چکیده:
The purpose of this research is to investigate the impact of effective leadership on the creativity and innovation of employees, considering the mediating role of social capital. The research method is descriptive-correlational and of the structural equation modeling type. The statistical population included all employees of the Agricultural Bank of Hamadan province, totaling 313 people, and the sample size was determined to be 204 based on Cochran's formula. Four questionnaires of effective leadership, social capital, creativity, and innovation were used to collect data. Confirmatory factor analysis was performed to examine the validity of the questionnaires, and Cronbach's alpha coefficient was calculated to measure reliability. Alpha coefficients were obtained as 0.90, 0.87, 0.89, and 0.91, respectively. The data were analyzed using SPSS and LISREL statistical software after collection. The findings showed that the direct effects of effective leadership on social capital, creativity, and innovation are positive and significant. In addition, the indirect effects of effective leadership on creativity and innovation with the mediation of social capital are positive and significant. Based on this, bank managers can focus on two-way communication, collaboration, trust, and employee participation in their leadership style, and thereby enhance the creativity and innovation of employees.
خلاصه ماشینی:
The results of these studies have shown that authentic leadership has a positive and meaningful relationship with job satisfaction, organizational commitment, employee extra effort, team effectiveness, trust, and work-related attitudes (Peus et al, 2012), structural empowerment, social capital, and job satisfaction (Laschinger & Read, 2015), employee creativity and innovation (celdili et alMu, 2013), interactive justice, job performance, and organizational citizenship behavior (Li et al, 2014), psychological capital and creativity (Rego et al, 2012), job atmosphere, job satisfaction, psychological capital, trust, group performance, and citizenship behavior (Walumbwa et al, 2008, 2011).
Statement of the Problem Authentic leadership can improve social capital among employees and organizational teams by building trust between employees and organizational teams, utilizing ethical rules and principles in performing tasks, paying attention to new ideas and thoughts of employees and listening to their opinions, creating reciprocal, friendly, and intimate relationships with employees, creating a positive organizational atmosphere, empowering employees in methods of doing work and areas of decision-making, transforming dry and outdated bureaucracies, supporting the psychological well-being of employees, improving satisfaction, and sharing knowledge and information within the organization.
Given the undeniable role of authentic leadership in developing social capital, psychological capital, trust, group performance, organizational citizenship behavior, creativity and innovation, organizational commitment, employee extra effort, team effectiveness, interactive justice, and employee job performance, the results of this research can help managers and leaders of banks to create an atmosphere full of trust and confidence among their employees and place two-way relationships, honesty, collective cooperation, joint efforts, and teamwork at the top of their activities.
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