مدل‌سازی رابطه علّی رهبری پدرانه و شخصیت فعال با آوای سازمانی با میانجی‌گری کیفیت روابط و توانمندسازی روان‌شناختی

نگین میکائیلی; مریم سامری; جواد  کیهان

Authors

Negin Mikaeli Department of Educational Governance and Human Resources, Ur.C., Islamic Azad University, Urmia, Iran Author https://orcid.org/0009-0005-2696-3096
maryam sameri department of education, urmia branch, islamic azad university, urmia, iran https://orcid.org/0000-0002-1369-0923
Javad Kayhan Department of Educational Governance and Human Resources, Ur.C., Islamic Azad University, Urmia, Iran Author https://orcid.org/0000-0002-5364-3806

Keywords:

Paternalistic leadership, Proactive personality, Organizational voice, Relationship quality, Psychological empowerment

Abstract

This study aimed to model the causal relationships of paternalistic leadership and proactive personality with organizational voice by examining the mediating roles of relationship quality and psychological empowerment among elementary school teachers in Urmia. This applied study employed a descriptive-correlational design based on structural equation modeling. The statistical population consisted of 2,800 elementary school teachers in Urmia during the 2025–2026 academic year, from whom 338 participants were selected using proportionate stratified random sampling. Data were collected using Cheng et al.’s Paternalistic Leadership Questionnaire, Buck’s Proactive Personality Scale, Zehir and Erdogan’s Organizational Voice Scale, Moradian et al.’s Relationship Quality Questionnaire, and Kanjanakan et al.’s Psychological Empowerment Scale. Data were analyzed using Pearson correlation, confirmatory factor analysis, and structural equation modeling with SPSS 28 and SmartPLS 3. Structural model analysis indicated that paternalistic leadership had no significant direct effect on organizational voice (β=0.067, p=0.286), although it positively predicted relationship quality (β=0.281, p<0.001) and psychological empowerment (β=0.232, p<0.001). Proactive personality had significant positive effects on organizational voice (β=0.144, p=0.037), relationship quality (β=0.334, p<0.001), and psychological empowerment (β=0.457, p<0.001). Relationship quality strongly and positively predicted organizational voice (β=0.541, p<0.001), whereas psychological empowerment had a significant negative effect on organizational voice (β=-0.162, p=0.042). Relationship quality significantly mediated the effects of both paternalistic leadership (β=0.152, p<0.001) and proactive personality (β=0.181, p<0.001) on organizational voice. Psychological empowerment did not significantly mediate the relationship between paternalistic leadership and organizational voice, but demonstrated a significant negative mediating effect between proactive personality and organizational voice (β=-0.074, p=0.046). Relationship quality appears to be the principal mechanism through which paternalistic leadership and proactive personality contribute to organizational voice. Accordingly, fostering trust, interpersonal support, and constructive leader–teacher relationships may be more effective in encouraging teachers’ voice behavior than merely strengthening their perceptions of psychological empowerment.

Downloads

Download data is not yet available.

References

Allami, F. B. M. (2022). Preferred Leadership Styles of Physical Education Teachers and Relationship with Athletes’ Satisfaction. International Journal of Instruction, 15(2). https://doi.org/10.29333/iji.2022.15222a

Amanda, E., Wicaksana, S. A., & Hanifah, R. I. (2024). The Impact of Psychological Empowerment on Workforce Agility in Organization X. European Journal of Business and Management Research, 9(2), 66-69.

Buck, M. A. (2011). Proactive Personality and Big Five Traits in Supervisors and Workgroup Members: Effects on Safety Climate and Safety Motivation Portland State University].

Çetin, C., Toylan Vatansever, N., Çakırel Aydıner, Ö., & Çakırel, Y. (2017). Paternalistic Leadership and Psychological Well-Being: The Mediating Role of Meaningful Work. FSM İlmî Araştırmalar İnsan ve Toplum Bilimleri Dergisi(10), 81-113.

Chalak Boneh Kahl, A., & Azizi, M. (2025). Examining the Relationship between Organizational Creative Behavior, Paternalistic Leadership, and Psychological Empowerment among Secondary School Teachers First International Conference on Artificial Intelligence in Education, Psychology, Educational Sciences, and Religious, Cultural, Social and Management Studies in the Third Millennium, Bushehr. https://civilica.com/doc/2256685 https://civilica.com/doc/2256685

Cheng, B. S., Chou, L. F., & Farh, J. L. (2000). A Triad Model of Paternalistic Leadership: The Constructs and Measurement. Indigenous Psychological Research in Chinese Societies, 14, 3-64.

Daneshvar, M., Karimi Jafari, F., & Saberi, F. (2022). A Systematic Review of the Effect of Leader-Member Exchange on Employee Voice: A Meta-Analytic Approach. Sustainable Human Resource Management, 4(6), 197-219.

Dennerlein, T. (2023). The Forgotten Side of Empowering Others: How Lower Social Structural Empowerment Attenuates the Effects of Empowering Leadership on Employee Psychological Empowerment and Performance. Journal of Applied Psychology, 108(11). https://doi.org/10.1037/apl0001100

Duangekanong, D. D., Duangekanong, S., John, V. K., Wichayachakorn, A., & Vikitset, N. (2017). Dimensions of Paternalistic Leadership and Employee Outcomes in Small Thai Firms. Journal of Interdisciplinary Research.

Kanjanakan, P., Wang, P. Q., & Kim, P. B. (2023). The Empowering, the Empowered, and the Empowerment Disparity: A Multilevel Analysis of the Integrated Model of Employee Empowerment. Tourism Management, 94, 104635. https://doi.org/10.1016/j.tourman.2022.104635

Karimi, M., & Shojaei, S. (2015). Examining the Relationship between Paternalistic Leadership and Employee Voice with Emphasis on the Moderating Role of Employee Knowledge Sharing in Saderat Bank Branches of Golestan Province. Management of Government Organizations, 3(2), 21-41.

Kashani, G., & Erfani, A. (2022). Employees' Perceived Ethical Leadership Style and Psychological Empowerment: Explaining the Moderating Role of Emotional Exhaustion. Modern Management Engineering, 8(1), 74-87.

Knight, T. M. (2024). Steering the Ship: How Leadership Styles Shape Team Development and Performance. In Developing Effective and High Performing Teams in Higher Education. IGI Global. https://doi.org/10.4018/979-8-3693-3852-0.ch005

Lee, M. C. C. (2025). Relationship between the Three Dimensions of Paternalistic Leadership, Cognitive and Affective Trust and Organizational Citizenship Behavior: A Multilevel Mediational Pathway. Baltic Journal of Management, 20(6), 20-38.

Lu, L., Zhou, K., Wang, Y., & Zhu, S. (2022). Relationship Between Paternalistic Leadership and Employee Innovation: A Meta-Analysis Among Chinese Samples. Frontiers in psychology, 13, 920006.

Mahdieh, O., & Mohammadi, P. (2020). The Effect of Organizational Learning on Organizational Agility with the Mediating Role of Psychological Empowerment. Management in Organizational Education, 9(1), 259-278.

Moradian, S., Jahangir Fard, M., & Mahdizadeh Ashrafi, A. (2022). Designing a Model of Employee Relationships with Colleagues Based on a Hermeneutic Approach. Behavioral Studies in Management, 13(29), 141-157.

Öztürk, Y. (2014). The Relationship of Authentic Leadership and Participative Climate with Employee Voice: The Moderating Role of Personality and Organizational Identification Marmara Universitesi]. Turkey.

Raj, I. A., & Saraswathy, C. (2024). A Study on Paternalistic Leadership Style and Its Implication on Workplace Relationship. ComFin Research, 12(S1-May), 7-13. https://doi.org/10.34293/commerce.v12is1-may.7800

Rastegar, A., & Fotovat, B. (2020). The Effect of Relationship-Oriented Leadership Style on Employee Voice Considering the Mediating Role of Organizational Climate. Management Studies in Development and Evolution, 29(96), 149-168.

Sepahvand, R., & Hasanvand, J. (2018). Explaining the Concept of Benevolent Leadership and Its Role in Employees' Psychological Empowerment. Organizational Behavior Studies, 7(4), 53-84.

Tang, R., Cai, Y., & Zhang, H. (2021). Paternalistic Leadership and Subordinates’ Trust in Supervisors: Mediating Effects of Basic Psychological Needs Satisfaction. Frontiers in psychology, 12, 722620.

Wang, G. (2025). Exploring the Effects of Empowering Leadership on Teachers’ Career Calling in China: The Mediating Role of Psychological Empowerment. Chinese Education and Society, 58(3-4). https://doi.org/10.1080/10611932.2025.2541589

Xie, B. (2024). Influence of Organizational Cultural Identification on Employees’ Voice Behavior in Railway Engineering Enterprises. Journal of Railway Science and Engineering, 21(5). https://doi.org/10.19713/j.cnki.43-1423/u.T20231277

Yazdanshenas, M., & Habibizad, V. (2017). The Role of Perceived Job Characteristics and Organizational Support in the Relationship between Proactive Personality and Employee Voice. Management Studies in Development and Evolution, 26(85), 31-55.

Zehir, C., & Erdogan, E. (2011). The Association between Organizational Silence and Ethical Leadership through Employee Performance. Procedia - Social and Behavioral Sciences, 24, 1389-1404.