چکیده:
The present research was conducted with the aim of designing an organizational transparency model to empower managers. In terms of purpose, this research was applied, and in terms of implementation method, it was mixed (quantitative and qualitative). The research population in the qualitative section consisted of 12 university executive managers, and in the quantitative section, it consisted of 254 executive managers of Islamic Azad University branches in Mazandaran province in the academic year 1396-1397 (750 people), who were selected using purposive and cluster sampling methods, respectively. For data collection, interviews were used in the qualitative section, and researcher-made questionnaires for organizational transparency (50 items) and empowerment (33 items) were used in the quantitative section; their face and construct validity were confirmed, and their reliability was calculated using Cronbach's alpha as 0.94 and 0.78, respectively. Data were analyzed using exploratory factor analysis and structural equation modeling methods with SPSS and Smart PLS software. The findings showed that organizational transparency has four dimensions: managerial, financial, structural, and technological, and manager empowerment has nine dimensions: knowledge and skill, trust, communication, motivation, leadership style, organizational learning, organizational structure, workforce diversity, and information fluidity. The models of organizational transparency and manager empowerment had a good fit. Additionally, the findings showed that organizational transparency and manager empowerment, along with their dimensions, had a significant positive relationship.
خلاصه ماشینی:
The findings showed that organizational transparency has four dimensions: managerial, financial, structural, and technological; and manager empowerment has nine dimensions: knowledge and skill, trust, communication, motivation, leadership style, organizational learning, organizational structure, workforce diversity, and information fluidity.
Therefore, it can be said that transparency is a subjective concept in interpersonal communications, and transparent and honest communication leads to better relationships between management and employees, causing increased job satisfaction and improving their performance and empowerment (Takim, Shaari & Nordin 2, 2013).
Employee empowerment includes a set of systems, methods, and practical actions through development capabilities and competence to increase productivity and the growth of the organization and human resources based on organizational goals (Hashemi, Yousefi, Soudi and Omidi, 2016).
Schnackenberg & Tomlinson 2 (2016), in a study titled "Organizational transparency: A new perspective in trust management in organizational relations with stakeholders," pointed to the central role of information quality in organizational transparency, and in their model, they emphasized the dimensions of disclosure, accuracy, and clarity of information.
Based on the results, organizational transparency has four dimensions: managerial, financial, structural, and technological; and manager empowerment has nine dimensions: knowledge and skill, trust, communication, motivation, leadership style, organizational learning, organizational structure, workforce diversity and information fluidity.
Researcher-made questionnaire of empowering of managers 2: The manager empowerment questionnaire consists of 33 items and nine dimensions: knowledge and skill, trust, communication, motivation, leadership style, organizational learning, organizational structure, workforce diversity, and information fluidity, which are scored using a five-point Likert scale from one to five (1=very low to 5=very high).
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