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首页> 外文期刊>International Journal of Business and Management >The Role of Spiritual Leadership in Reducing Bullying Behavior: A Study on the Industrial Companies in Egypt
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The Role of Spiritual Leadership in Reducing Bullying Behavior: A Study on the Industrial Companies in Egypt

机译：精神领袖在减少欺凌行为中的作用：埃及工业企业研究

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摘要

The objective of the research is to identify the role of Spiritual Leadership (SL) in reducing Bullying Behavior (BB) at the industrial companies in Egypt. The research community consists of all the employees at the industrial companies (the iron and steel sector, the construction sector, the food industry, the spinning and weaving sector and the chemical industries sector) in Sadat city in Egypt. Due to time and cost constraints, the researcher adopted a sampling method to collect data for the study. The appropriate statistical methods were used to analyze the data and test the hypotheses. The research has reached a number of results, the most important of which are: (1) the scarcity of research that focused on the study and interpretation of the relation between the study variables (SL and BB) at the industrial companies in Sadat City; (2) SL is a state expressed in a set of organizational dimensions (vision, hope/faith, altruism, meaning/meaning of work, membership, organizational commitment, and productivity), which can be used to reduce the phenomenon of BB; (3) SL is an important tool used by successful managers in developing all employees and spreading social awareness among them; (4) the general average of SL fairly high. The vision as one of the dimensions of SL ranked first, followed by hope and faith, the membership, the organizational commitment, altruistic love, and finally the productivity; (5) the general average of BB is somewhat low. The verbal as one of the dimensions of BB ranked first, followed by physical, property, finally, social BB; (6) there is a statistically significant relationship between the dimensions of SL and BB at the industrial companies in Sadat City. The research concluded that (1) managers should be interested in the future vision of their units and departments; (2) managers have the element of hope and faith in the vision of the organization; (3) the altruism of leaders in the organization; (4) the conviction of all employees of the organization that the functions they do have significance and meaning both for them and for others; (5) deepening the membership of the organization in all its employees; (6) the attention of managers to raise the level of organizational commitment; (7) the attention of managers to increase productivity and continuous improvement; (8) The design of preventive extension programs in order to reduce BB as well as its negative effects on both the bully and the victim; (9) the need to pay attention to the provision of job security; (10) taking effective corrective measures to reduce BB in the workplace; (11) attention to reduce BB in the workplace by avoiding the increase of the functional burden on the staff of the organization, ensuring the safety of the employees, not restricting the freedom and independence of the personnel concerned, the interest in the positive interaction between the employees of the organization, the attention to good relations among individuals or between the employees and their leaders in the organization, and the development of all employees and spreading social awareness among themselves; (12) identifying the psychological aspects associated with the bullying person, taking care of specialized training courses in the field of BB, knowing its causes, how to prevent them, how to deal with it, and transforming it from aggressive behavior to constructive behavior that seeks to adapt and co-operate with others in the organization.
机译：该研究的目的是确定精神领导力（SL）在减少埃及工业公司的欺凌行为（BB）中的作用。研究社区由埃及萨达特市工业公司（钢铁业，建筑业，食品业，纺纱业和纺织业以及化学工业业）的所有员工组成。由于时间和成本的限制，研究人员采用了一种抽样方法来收集研究数据。适当的统计方法用于分析数据并检验假设。这项研究已经取得了许多成果，其中最重要的是：（1）稀缺的研究主要集中在萨达特市工业公司对研究变量（SL和BB）之间关系的研究和解释; （2）SL是用一组组织维度（愿景，希望/信念，利他主义，工作的意义/含义，成员资格，组织承诺和生产率）表达的状态，可以用来减少BB现象; （3）SL是成功的管理人员用来培养所有员工并在其中传播社会意识的重要工具; （4）SL的一般平均值相当高。愿景是SL的维度之一，其次是希望和信念，成员资格，组织承诺，无私的爱心，最后是生产力。 （5）BB的总体平均值较低。言语作为BB的维度之一，排名第一，其次是物质，财产，最后是社会BB; （6）在萨达特市的工业公司中，SL和BB的尺寸之间存在统计上的显着关系。研究得出的结论是：（1）管理者应该对单位和部门的未来愿景感兴趣; （2）管理者对组织的愿景具有希望和信念的元素; （3）组织领导者的利他主义; （4）使组织的所有员工确信，他们所履行的职能对他们本人和他人都具有意义和意义; （5）加深组织在全体雇员中的成员资格; （6）提高管理者的注意力以提高组织承诺水平; （7）管理者注意提高生产率和持续改进; （8）设计预防性推广计划，以减少BB及其对欺凌者和受害者的负面影响; （九）要注意提供工作保障; （10）采取有效的纠正措施以减少工作场所的BB; （11）注意减少工作场所的BB，避免增加组织员工的职能负担，确保员工的安全，不限制有关人员的自由和独立，利益之间的积极互动组织的雇员，对个人之间或雇员与组织中的领导之间的良好关系的关注，所有雇员的发展以及彼此之间传播社会意识的注意; （12）识别与欺凌者相关的心理方面，照顾BB领域的专门培训课程，了解BB的原因，如何预防，如何应对，并将其从攻击行为转变为建设性行为，从而寻求适应组织中的其他人并与之合作。

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