transformational leadership style

In spite of the significant role of teachers in the efficacy of classroom management particularly in teaching English as a Foreign Language, the issue has not been addressed sufficiently especially in relation with other individual variables. Hence, this study made an attempt to investigate the association between Iranian EFL teachers’ classroom management, reflective thinking and transformational leadership style. 247 English Foreign Language teachers took part in the study. To measure the variables of the study, Teachers Sense of Efficacy Scale (Tschannen-Moran & Woolfolk Hoy, 2001), Reflective Thinking Scale (Choy & Oo, 2012) and Multifactor Leadership Questionnaire(Avolio, Bass & Jung, 1995) were used. Structural Equation Modeling (SEM) was applied to test the hypothesized model of associations. After confirming the hypothesized model (= 1.275; RMSEA=.02; RMR =.03; GFI =.97; AGFI =.93; NFI =.97; CFI =.99; IFI =.99), the results revealed significant internal correlations among the main as well as the sub-scales of the study. Multiple regression analysis further confirmed the direction of the path model proposed for the study. Generally, it was concluded that reflective thinking and transformational leadership improve teachers' efficacy of classroom management which, in turn, facilitates teaching processes. Implications are discussed.

Purpose: Evaluating innovative organizational culture in higher education is crucial because it creates a competitive advantage. Therefore, this research aimed to provide a model for innovative organizational culture in the Islamic Azad University of Mazandaran region based on transformative leadership style, professional ethics, and quality of work life. Methodology: In terms of purpose, this research was practical; it was cross-partial in terms of time, and its methodology was mixed (qualitative and quantitative). The research population was the professors and managers of the Islamic Azad University of Mazandaran region in 2021, and according to the principle of theoretical saturation, 20 of them were selected as a sample using targeted and snowball sampling methods. The quantitative population was the employees of the Islamic Azad University of Mazandaran region in 2021, and according to the table of Karajesi and Morgan, 291 of them were selected as a sample by cluster sampling method. The current research tools were semi-structured interviews in the qualitative part and questionnaires created by the researcher in the quantitative part of innovative organizational culture, transformational leadership style, professional ethics, and quality of work life, whose psychometric indicators were confirmed. The qualitative data were analyzed with the thematic analysis method in MAXQDA software, and the quantitative part with exploratory factor analysis and path analysis methods in SPSS and Smart PLS software. Findings: The findings of the qualitative part showed that 25 components were identified for innovative organizational culture in 4 dimensions of innovation effects (6 components) and for the quality of working life, 13 components in 3 dimensions of the nature of the job, organizational learning (7 components), individual development of employees (7 components) and the desire and tendency to innovate (5 components), for the transformational leadership style, 10 components in 2 dimensions of individual considerations ( 4 components) and mental motivation (6 components), for professional ethics 17 components in 3 dimensions of organizational ethics (5 components), occupational ethics (5 components) and personal ethics (7 components). Finally, the model of innovative organizational culture, transformational leadership style, professional ethics, and quality of work life was designed in the Islamic Azad University of Mazandaran region. Also, the findings of the quantitative part showed that the factor load, average variance extracted, and Cronbach's alpha of all components were higher than 0.70. The model of innovative organizational culture based on transformational leadership style, professional ethics, and quality of work life had a good fit. Professional ethics and quality of work life directly and significantly affected innovative organizational culture (P<0.001). Still, the transformational leadership style did not directly and significantly affect innovative organizational culture (P<0.05). Conclusion: Considering the importance of innovative organizational culture in Islamic Azad University and the present research findings, it is possible to provide the basis for promoting innovative organizational culture by improving the dimensions and components identified for transformational leadership style, professional ethics, and quality of work life.

Objectives: The present study aimed to investigate the relationship between active work behaviors, transformational leadership style, and work engagement of vocational school teachers with the mediating role of innovation culture using Structural Equation Modeling(SEM). Methods & Materials: This research is applied and correlational. The study population consisted of teachers of vocational school in Urmia city during the academic year 2021-2022, totaling 309 individuals. A sample of 200 teachers was selected using stratified random sampling and Cochran's formula. The data were collected using the Zopiatis et al. work engagement questionnaire (2014), Tornau and Ferse's active work behaviors scale (2013), Bass and Avolio's transformational leadership style scale (1995) and Dobni's innovation culture scale (2008). The validity and reliability of the instruments were confirmed. Structural equation modeling (SEM) was used to analyze the data using SPSS and AMOS24 software. Results: In this study, a model of relevant variables affecting work engagement was examined. The findings showed that innovation culture and active job behaviors have a direct, positive, and significant effect on work engagement. The direct effect of active job behaviors, transformational leadership style on innovation culture is positive and significant. Moreover, the mediating roles of innovation culture on work engagement were confirmed. Active job behaviors, transformational leadership style, affect work engagement through the mediating variable of positive and meaningful innovation culture. Conclusions:The findings highlighted the importance and role of active job behaviors and transformational leadership style in increasing work engagement of vocational school’s teachers  through innovation culture