احمد عربشاهی کاریزی

INTRODUCTION: This study aimed to investigate the impact of transformational leadership and organizational climate on the organizational self-esteem of the Mashhad Fire Department. METHODS: The present applied research is a descriptive survey. The statistical population of this study consists of all 210 firefighters in Mashhad fire headquarters. The sample size was calculated according to Morgan's table comprising 132 individuals selected through simple random sampling. Data collection was accomplished through three questionnaires: Bass and Avolio's (2000) Transformational Leadership Questionnaire (TLQ), Sussman and Deep's (1989) Organizational Climate Questionnaire, and Pierce et al.'s (1989) Organizational-Based Self-Esteem Questionnaire, whose validity and reliability were confirmed. The collected statistical data were analyzed within SPSS and Smart PLS software. FINDINGS: Data analysis confirmed all research hypotheses. Transformational leadership has a direct impact on organizational self-esteem with a path coefficient of 0.62. The organizational climate has a direct impact on organizational self-esteem with a path coefficient of 0.63. Components of transformational leadership including idealized influence, inspirational motivation, intellectual stimulation, and individual consideration affect organizational self-esteem. Components of organizational climate including clarity of and agreement on organizational goals, clarity of and agreement on role, satisfaction with rewards, satisfaction with and agreement on procedures, and effectiveness of relations affect organizational self-esteem. CONCLUSION: Managing directors ought to reinforce employees' self-esteem to improve the performance of employees and boost productivity in the organization. In this regard, they must exercise an appropriate style in dealing with employees, which is the transformational leadership style. Moreover, a decent organizational climate should be created to build and boost self-esteem in employees and consequently enrich their performance towards fulfilling organizational goals.

INTRODUCTION: The present study aimed to investigate the mediating role of Islamic work ethic in the relationship between spiritual intelligence and occupational self-efficacy in the Red Crescent relief workers. METHODS: This applied research was conducted based on a descriptive-survey design. The statistical population consisted of all Red Crescent relief workers in Torbat Heydariyeh, Iran (n=146). In total, 106 relief workers were selected using simple random sampling and the required data were collected through standard questionnaires. Finally, the collected data were analyzed in SPSS (version?) and Smart PLS software (version?). FINDINGS: Based on the results, there is a significant positive relationship between spiritual intelligence and occupational self-efficacy of Red Crescent relief workers and the Islamic work ethic is able to mediate this relationship. CONCLUSION: According to the findings, it can be concluded that it is possible to improve the occupational self-efficiency of relief workers through the development and reinforcement of spiritual intelligence and promotion and institutionalization of Islamic work ethic. Therefore, they will be able to play a more effective role in the achievement of organizational goals.