دانلود و نمایش مقالات مرتبط با Leadership::صفحه 6
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نتیجه جستجو - Leadership

تعداد مقالات یافته شده: 186
ردیف عنوان نوع
51 Examining institutional work that perpetuates abuse in sport organizations
بررسی کار نهادی که باعث سوء استفاده در سازمانهای ورزشی می شود-2019
In this research, the author sought to understand how organizational practices that harbor and, ultimately, perpetuate abuse become legitimized. The authors drew from the tenets of institutional work to understand how institutional structures were created and legitimized to allow abuse to perpetuate within sport organizations. In examining the sexual abuse scandals of Penn State University, Baylor University, and Michigan State University, the authors found that university administrators and stakeholders obscured reporting and investigative processes, enacted internal discipline structures that were uncompliant from formal regulations, valorized the perpetrators and university leadership, silenced victims, and engaged in collusion. The authors theorized these actions as legitimacy work designed to legitimize the universities’ management of abuse. In effect, these actions contributed to the harboring and perpetuation of abuse. The implications for the study and management of abuse in sport are discussed.
Keywords: Abuse | Institutional work | Legitimacy
مقاله انگلیسی
52 رهبری: گذشته، حال و اینده : تکامل یک ایده
سال انتشار: 2019 - تعداد صفحات فایل pdf انگلیسی: 8 - تعداد صفحات فایل doc فارسی: 17
تعریف یک رهبر و ویژگیهایی که نشان دهنده رهبری است در طی قرنهای گذشته تکامل یافته است. محققان ویژگیهای رهبری را با استفاده از انواع مختلف روش شناختی ها از زمان کشف مفهوم رهبر و رهبری در انواع واژه نامه ها بوجود اورده اند. با این وجود، یک روش شناختی پایدار و یا حتی اتفاق نظر در مورد ماهیت اثربخشی رهبر موضوع مورد بحث در مذاکرات بسیاری بوده است. درکِ ارمانهاب رهبری کمک میکند تا نیازمندیهای اساسی رهبران شناسایی شود و مجددا تکامل تاریخِ تئوریها و اصول رهبری مورد بررسی قرار گیرد. ایده های اولیه رهبری در زمان تکامل انقلاب صنعتی ظهور یافتند که رهبر را بعنوان یک فرد بزرگ معرفی کردند. در طول این دوره از تاریخ، تئوریهای پیرامون رهبران و رهبری تکامل یافتند و در هر عصری تغییر نمودند. نظریه های صفات و مدلهای رفتاری روشهایی ایده ال ارایه میدهند از جمله رهبری اصیل و رهبری تحت تاثیرگذار بر محیط زیست .نظریه های مدرن الگوی سنتی رهبری عمودی را معکوس نموده و بشکل مسطحی از یک رهبری پویا پویا در می اورند که در آن رهبران برحسب نوع وظیفه و کاری که انجام میدهند قابل تبادل هستند. در حالیکه پیچیدگیهای هر کدام از تئویها نمیتواند کامل و جامع در این متن مورد بررسی قرار گیرد، مرور و تکامل اصول رهبری در فراهم نمودن چارچوبی برای درک بهتر بعنوان تکامل تئوری رهبری از اوایل عصر جدید بسیار حایز اهمیت بوده است.
واژگان کلیدی : پویایی گروه | رهبر | رهبری | تئوری مدیریت | رفتار سازمانی
مقاله ترجمه شده
53 مدیریت بحران در ادارات دولتی: مدل سه مرحله ای برای حوادث ایمنی
سال انتشار: 2019 - تعداد صفحات فایل pdf انگلیسی: 7 - تعداد صفحات فایل doc فارسی: 21
این مطالعه با هدف بررسی عوامل مؤثر بر مدیریت بحران در ادارات دولتی برای حوادث ایمنی ، در مرحله پیش از بحران ، بحران و پس از بحران انجام شده است. نمونه آماری از 177 شرکت کننده باتجربه در مدیریت بحران از دولت، سازمان های دولتی و نیروهای امنیتی/نظامی در یونان تشکیل شده است. داده ها با استفاده از پرسشنامه های ساختاری در مجموعه ای از مصاحبه های شخصی جمع آوری شدند. نتایج نشان می دهند که توانایی سرپرست و اعضاء تیم مدیریت بحران در اتخاذ تصمیمات صحیح، ارتباطات داخلی و خارجی و نوع بحران ها، عوامل مؤثر (پیش بینی کننده) در سه مرحله مدیریت بحران (پیش از بحران، حین بحران و پس از بحران) در ادارات دولتی می باشند. مضامین مدیریتی عبارتند از نیاز به پیاده سازی تغییرات فرهنگی و ساختاری، توسعه توانایی سرپرست تیم مدیریت بحران در تصمیم گیری در شرایط اضطراری، تغییر کانال ها و رویه های ارتباطات رسمی داخلی و بازطراحی راهبرد ارتباطات خارجی به منظور خمدیریت مؤثر رویدادهای ایمنی روز در یک محیط پویا و غیرقابل پیش بینی.
کلمات کلیدی: حوادث ایمنی | ارتباطات | تصمیم گیری | مدیریت بحران | ادارات دولتی | رهبری.
مقاله ترجمه شده
54 The rehabilitation of the mentally disabled in the community act in Israel: Entrepreneurship, leadership, and capitalizing on opportunities in policy making
بازسازی معلول ذهنی در عمل جامعه در اسرائیل: کارآفرینی، رهبری، و سرمایه گذاری در فرصت ها در سیاست گذاری-2019
This paper examines the role of policy entrepreneurs in the formation of a rehabilitation program in the field of mental health in Israel, shedding light on their role in general and specifically in mental health policy formation. Our research is based on a historical case study. The legislation process was examined through interviews with key actors in the legislative process and archival materials. While in general our findings reinforced existing literature, our research also revealed new information on several topics: organizations as policy entrepreneurs; inter-sectorial coalitions of entrepreneurs; and possible problems arising from the concept of ‘leadership by example.
Keywords: Policy formation | Policy entrepreneurs | Mental health policy | Mental health rehabilitation
مقاله انگلیسی
55 Nutrition-Focused Food Banking in the United States: A Qualitative Study of Healthy Food Distribution Initiatives
بانکداری مواد غذایی با محوریت تغذیه در ایالات متحده: یک مطالعه کیفی از ابتکارات توزیع مواد غذایی سالم-2019
Background Nutrition-focused food banking is broadly defined as organizational and programmatic efforts to address nutrition-related health disparities among charitable food clients. Additional information is needed to systematically describe how US food banks, as key influencers of the charitable food system, are working to advance nutrition-focused food banking initiatives in their communities. Objective Our aim was to describe food bank leadershipeidentified organizational strategies, “best practices,” and innovative programs for advancing nutrition-focused food banking in the United States. Design We conducted semi-structured qualitative interviews to elicit information about the nutrition-focused food banking practices and processes being employed by US food banks. Participants/setting Participants comprised a purposive sample of food bank executives (n¼30) representing a diverse selection of food banks across the United States. Interviews were conducted between April 2015 and January 2017 at national food bank conferences. Analysis Two researchers independently reviewed transcripts to identify themes using code-based qualitative content analysis. Results Executive leader descriptions of specific strategies to support nutrition-focused food banking centered primarily around the following four major themes: building a healthier food inventory at the food bank; enhancing partner agency healthy food access, storage, and distribution capacity; nutrition education outreach; and expanding community partnerships and intervention settings for healthy food distribution, including health care and schools. Conclusions Study findings indicate that food banks are implementing a variety of multilevel approaches to improve healthy food access among users of the charitable food system. Further evaluation is needed to assess the reach, scalability, and sustainability of these various approaches, and their effectiveness in reducing determinants of nutrition-related health disparities.
Key Words: Food bank | Food insecurity | Fruits and vegetables | Community nutrition | Qualitative research
مقاله انگلیسی
56 Hubris syndrome in the relationship between School-Heads and Board-Chairs in private commercial secondary schools in Botswana: Implications for school leadership
سندروم گستاخی در رابطه بین مدیران مدرسه و هیئت مدیره در مدارس راهنمایی خصوصی تجاری در بوتسوانا: دلالت ها برای رهبری مدرسه-2018
This paper explored two issues as follows: (a) whether hubris syndromes have manifested in the leadership behaviour and working relationships of the school heads and board chairs in private commercial secondary schools; and (b) the implications of these findings for school leadership. The participants of the study were the school-heads and board-chairs working in 10 commercial private secondary schools located in the urban and peri-urban areas of Gaborone, Botswana. These schools were selected conveniently, based on the willingness of the school-head/board-chair to participate, the ownership structure, and the duration of the school-head/board-chair joint working relationship. Documents such as reports and newsletters were the main data sources. These were analyzed using content analysis and frequency counts. The findings revealed elements of hubris in the leaders’ correspondences. Among the board-chairs, the symptoms of hubris included excessive confidence whereas, among the school-heads, the symptoms of hubris included an identification with the organisation. One factor that may account for these finding is the ownership arrangement of the private schools. Many had the board chair as the owners. Various implications for school leadership have been discussed.
keywords: Hubris syndrome |Commercial private-school |School-head |Board-chair |Working relationship |Botswana
مقاله انگلیسی
57 Managing people in organizations: Integrating the study of HRM and leadership
مدیریت افراد در سازمان ها: یکپارچه سازی مطالعه مدیریت منابع انسانی و رهبری-2018
The studies of Leadership and HR-Management share a common goal: Developing a better understanding of how to effectively manage people in organizations. Despite this shared goal, these fields of research remain largely independent, with few studies considering how HRM and Leadership co-determine employee motivation and performance. This state of the literature is deplorable as Leadership and HRM have the potential to counterbalance each other; in theory as well as in research design. In this overview article to this special issue, we first highlight similarities and differences in approaches to people management by mapping key approaches to Leadership and HRM on a value framework. Next, we integrate theory on person-environment fit and strategic HR alignment to map seven possible ways in which Leadership and HRM may interact: Independent, Enactment, Supplementary Fit, Synergistic Fit, Complementary Fit, Perceptual Filter, and Dynamic Fit. We discuss the implications of this theoretical framework for future research that studies the intersection of Leadership and HRM.
keywords: HRM |Leadership |Fit |Alignment |People management
مقاله انگلیسی
58 High performance work practice implementation and employee impressions of line manager leadership
اجرای روش کاری دارای عملکرد بالا و گمان های کارکنان درباره رهبری مدیر خط-2018
Human resource management (HRM) research has documented the importance of high performance work practices (HPWPs) to organizations, and recent efforts have argued for increasing attention to the role of line manager implementation of HPWPs. To date, research in this area has focused largely on the organizational or employee implications of HPWP implementation, ignoring the process through which implementation affects outcomes. In this article, we use theory on impression formation to describe the perceptual process through which line manager implementation of HPWPs facilitates the formation of different employee impressions of manager leadership styles. We argue that this process is contingent upon employee attributions of implementation intent, which are influenced by the interaction of employee affective and attributional tendencies with line manager implementation style (i.e., political skill). Our conceptualization of this process contributes to HRM research by demonstrating the benefits of integrating it with leadership theory, as well as identifying the role of interpersonal perceptual processes in the effects of HPWPs.
keywords: High performance work practices |HR implementation |Line manager |Political skill |Transformational leadership |Transactional leadership
مقاله انگلیسی
59 HR systems, attachment styles with leaders, and the creativity–innovation nexus
سیستمهای منابع انسانی، شیوه های الصاق با رهبران و پیوند خلاقیت - نوآوری-2018
The aim of this paper is to bring together literature on strategic human resource management and leadership and theorize about their cross-level interplay. Specifically, we offer propositions in relation to the interactive influence of attachment styles that followers perceive to have developed in their dyadic relationship with their leaders/supervisors and HR systems on individual innovation processes. We narrow in on three leadership attachment styles perceived by employees (secure, anxious, and avoidant) and two opposite HR systems in organizations (compliance and commitment) in order to propose that their interactions have different roles in predicting two different elements of employees innovative work behavior: idea generation and idea implementation behaviors. Our theorizing results in a conceptual model and a matrix of 12 specific propositions about potentially promoting (complementing or positively supplementing) or inhibiting (in the case of no fit or negative supplement) multiple effects of different combinations of attachment styles and HR systems. We conclude by discussing suggestions for future research, methodological considerations, and practical implications.
keywords: Leadership attachment styles |HR systems |Creativity |Innovation
مقاله انگلیسی
60 Is role stress always harmful? Differentiating role overload and role ambiguity in the challenge-hindrance stressors framework
آیا اظطراب برای نقش همیشه مضر است؟ متمایزسازی اضافه بار نقش و ابهام در نقش در چارچوب تنش زاهای مانع از چالش-2018
This study differentiates the influences of role overload and role ambiguity on employee service quality from challenge-hindrance stressors, and explores the underlying mechanism regarding how and when such effects occur. Collecting data from 1645 employee-supervisor pairs in 49 tourism firms in China, hierarchical linear modeling results support the challenge-hindrance stressors theory by demonstrating that role overload has no effect and role ambiguity a negative effect on service quality. Analysis suggests that employee psychological empowerment fully mediates the negative effect of role ambiguity on service quality, though no similar mediating was found with role overload. Cross-level moderation analysis suggests that a supportive leadership climate triggers a positive effect of role overload on employee psychological empowerment, but does not buffer the negative effect of role ambiguity on the same.
keywords: Role overload |Role ambiguity |Challenge-hindrance stressors |Employee psychological empowerment |Organizational supportive leadership climate |Service quality |Hierarchical linear modeling
مقاله انگلیسی
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