بررسی تاثیر رهبری اصیل بر اعتماد سازمانی کارکنان(مطالعه موردی: خیریه های شهر اصفهان)

پژوهش حاضر با هدف بررسی تاثیر ابعاد رهبری اصیل بر اعتماد سازمانی کارکنان و تحلیل مولفه‌های آن در بین کارکنان خیریه‌های شهر اصفهان انجام شد. این پژوهش از لحاظ هدف، کاربردی و ازنظر ماهیت و روش، توصیفی و از نوع پیمایشی است. تعداد 217 نفر به روش نمونه‌گیری دردسترس به‌عنوان نمونه انتخاب شدند. این پژوهش شامل 4 فرضیه است که برای بررسی این فرضیات از پرسشنامه‌ استاندارد استفاده شده است. در این پژوهش برای بررسی روایی پرسشنامه از روایی محتوایی و روایی سازه استفاده شد و همچنین، برای تعیین پایایی پرسشنامه از روش آلفای کرونباخ استفاده شد که مقدار آن برای مولفه‌های رهبری اصیل (خودآگاهی0.82، ، پردازش متوازن، 0.79، شفافیت در رابطه، 0.77 و جنبه اخلاقی درونی‌شده، 0.79) و مقدار آن برای متغیر اعتماد سازمانی، اعتماد افقی (0.78)، اعتماد عمودی (0.74) و اعتماد نهادی (0.80) به دست آمد. برای تجزیه‌وتحلیل داده‌ها و آزمون فرضیه‌ها نیز از نرم‌افزارهایspss 22  و amos 22 استفاده شد. نتایج آزمون فرضیه‌ها نشان دادند رهبری اصیل بر اعتماد سازمانی کارکنان تاثیر معناداری دارد، رهبری اصیل بر اعتماد افقی کارکنان تاثیر معنا‌داری دارد، رهبری اصیل بر اعتماد عمودی کارکنان تاثیر معنا‌داری دارد و رهبری اصیل بر اعتماد نهادی کارکنان تاثیرگذار است.

the impact of authentic leadership on organizational trust of employees (case study: isfahan charities)

introductionone of the problems of organizations is the lack of trust between managers and employees. the lack of trust causes the loss of the organization’s resources and the failure to achieve its goals. organizations need managers who become leaders to build trust. authentic leadership is an organizational leadership style that is based on the integrity of leaders in the workplace. trust, and in particular trust in leadership, is an essential and enduring component in the success of an organization, and authentic leadership is defined as being trustworthy (rog, 2021). authentic leadership includes a multifaceted process in which leaders seek to establish effective communication with employees based on trust (sheikh et al., 2022). when employees trust their leaders, they have fewer negative feelings leading to a better performance (anthony et al., 2021). according to gardner and schermerhorn (2019), authentic leadership has a significant impact on positive organizational behaviors such as trust. one of the important factors in creating trust is the presence of authentic leaders in the organization. this research is innovative because it studies charities and examines the element of trust, which is one of the most important factors in choosing a charity. the objective of this research is whether authentic leadership affects organizational trust or not. research methodologythe current research is practical in terms of purpose, and in terms of the nature and method of data collection, it is descriptive survey research of the field type. the statistical population of the study is 500 employees of charities in isfahan city in various fields such as healthcare, livelihood, empowerment, and marriage. this statistic was obtained by an inquiry from the social affairs office of isfahan governorate. the sample size was calculated as 217 people based on the table of karjesi and morgan. the sampling approach in this research is the convenience sampling method. the questionnaire covered 28 specific questions, in which the authentic leadership variables included four dimensions of self-awareness, balanced processing, relational transparency in the relationship, and internalized moral perspective. the organizational trust variable includes three dimensions horizontal, vertical, and institutional trust. content and construct validity methods were used to assess validity. in terms of construct validity, first-order confirmatory factor analysis in amos software was implemented. the factor loadings of the questions were examined and the factor loadings of all questions were greater than 0.5, so the construct validity was confirmed. cronbach’s alpha was used to measure reliability. statistical analysis was done by spss and amos software.research findingsaccording to the findings, 75% of respondents were male in terms of demographic characteristics. in terms of education, most of the respondents had a bachelor’s degree, and in terms of work experience, most of the respondents had more than 12 years of work experience. kolmogorov-smirnov test was used to check the normality.