A prediction model for organizational performance based on leadership styles and the mediating role of innovative culture and organizational learning

Abstract

Background: Leadership plays a vital role in the dynamics of the organization. The degree of success of the organization in reaching the predetermined goals, the amount of effort of the employees for the success of the organization and the effectiveness of the leader on the employees depends on the behaviors and leadership style. The development of organizational innovation and learning in order to obtain a sustainable competitive advantage and improve organizational performance requires the existence of suitable conditions and management styles, which are one of the effective factors in this field. Aims: considering the importance of organizational performance based on leadership styles, this research aims to design a model for predicting organizational performance based on leadership styles and the mediating role of innovative culture and organizational learning. Methods: The research method is inductive and qualitative. The statistical population consisted of experts and academic specialists who were selected as the sample size using the principle of saturation and the snowball sampling method. In order to collect data, semi-structured interviews were used. Data analysis was done using the qualitative data analysis method of Maxqda software. Results: Based on the findings of the research, the dimensions and components of leadership styles were identified in 8 categories, the dimensions and components of organizational innovative culture in 5 categories, and the dimensions and components of organizational learning in 7 categories. Based on the findings of this research, organizational performance can be developed and improved by using appropriate leadership style and implementing innovative culture and strengthening organizational learning. Conclusion: According to the results of the research, it is suggested to use projects with high potential and based on meritocracy management and knowledge and expertise in sensitive and highly important categories in line with the development of suspended and forward-looking projects so that the performance of the organization through development Projects and the community's sense of need for these projects should be used to achieve the organization's goals.

Keywords

• organizational performance
• leadership styles
• innovative culture
• organizational learning