تبیین مولفه‌های رهبری اخلاقی در سازمان صنایع دفاع جمهوری اسلامی ایران با رویکرد کیفی

هدف پژوهش حاضر، معرفی ویژگی‌هایی از رهبران اخلاقی است. این پژوهش دارای فلسفه تفسیری، رویکرد کیفی و استراتژی داده بنیاد مبتنی بر رویکرد ظاهرشونده گلیزری می‌باشد. جامعه مورد مطالعه این پژوهش، سازمان صنایع دفاع جمهوری اسلامی ایران بوده است. در ارتباط با نمونه نیز، با 22 نفر از مدیران ارشد و اخلاقی سازمان که نسبت به مولفه‌ها و ویژگی‌های رهبران اخلاقی، آگاهی لازم و کافی داشتند، مصاحبه­های عمیقی صورت پذیرفته است. روش نمونه‌گیری بر اساس نمونه‌گیری گلوله برفی بوده است. باتوجه به روش جمع‌آوری داده‌ها که مصاحبه بوده است، روش تحلیل داده‌ها از طریق روش تحلیل مبتنی بر روش کدگذاری گلیزری بوده و نتایجِ حاصل از تحلیل مصاحبه‌ها و کدگذاری در دو مرحله کدگذاری حقیقی و نظری نشان داد که مولفه‌های رهبری اخلاقی شامل دین‌مداری، شخصیت اخلاقی، انقلابی بودن و بینش تحلیلی می‌باشد. هریک از این مولفه‌ها شامل مقولاتی هستند که در مجموع 4 مولفه، 43 مقوله و 698 مفهوم احصا گردید. در مجموع با توجه به مولفه‌های رهبری اخلاقی در این پژوهشِ بومی، رهبران اخلاقی این سازمان، دارای ویژگی‌هایی هستند که مدیران سازمان صنایع دفاع را تشویق می‌کنند تا برای مقابله با تهدیدات دشمنان، محدودیت‌های بین‌المللی و اقتصادی، تعالی سازمانی، نوین‌سازی و تحول در سازمان، به این شاخص‌ها دست پیدا کنند تا بتوانند کارکنان سازمان را با انگیزه و تلاش بهتری به سمت اهداف سازمانی سوق دهند.

explanation ethical leadership components in islamic republic of iran’s defense industry organization with a qualitative approach

the purpose of the present study is to introduce those characteristics of ethical leaders. this research uses an interpretive philosophy, a qualitative approach, and a grounded strategy based on glaser’s emergent approach. the study population was the defense industries organization of the islamic republic of iran. in addition, comprehensive interviews were conducted with 22 senior and ethical managers of the organization who were knowledgeable about the components and characteristics of ethical leaders. the sampling method was based on snowball sampling. since the data were collected using interview method, the data analysis method was based on the glaser’s coding method, and the results of interview analysis and coding in two stages of actual and theoretical coding showed that ethical leadership components included religiosity, ethical personality, being revolutionary and having analytical insights. each of these components comprises categories that totaled 4 components, 43 categories, and 698 concepts. overall, considering the ethical leadership components in this indigenous study, ethical leaders in this organization have characteristics that encourage defense industries organization executives to achieve these benchmarks to cope with enemy threats as well as international and economic constraints and attain organizational excellence as well as modernization and transformation in the organization so that they can drive organization employees toward organizational goals with better motivation and more efforts.introductionethics and ethical leadership is one of the topics that has always been of interest to individuals and organizations and has recently been extensively studied and researched as an interesting topic (laajalahti, 2018). the abundance of research in this area is evidence of the importance of ethics (maroto-sánchez, 2012). on the other hand, one of the issues that has been the concern of organizations and researchers for the past four decades is leadership styles. it is also important for government and government agencies to examine the issue of organizational ethics (joseph et al., 2009), because research results indicate that the weakness of organizational ethics will reduce the sense of responsibility in the organization, reduce productivity, increase organizational costs and lead to the spread of unethical behavior in the organization (duh et al., 2010). therefore, due to the importance of ethical issues in the workplace (caza et al., 2004), ethics has become an essential element in organizations (trevino nelson, 2016), because ethical leadership can influence the formation of an ethical environment in an organization, which in turn affects and reduces deviant behavior in the workplace.theoretical frameworkexperts and scholars have examined the term leadership from various perspectives and provided various definitions of it. mohammed et al. (2014: 89) consider the leadership as an essential and dynamic element of employee satisfaction and organizational performance that is seen as an important issue in employee job satisfaction and as a critical factor for organizational success. ho et al. (h2016: 160) define leadership as a process of social effectiveness through which the leader seeks to create a voluntary participation of followers to achieve the organization’s interests and goals. some others have also identified the leader as a determinative, motivating, driving, mobilizing, influential person for followers to make them perform their tasks to achieve specific organizational goals (elbaz haddoud, 2017).ethical leadership, through demonstrating ethical behavior and consequently the development of ethical behavior, leads to commitment in followers (caldwell, 2017). ethical leadership was conceptualized by brown, treviño, and harrison (brow, et al., 2005) as follows: