نوع مقاله : مقاله پژوهشی
موضوعات
عنوان مقاله English
نویسندگان English
The purpose of this study was to determine the relationship between perception of transformational leadership and application talent management with self-efficacy and work engagement among the employees of the education offices of Isfahan .The research method was correlation in this study. The statistical population of this study was 804 people of all administrative staff of the six regions and the general education department of Isfahan city.Sample size according to Krejcie and Morgan table (1970), 260 people were selected using stratified random sampling method.The research tools were transformational leadership questionnaire from Bass and Avolio (2000), a researcher-made talent management questionnaire based on the Philips and Ropper model (2009), the self-efficacy questionnaire of Rudolf et al (1998) and work engagement questionnaire from the Schaufeli and Bakker (2006).To validate the structure of standard transformational leadership questionnaire, self-efficacy and work engagement, a confirmatory factor analysis was used and for the construct validity of the researcher-made talent management inventory, an exploratory factor analysis was used.The reliability coefficients for the transformational leadership questionnaire were 0.925, for the talent management questionnaire 0.947, for the self-efficacy questionnaire 0.830 and for the work engagement questionnaire was 0.925.The analysis of the findings was done on two levels of descriptive and inferential statistics.The findings of this research showed that there is a meaningful relationship between transformational leadership and application talent management with self-efficacy and work engagement in the significance level of p≤0.05.The results of stepwise regression showed that, among the dimensions of transformational leadership, inspirational motivation can significantly predict self-efficacy,and individualized consideration and inspirational motivation can to predict work engagement .Among the dimensions of talent management retaining employees is the ability to predict self-efficacy and the developing and engaging can to predict work engagement .There was a difference between the mean of transformational leadership, application talent management, self-efficacy, and work engagement according to (gender, education, age, and service history) only in self-efficacy in terms of educational level. The results of the evaluation indicators of the structural equation model of the research also indicate a good fit of the model with the data.
کلیدواژهها English
