فراتحلیل ارتباط رفتارهای رهبری مدیران و فرسودگی شغلی کارکنان سازمان های دولتی ایران (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
هدف: پژوهش حاضر با هدف ترکیب کمّی نتایج پژوهش های انجام شده در حوزه ارتباط رفتارهای رهبری مدیران با فرسودگی شغلی کارکنان سازمان های دولتی ایران انجام شده است تا ضمن محاسبه اندازه اثر کلی، رفتارهایی مشخص شوند که بیشترین تأثیر را در میزان فرسودگی شغلی کارکنان دارند. روش: پژوهش با استفاده روش فراتحلیل و نرم افزار CMA2 اجرا شده است. در این راستا، کلیه مقاله های چاپ شده در نشریه های علمی پژوهشی فارسی زبان که در یکی از سازمان های دولتی ایران انجام شده بود، از طریق پایگاه های علمی معتبر و با استفاده از کلیدواژه هایی چون رفتار رهبری مدیران، سبک رهبری، فرسودگی شغلی بررسی شدند. پس از انجام بررسی و در نظر گرفتن معیارهای ورودی و خروجی، 12 مطالعه وارد فرایند فراتحلیل شد. یافته ها: نتایج فراتحلیل نشان داد که اندازه اثر ترکیبی مطالعات در مدل اثر ثابت 339/0- و در مدل اثر تصادفی 371/0- است؛ به این معنا که بین رفتارهای رهبری مدیران با فرسودگی شغلی کارکنان سازمان های دولتی ایران، ارتباط متوسطی وجود دارد. همچنین، به طور جداگانه، اندازه اثر هر یک از رفتار مدیران بررسی و مشاهده شد که رهبری اخلاقی با اندازه اثر کلی 57/0-، رهبری رابطه محور با اندازه اثر کلی 43/0- و رهبری تحول گرا با اندازه اثر کلی 42/0- بیشترین اندازه اثر را دارند و ارتباط از حد متوسط بالاتر است. نتیجه گیری: نتایج به دست آمده از این موضوع حکایت دارد که رفتار رهبری مدیران، عامل مهمی است که می توان برای کاهش فرسودگی شغلی کارکنان سازمان های دولتی ایران به آن توجه و روی آن سرمایه گذاری کرد.The Relationship between Leadership behaviors of Managers and Employees Burnout in Iranian Public Organizations: A Meta-Analysis
Objective
In recent years, various researche has been done on the relationship between leadership behaviors of managers and burnout of employees in Iranian public organizations but the academic community is faced with scattered information about this relationship. Reviewing the academic literature, researchers of the current study obtained various results. Some studies consider leadership style and behavior as effective factors in reducing burnout of employees in public organizations, some regard such factors as less important, and some consider them effectless. This paper, using the meta-analysis method, aggregated the findings of articles that previously examined the relationship between leadership behaviors of managers and burnout of employees in Iranian public organizations. In this regard, the relationship between various leadership behaviors and burnout of employees in Iranian public organizations in various studies was initially identified and investigated. Then using the principles and rules of meta-analysis, the total effect size was calculated. Next, the behaviors with the greatest impact on employee burnout in Iranian public organizations were studied.
Methods
The research was performed using a meta-analysis method and CMA2 software. In this regard, all articles published in Persian scientific research journals, done by one of the Iranian public organizations were reviewed using keywords such as managers' behavior, leadership style, and employee burnout. After reviewing and considering the input and output criteria, 12 studies were chosen to enter the meta-analysis process.
Results
The achieved results from the meta-analysis indicated the fixed effect size to stand at -0.339 and the random effect size at -0.371 i.e. there was an average relationship between leadership behaviors of managers and burnout of employees in Iranian public organizations. In a separate study to examine the effect size of each behavior or leadership style of managers, it was observed that among the behavior or leadership styles affecting burnout of employees in Iranian public organizations, ethical leadership style with a total effect size of -0.57, relationship-oriented leadership style with a total effect size -0.43and transformational leadership style with a total effect size -0.42 have the highest effect size and the relationship is above average.
Conclusion
Due to the identified levels of relationship (from important and effective to insignificant and ineffective) between leadership behaviors of managers and burnout of employees by earlier studies and the findings of the current one, it can be inferred that some mediator or moderator variables may influence the relationship, leading to different results in various studies. However, the important issue which is also among the finding of the present study is that leadership behaviors and styles are among the critical factors which should be taken into account to reduce employee burnout in Iranian public organizations. Also, the results indicate that ethical and transformational leadership are behaviors and styles the application of which in organizations can have a great impact on reducing the burnout of employees in Iranian public organizations.
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