Yaghob madadi. Master of change management, Islamic Azad University, department of management, Bonab, Iran

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1 International Research Journal of Applied and Basic Sciences 2015 Available online at ISSN X / Vol, 9 (5): Science Explorer Publications Investigate the relationship between leadership style and organizational attachment to human dignity (A Case Study of Education Office of the city of Tabriz) Yaghob madadi Master of change management, Islamic Azad University, department of management, Bonab, Iran ABSTRACT: Investigate the relationship between leadership style and organizational attachment to human dignity (A Case Study of Education Office of the city of Tabriz) The main objective of the study was to investigate the relationship between leadership styles and organizational attachment to human dignity (A Case Study of Education Office of the city of Tabriz) is. Based on a comprehensive review of the literature on the subject, to collect data from the questionnaires, the reliability of 81.6 was used. Given the objectives and hypotheses examined conceptual model analysis of the changing relations through structural equation analysis was performed with LISREL software. Results The results showed a significant relationship between leadership style component makers and dignity belong there. Key words: leadership style, organizational belonging, dignity, Office of Education, the city of Tabriz INTRODUCTION Today, according to researchers in all aspects of the organization's leadership style is current. Thus, the impact of organizational behavior such organization belonging to the affects. These effects may be the motivation or lack of it, in any case, at the close of manpower. Efficiency and organizational development, human resources depends largely correct (KaramiNia et al., 2010). Today the purpose of education is not only the transfer of heritage and human experiences to the new generation of its major mission desirable changes in the attitudes and behavior of men. Educational system to reach its final leaders need to use the force of ideas and effective methods of teaching and teacher education itself. Many of work, lack of acceptance of responsibility, increased losses, aberrant expression of grievances and expectations, aggressive behavior, irrational conflicts between management and employees, spreading rumors, resistance, and increased human and technical problems occur when the expectations and objectives of the in stark contrast to the informal organization, goals and expectations is the official organization. A lot of people in the organization belong to their respective organizations effectively. One of the most important factors in schools and education systems and schools run by managers and administrative staff style schools. Schools need to develop a design that provides teachers and students to achieve perfection. And the organization of the duties to be performed by individuals so that they are rooted in the intrinsic motivation and satisfaction. Know your goals and individual goals of the organization and management in the light of the sense of belonging to the organization to respond to the needs of the organization of their (GUMUS, 2001). Dignity is one of the basic and important issues in ethics and always divine and natural scientists have discussed the matter. In Islam, the dignity of particular importance. The ego is a kind of perfection in human dignity, in fact, belong to the soul and body in response tool and servant spirit of generosity benefit. Given that create a sense of belonging and attachment to human dignity and their employees to achieve organizational goals, requires the application of style or leadership style is ideal. No style or styles of leadership in the organization makes perfect indifference and disregard for the dignity of their employees lack the organizational goals. Therefore, the present study was to find a style or styles for managing the entire office staff education Tabriz city seems necessary. Life cycle theory A move towards open systems, the design of "situational or contingency theory" was in This perspective focuses on the future of small and limited provisions abandoned its previous opinion. The theory of the

2 strength of the human aspects, but because of the insertion of other factors, such as technological and economic system in his view, is considered complete. Contingency theory is derived from systems theory or system is realistic. Briefly, the theory of contingency means that different environments, to achieve maximum efficiency requires different organizational relationships. Accordingly, only one "best way" does not exist. Contingency-based approach, the structure that is useful to an organization, the organization may have other non-utility, and said, "structure at a good time, may in the future (due to changed circumstances) does not work well" (Bartol and Martin, 1998). Nevertheless, the contingency theory should not be considered a promising step, the final evolution of the current management thinking (Kreitner, 1998) Life cycle theory (Hersey and Blanchard) is the contingency theory. In this theory, there are two styles of leadership: task-oriented leadership relation-oriented leadership Four style of this theory are as follows: Grammatical style Style Supplier Participatory style The authority delegated style According to what was said in relation to leadership and management styles, if leaders do not have the knowledge to management styles. And they do not fit the situation. Not only the spirit of participation and consultation of employees decreases. But also the organizational confusion and every innovation is blocked (Rezaeaian, 2004). Corporate membership Porter awarded based on the strength of identification (identification) and the participation of an individual in the organization (Porter, 1999). In this view, is owned by three factors: the goals and values of the organization, willingness to work with the organization to achieve its goals, a desire to remain in the organization. In this view, who is viewed as a one-dimensional concept, which focuses on the emotional attachment (Ranjbarian, 2007) Creating conditions for membership organization Acceptance At this stage, the influence of others to get something like that done right. Identification or replication in the middle of the stage and introduced her to continue satisfying relationship occurs. They are proud to join the organization. Internalization of In this phase you realize that the values of the organization are inherently and intrinsically rewarding and are consistent with personal values. (Proof, 2006) Human dignity Like all models of organizational model for human dignity is a non-normative model. These criteria are considered central to this model as the basis for an evaluation of the firm (Adel Nejad, 2007). Fundamental values, goals that a successful organization that seeks to preserve the dignity of the human being to achieve them. Ambitious goals usually are, therefore, for these organizations to achieve these goals, we must know how to act and operate, requires organizations to implement measures that lead to the goals. Model of human dignity The incorporation of the concept of human dignity in the Universal Declaration was the culmination of a significant historical evolution of the concept. Although the story is complex, for present purposes we can identify, since Roman times, several main (overlapping) developments of dignity as a Western philosophical-cum-political concept(kroeze, 2008). The concept of dignities hominids in classical Roman thought largely meant status. Honors and respect should be accorded to someone who was worthy of that honors and respect because of a particular status that he or she had. So, appointment to particular public offices brought with it dignities. As Cancik writes, the term denotes worthiness, the outer aspect of a person s social role which evokes respect, and embodies the charisma and the esteem presiding in office, rank or personality (Cancik, 2004). Indeed, dignities was not confined to humans and applied to institutions and the state itself. This concept of dignity has long been incorporated in some legal systems in the private law context as the basis for providing protection for dignity in the sense of status reputation, and privileges (DiSanto, 2000). Each of these criteria leads to a number of criteria 728

3 and divided. In this model, human dignity, human dignity code is a set of index values for individuals and organizations other than the priority that should be followed by all employees and managers. Ie codes and indices of human dignity, norms and beliefs of the organization are considered (Adel Nejad, 2007). Mental variables; Behavioral variables; functional physical variables Conceptual model for formulating hypotheses, In the present study was to investigate the relationship between leadership styles and organizational attachment to human dignity (A Case Study of Education Office of the city of Tabriz), component-based leadership style theory Hersey and Blanchard (1999) and human dignity based on variables such as Adel nejad (2007), is considered as a theoretical framework. Leadership styles Task-oriented leadership Relation-oriented leadership Corporate membership 1. Acceptance 2. Internalization 3. Identification Human dignity 1) Mental variables; 2) Behavioral variables; 3) Functional 4) Physical variables Figure 2.conceptual model Now, according to the conceptual model of the research hypothesis is stated as follows: Research hypotheses There is positive relationship between Acceptance and leadership styles. There is positive relationship between Internalization and leadership styles There is positive relationship between Identification and leadership styles There is positive relationship between mental variables and leadership styles There is positive relationship between Behavioral variables and leadership styles There is positive relationship between Functional and leadership styles There is positive relationship between Physical variables and leadership styles Research method The purpose of this research is the application and from method this study by regarding the relationship between variables is a correlation research because wants to be identify the relationship between the dependent and independent variables. Methods and tools for collecting information a) Library Method: in order to study research subject theoretical and access to basic information by using domestic and foreign publications and books, as well as Internet was used to obtain the relevant articles. 729

4 b) Field Method: In order to collect data to test the hypothesis and is used With regard to the subject of the survey methodology. Sample size and sampling method The target population of this study, all directors and employees of the Department of Education is the city of Tabriz. The number of population in the period in 2014, 167 people. The sample size for estimating the proportion in community is calculated by the following formula: After determining the sample size, Community members randomly selected from between of managers and employees insurance. Reliability and validity of questionnaire In the formulation of questionnaire, validity content applied factitious Based on this questions of questionnaire were Case Study Experts, Scholars and teachers related and After reviewing questions that have conceptual and apparently problems were corrected and questions that have lower validity were removed, And questions that have lower validity were removed and finally the confirmed questionnaire was developed. For its reliability was used of Cranach s alpha coefficient that its 86%.value obtained RESULTS After analyzing the research model, the final output of the independent and dependent variables and the relationships between them by Lisrel results are shown in Fig. The numbers on the arrows are lines, T-Value values between the independent variable and dependent on the reverse. As can be seen in Figure P-Value of , which is equal to the value of 0.05 is greater than the utility of the model is good. RMSEA values equal to 0.014, which is less than the error. Figure 2. analyzing the research model 730

5 Fitting indexes test structural equation Although a variety of tests that overall indicators of fitness (Fitting indexes) are called constant comparison are developed, but still there is no consensus even as an optimal test. The result is that articles of various parameters has to offer and even versions of popular programs, SEM, such as software Lisrel, Amos, EQS, as well as a number of indicators of fitness to lose(schumacker & Lomax, 2010). that measures various ways have been classified they are classified as one of the main absolute, relative and are adjusted. Table 1. Evaluation of structural equation test of the fitness index calculated by LISREL Test the hypothesis There is positive relationship between Acceptance and leadership styles. variables (attachment means leadership style on acceptance) is 0.38 and the t statistic is 9.35 is greater than the critical value 1.96 and Thus, in addition to the 95% level the null hypothesis is rejected at the 99% confidence level and a positive and significant relationship between leadership styles based on the hypothesis against acceptance (attachment means) has been accepted. Table 2. the assumptions t-test for the first hypothesis There is positive relationship between Detection (belonging correlation) and leadership styles. variables attachment means leadership style on Detection (belonging correlation is 0.59 and the t-statistic is 6.34 is greater than the critical value 1.96 and Thus, in addition to the 95% level the null hypothesis is rejected at the 99% confidence level and a positive and significant relationship between leadership style based on the hypothesis against acceptance (Detection (belonging correlation) has been accepted. 731

6 Table 3. the assumptions t-test for the first hypothesis There is positive relationship between Integration (active membership) and leadership styles. variables attachment means leadership style on Integration (active membership) is 0.36 and the t-statistic is 7.34 is greater than the critical value 1.96 and Thus, in addition to the 95% level the null hypothesis is rejected at the 99% confidence level and a positive and significant relationship between leadership style based on the hypothesis against acceptance (Integration (active membership) has been accepted. Table 4. the assumptions t-test for the first hypothesis There is positive relationship between Mental and psychological integrity and leadership styles. variables (attachment means leadership style on Mental and psychological integrity) is 0.56 and the t-statistic is 7.46 is greater than the critical value 1.96 and Thus, in addition to the 95% level the null hypothesis is rejected at the 99% confidence level and a positive and significant relationship between leadership style based on the hypothesis against acceptance (Mental and psychological integrity) has been accepted. Table 5. the assumptions t-test for the first hypothesis 732

7 There is positive relationship between Dignity of conduct and leadership styles. variables (attachment means leadership style on Dignity of conduct) is 0.36 and the t-statistic is 7.46 is greater than the critical value 1.96 and Thus, in addition to the 95% level the null hypothesis is rejected at the 99% confidence level and a positive and significant relationship between leadership style based on the hypothesis against acceptance (Dignity of conduct) has been accepted. Table 6. the assumptions t-test for the first hypothesis There is positive relationship between Functional integrity and leadership styles. variables (attachment means leadership style on Functional integrity) is 0.86 and the t-statistic is 8.37 is greater than the critical value 1.96 and Thus, in addition to the 95% level the null hypothesis is rejected at the 99% confidence level and a positive and significant relationship between leadership style based on the hypothesis against acceptance (Functional integrity) has been accepted. Table 7.the assumptions t-test for the first hypothesis There is positive relationship between Physical integrity and leadership styles. variables (attachment means leadership style on Physical integrity) is 0.46 and the t-statistic is 7.78 is greater than the critical value 1.96 and Thus, in addition to the 95% level the null hypothesis is rejected at the 99% confidence level and a positive and significant relationship between leadership style based on the hypothesis against acceptance (Physical integrity) has been accepted. Table 8. the assumptions t-test for the first hypothesis 733

8 Conclusions based on research findings Preservation of human dignity, one of the most important tasks of the organization. Organizations such as the preservation of human dignity are considering bringing stakeholders believe in their cause and their cooperation. Where employees and managers to behave with each other based on the indicators of human dignity, comfort, efficiency and loyalty flourishes. Socializing preservation of human dignity in the organization is a way to improve the quantity and quality of production, security and safety of employees and the community, anticorruption and ethical employees, compliance with laws and regulations fair, attracting and selecting people from discrimination. Suggestions according to findings of this study are as follows: Institutionalization of organizational membership, through organizational leaders who have the knowledge and influence to change the perception and behavior is needed. Encourage innovation: the rewards and importance of the new ideas that lead to innovation. Learning from experience: the exploitation of past mistakes and failures and use them in future activities. Continuous learning: the creation of a culture of continuous learning in every part of the work. Organization: that there is a high commitment to learning and teaching staff to allocate a percentage of resources. Custom Build collaborative partnerships, enjoying the views of the staff and the intellectual framework of the promotion system, widely Formation of associations within the organizational structure of formal and informal organizations as (nonstructural) to surpass the limitations of the structure; Good infrastructure for the development and strengthening of human relations in the dynamic exchange of knowledge and broad; Creation of human interaction and human groups to guarantee the expected results; - Creating conditions for the development of all members of the responsibility, commitment, knowledge and experience and responsibilities, regardless of the structure; - In addition, these organizations must keep pace with technological advances and changes in movement activities and responsibilities apply to the use of new technologies in raising the level of the organization, are recommended. From the perspective of "Warwick", one of the theories of ethics, this Charter shall be deemed to include four species: The common good, justice, fairness and equality in duties; The interest of the government and the law, respect for law and respect; Organizational and professional interest: Due to cases where such efficiency, specialization, knowledge and unity in the organization; Personal interest: adaptation values and individual expectations and values of the organization. - Developing policies and procedures, policies and procedures shall be used to represent the behaviors, practices and mentalities that are consistent with the principles of human dignity. For example, personnel policies and procedures, job descriptions, and performance evaluation methods should be developed in such a way that compliance with the principles of protection of human dignity ensured. Approval of senior managers for the successful implementation of the project will attract the protection of human institution. Because the success or failure of the program largely depends on the support of the people in the organization. Institutions, instead of enjoying the power and authority cultural change among staff, good highlight the role and functions of organizational leaders, the institutional protection scheme humanitarian organizations to effectively implement the desired form. - Education and training programs, if the staff of some applications of human dignity and its function and its role in such programs may not be aware, the preservation of human dignity useless programs. Therefore, all employees must be aware of the policies and procedures that are consistent with their behavior. Full compliance with the policies and procedures of the human dignity of workers, their training needs. Remove barriers to communication between people; Remove the biggest barrier to transmission hierarchy, Exchange of knowledge among people is increasing; Valuation based on knowledge and experience, especially in their efforts. REFERENCES Adel Nejad S, Mogher K "Human Dignity and organization", Center for Education and Industrial Research of Iran. [In Persian] Cancik D Dignity of Man and Personal in Stoic Anthropology: Some Remarks on Cicero, De Offi ciis

9 DiSanto S The Threat of Commodity-consciousness to Human Dignity, in R. Duffy and A. Gambatese, Made in God s Image: The Catholic Vision of Human Dignity.54, at 57. Karaminia R, Salimi SH, Amini A Relationship between the Leadership Style and the Organizational Commitment in Police Forces", Journal of Military Medicine, No. 2, pp [In Persian] Kroeze R Human Dignity in Constitutional Law in South Africa, in European Commission for Democracy Through Law, The Principle of Respect for Human Dignity (Proceedings of the UniDem Seminar, Montpellier, 2 6), available at: STD. 026-e.asp ), Porter Michael E Clusters and the New Economics of Competition, Harvard Business Review,: pp.77-90[in Persian] Proof E Environmental and Psychological Challenges facing entrepreneurial development in transitional economies. Journal of world Business. Vol.35, No(1), pp: [In Persian] Ranjbarian B. "2007". Organizational commitment, College of Administrative Sciences and Economics, University of the tenth year, 1 and 2, Page 57[In Persian] Rezaeian A Management of Organizational Behavior, Tehran: Tehran University Press. [In Persian] Schumacker RE, Lomax RG A beginner s guide to structural equation modeling (3rd ed.). New York: Routledge. 735