تاثیر مولفه‌های حکمت (بر اساس مکتب برلین) بر رهبری تحول‏گرا: با نگاهی به نقش منفی خودشیفتگی

حکمت حل مشکلات همراه با دانش و تجربه ‏های مفید با لحاظ کردن فضیلت در موقعیت های ویژه به منظور رسیدن به خیر عمومی و همگانی است. مکتب برلین در تعریف حکمت بر دانش تخصصی به منظور قضاوت و توصیه دربارۀ مشکلات پیچیده و اقدامات اساسی زندگی تاکید می‏ کند؛ بنابراین، رسیدگی به مشکلات اساسی زندگی از نگاه حکمت ضرورتی است که باید بررسی شود. پژوهش حاضر با هدف بررسی تاثیر حکمت از نگاه مکتب برلین و همچنین، نقش خودشیفتگی بر رهبری تحول­گرا انجام شده است. پژوهش حاضر مبتنی بر فلسفۀ اثبات­ گرایی با رویکرد استقرایی است. روش پژوهش از نوع پیمایشی در یک مقطع زمانی مشخص بوده است. جامعۀ آماری پژوهش کارکنان ادارات دولتی شهر ملایر به تعداد 870 نفر بود و حجم نمونه بر اساس جدول کرجسی و مورگان، به روش در دسترس، 266 نفر انتخاب شد. برای بررسی فرضیه ها، از پرسشنامه مطابق طیف لیکرت استفاده شد. پایایی ابزار با استفاده از ضریب آلفای کرونباخ و اعتبار سازۀ آن با استفاده از نرم افزار اسمارت پی ‏ال ‏اس تایید شد. همچنین، تجزیه ‏و تحلیل یافته ها با استفاده از نرم افزار اسمارت پی ‏ال ‏اس و الگوی تحلیل مسیر انجام شد. نتایج پژوهش نشان داد متغیرهای حکمت از نگاه مکتب برلین، یعنی دانش واقعی غنی دربارۀ زندگی، دانش رویه ای غنی دربارۀ زندگی، بسترگرایی طول عمر، نسبیت ارزش ‏ها و اولویت های زندگی، تشخیص و مدیریت عدم اطمینان، بر رهبری تحول‏گرا اثری معنا­دار دارند. همچنین، خودشیفتگی بر رهبری تحول­گرا اثری منفی و معنادار داشت؛ بنابراین، می توان گفت حکمت با تحول عجین و مرتبط است و یکی از راه های تحول در سازمان ها می­ تواند استفاده از سازۀ حکمت باشد؛ البته در صورتی که خودشیفتگی در آن راه پیدا نکند.

the effect of wisdom components (based on berlin paradigm) on transformational leadership: the negative role of narcissism

purpose:  in defining wisdom, the berlin school emphasizes specialized knowledge to judge and advise on complex issues and basic life actions. therefore, it is necessary to deal with the basic issues of life from the point of view of wisdom. beyond knowledge, wisdom can combine feelings, experience, creativity, and knowledge so that the actions of organizations benefit everyone and society. since wisdom seeks &public good& and to achieve &public good& one must change and go beyond common approaches, this structure can play a positive role in organizational transformation and especially transformational leadership. some researchers have also suggested that wisdom may promote positive forms of leadership toward the well-being and development of followers and organizations. the present study was conducted to investigate the effect of wisdom from the perspective of the berlin school and also the role of narcissism on transformational leadership.design/methodology/approach: the current research is based on the philosophy of positivism with an inductive approach. the research method was a survey at a specific time. the statistical population of the research is 870 employees of public offices in malayer city; 266 people were selected based on the krejcie and morgan table, using the sampling available method. a questionnaire, according to the likert scale, was used to check the hypotheses. the instrument’s reliability was confirmed using cronbach’s alpha coefficient and its construct validity was confirmed using smartpls software. also, the findings were analyzed using smartpls software and a path analysis model.findings: the research results showed that wisdom variables have a significant effect on transformational leadership. that is, rich factual knowledge about life, rich procedural knowledge about life, lifespan contextualism and recognition and management of uncertainty have a positive and significant effect on transformational leadership. the results also showed that the relativism of values and life priorities had a negative and significant effect on transformational leadership. also, narcissism had a negative and significant effect on transformational leadership. therefore, it can be said that wisdom is intertwined with transformation and one of the ways of transformation in organizations can be the use of the structure of wisdom, of course, if narcissism does not find its way into it.discussion and conclusion: wisdom plays a crucial role in facilitating transformational leadership within organizations. leaders who possess wisdom, characterized by deep knowledge of both personal and organizational life, are better able to understand themselves, others, and the dynamics of human relationships. this understanding allows them to guide their employees effectively, fostering growth, development, and positive organizational change. such leaders are adept at motivating their followers by considering all necessary factors, which leads to greater employee engagement and organizational transformation. leaders with a sense of lifespan contextualism—a comprehensive understanding of past and present life situations—are particularly effective in shaping the future of their organizations. this ability to draw on past experiences to inform future decisions enhances their leadership, especially in transformational contexts. when followers recognize this wisdom in their leaders, they are more likely to embrace and actively contribute to transformational initiatives. the ability to navigate ambiguity and uncertainty is also a key trait of transformational leaders. those who can make clear decisions in uncertain situations and confidently manage organizational change are more likely to succeed in driving transformation. additionally, leaders who are aware of uncertainty and can respond effectively, regardless of other differences, demonstrate stronger transformational leadership behaviors. while leaders who embrace relativism and cultural flexibility can foster inclusivity, excessive tolerance in difficult situations may undermine their effectiveness. furthermore, narcissistic leaders, who focus on their own self-interest, are unlikely to succeed in transformational leadership roles. their followers are less likely to be influenced by their leadership, undermining the success of transformation efforts. in conclusion, wisdom, the ability to handle uncertainty, and a balanced approach to flexibility are key factors that enhance transformational leadership.