they do, and what do they think about? Creativity and Innovation Management, 18, 256-268. Cameron, K. S. & Quinn, R.C. (2011). Diagnosing and changing organizational culture. San Francisco By Jossey Bass.retrieved from www.Josseybass.com Chiesa, V., Frattini, F., Lazzarotti, V., Manzini, R. & Ignazio, T. (2008). An exploratory study on R&D performance measurement practices: A survey of Italian R&D intensive firms, liuc papers. n. serio technological, 14, 1-36. Chiesa,V. & Frattini,F.(2009). Performance measurement of research and development activities. in European journal of Innovation Management, 12(1), 25-61. Damanpour, F. & Schneider, M. (2006). Phase of the adoption of innovation in organization. in British Journal of Management, 17, 269-292. Denti, L. (2013). Leadership and Innovation in R&D teams, In university of Gothenbur, department of psychology, 2-82. Denti, L. & Hemlin. (2012). Leadership and innovation in organization. in International journal of Innovation Management, 1-20. Elkin,T. & Keller, R.T.(2003). Leadership in research and development organization :A literature review and conceptual framework. in the Leadership Quarterly, 14, 586-606. Er lin, H. & Mcdonogh, E. F. (2011). Investigating the role of leadership and organizational culture in fostering nnovation ambidexterity. in journal of Engineering Management, (26)2,183-199. Umusluoglu, L. & Lisev, A. (2009). Transformational leadership, creativity and organizational innovation. in Journal of Business Research,62,461-473. Grossan, M. M. & Apaydin, M. (2010). A multi-dimensional framework of organizational innovation. in journal of Management Studies, (47)21, 1154-1191. Hsu, M. L. A. & LiangFan, H. (2010). Organizational innovation climate and reative outcome, in journal of Creativity Research, (2)4, 378-386. Hartnell, C. A. & Walnumbwaf, O. (2011). Transformational leadership and organizationalCulture:Toward Integrating a multilevel framework. .in the handbook of organizational culture and climate (2end) byAshknasy.,Wilderom, C. P. M., Peterson, M F. (.225-228). California:by Sage Publications, Inc. Imran, R. & Haque, M. A. (2011). Mediating effect of organizational climate between transformational leadership and innovative work behavior. in Pakistan journal of Psychological Research, (26)26, 183-199. Isaksen, S. G. & Akkermans, H. J. (2010). Create climate: A leader level for innovation. In journal of Creative Behavior, (45)3, 161-186. James, L. R., Demaree, R. J. & Wolf, G. (1984). Estimating within groupinterrater reliability with and without response bias. Journal of Applied Psychology, 69, 85-98. Jansen, J. J. P., Vera, D. & Erossan, M. (2009). Strategic leadership for exploration and exploitation: the moderating role of environment dynamism. the Leadership Quarterly, (20)20, 5-18. Jung, D., Wu, A. & Chow, C. W. (2008). Towards understanding the direct and indirect effects of CEOs’ transformational leadership on firm innovation, The Leadership Quarterly,19, 582-594. Lalience, L. & Sakalasb, A. (2014). Development of R & D effectiveness assessment system in the research organizations, in 19th International Scientific Conference Procedia-Social and Behavioral Sciences, 156, 340 344. Retrieved from www.sciencedirect.com. Morgan, R. E. & Berthon, P. R. (2008). Market orientation, generative learning, innovation strategy and business performance, interrelationship in bioscience firms. in journal of Management Studies, (45)8, 1329-1353. Nybakk, E. & jenssen, J. I. (2012). Innovation strategy, working, and financial performance in traditional manufacturing firms: an empirical analysis. in international journal of Innovation Management, (16)2, 1-29. Oreilly, C. A. & Tushman, M. L. (2013). 0rganizational ambidexterity: past, present and future. in Academy of Management perspective. retrieved from htt://paper.ssrn.com/sol3/papers.cfm?abstract id=2285704 Ostroff, A., Kinickle, A. O. & Muhammad, R. S (2013). organizational culture and climate, handbook of psychology (643-676, (2th end), New Jersey: John wiley& Son, Ine Paulsen,N.,Cllan,v.j.,&Ayoko,0.(2012)). Transformational leadership and innovation in an R & D organization experiencing major change. Journal of Organizational Change Management, 1-30. Pieterse, A. N., van Knippenberg, D., Schippers, M. & Stam, D. (2010). Transformational and transactional leadership and innovative behavior: the Behavior moderating role of psychological empowerment .in Journal of Organizational Science, 31, 609-623. Rowley, j., Baregheh, A. & Sambrook, S. (2011). Toward an innovation type mapping tool. in journal of Management Decision, (49)1, 73-86. Rosing, K., Frese, M. & Busch, A. (2011).Explaining the heterogeneity of the leadership-innovation relationship. in the Leadership Quarterly, (22), 956-974. Schein, E. H. (2010). Organizational culture and leadership. San Francisco, john Wiley and son's international published by The Jossey Bass, (3)63, 233-339. Sarros, J. C. Cooper, B, K. & Santera, J. (2008). Building a climate for innovation through transformational leadership and organizational culture. in Journal of leadership and 0rganizational Culture, 2(15), 145-158. Scott, S. G. & Bruss, R. A. (1994). Determinates of innovative behavior: A path model of individual innovation in the workplace. In Academy of Management Journal, 137, 580-607. Tidd, J. & Bessant, P. (2009). Managing Innovation: Integrating Technological, Market and Organizational Change (4th end.). Chichester: John Wiley & Sons Ltd. Voirin, C. A., El Akremi, A. & Vandenberghe, C. (2010). A multilevel mode of transformational leadership and adaptive performance and the moderating role of climate for innovation. in journal of Group and 0rganization Management, (35)6, 699-726. Walsh, M., Lynch, P. & Harrington, D. (2009). Innovativeness: A Conceptual framework antecedents, dimensions, and outcomes. Helsinki, in Euro, Ch. Wan Ismail, W. K., Ghulam Hussain, M. & Amir Rashid, M. (2011). Integrative famework of leadership effectiveness. in International Journal of Business and Social Science, (2)2. Yi Ching, C, M., Yeh Yun , L, C., Er Lin, H. & Mcdonough, E. F. (2012). Does transformational leadership facilitate technological innovation: the moderating roles of innovative culture and incentive compensation. Asia Pacific journal of Management, (29)2, 239-264. | ||
آمار تعداد مشاهده مقاله: 1,780 تعداد دریافت فایل اصل مقاله: 1,921 |