درخت حوزه‌های تخصصی

The aim of this research was to determine the relationship among transformational leadership style with organizational culture and organizational commitment. The population consists of 745 the employees of the Ministry of Youth and Sports of Iran. The sample size of 256 staffs was determined using stratified random sampling. In order to collect the needed data, three Transformational Leadership, Organizational Culture and Organizational Commitment Questionnaires were used. The validity of these questionnaires was confirmed by foreign and domestic researches. Cronbach's alpha reliability test of transformational leadership, organizational culture and organizational commitment were respectively 0.97, 0.97, and 0.92. In addition, data were analyzed using statistical tests such as descriptive statistics, Kolmogorov Smirnoff, Pearson correlation coefficients using SPSS Software. The findings of this study showed that there was a positive and significant relationship between transformational leadership and organizational culture (p≤0.01, r= 0.80). Besides, there was a positive and significant relationship between transformational leadership and organizational commitment (p≤0.01, r= 0.46), too. Likewise, there was a positive and significant relationship between organizational culture and organizational commitment (p≤0.01, r= 0.57). However, organizational culture is stronger predictor than transformational leadership for organizational commitment. Finally, in accordance with the responses of staffs of the Ministry of Youth and Sports, it can be said that if leaders create an organizational culture in which creativity and satisfaction were high as well as to taking advantage the organizational rewards and job good conditions, employees would be able to stimulate higher levels of organizational commitment.

The aim of the present study is to investigate the impact of servant leadership on the human resource productivity through whistleblowing considering the moderating role of work ethics. The current research method is correlation, which was carried out in the field. The statistical population of the research was the employees in track and field sport in Iraq, 152 people were selected as a sample using the convenient method. The servant leadership questionnaires of Luu (2019), the whistleblowing of Park and Blenkinsopp (2009), the Human resources productivity of Hersey and Goldsmith (1980), and the work ethics of Bateman and Snell (2004) were used. SPSS version 18 and PLS version 3 software were used for data analysis. The results showed that servant leadership has a significant relationship with human resource productivity and whistleblowing. Also, there is a significant relationship between whistleblowing and human resource productivity. Finally, there is a significant relationship between servant leadership and human resource productivity with the moderating role of work ethic. Servant leadership is a management approach that prioritizes the well-being and growth of employees, leading to improved human resource productivity and organizational performance. This leadership style, which involves serving employees rather than commanding them, has been shown to have a significant positive impact on productivity and whistleblowing within organizations. By fostering an employee-centric approach and a culture of trust, safety, and open communication, servant leaders can encourage employees to speak up about unethical practices, leading to a more transparent and accountable work environment.