The Analysis of Relationship Among Transformational Leadership Style and Performance of Personnel by Mediation Role of Organizational Culture

Abstract

Goal: The current study aims to interpret relationship among transformational leadership style and mediation role of organizational culture with performance of personnel in Shiraz Blood Transfusion Organization. Materials and methods: The present research is a descriptive- correlational study of surveying type. Statistical population of this study is composed of 250 directors, supervisors, and personnel of Shiraz Blood Transfusion Organization. Among this population, 150 respondents were chosen as sample size based on Morgan’s Table and available non-randomized sampling technique was employed and questionnaires were distributed between the sampled participants. Three questionnaires were utilized as data collection tools as follows: Standard Questionnaire of Personnel’s Performance (Moghimi, 2011), Multifactor Transformational Leadership Questionnaire (Bass & Avolio, 2000), and Organizational Culture Questionnaire (Robbins, 2000). Data were analyzed using confirmatory data analysis and structured equations model and by means of AMOS (v.18) and SPSS (v.22) software. Findings: With respect to path coefficient (0.1) and significance level (0.788), the positive and significant relationship is not verified among performance of personnel and transformational leadership. Given path coefficient (0.84) and significant level (0.000), there is significant relationship among transformational leadership style and organizational culture. Similarly, there is direct and significant relationship among organizational culture and performance of personnel. Moreover, there is indirect and significant relationship among transformational leadership and performance of personnel by organizational culture. Conclusion: Transformational leadership style is indirectly related to performance of personnel via organizational culture. Therefore it can be concluded that transformational leadership style may affect performance of personnel by influence in organizational culture.