سلوك القائد التفاضلي وتأثيره على الانعزال الوظيفي: الدور التفاعلي للأصالة التنظيمية دراسة استطلاعية لآراء عينة من موظفي جامعة الكوفة.

Rp- Differential Leadership Behavior and Its Impact on Job Isolation: The Interactive Role of Organizational Authenticity An Exploratory Study of the .pdf

The present study primarily aimed to investigate the impact of differential leadership behaviors on workplace isolation through the interactive role of organizational authenticity within the Presidency of the University of Kufa. The study was based on a central problem stemming from both a conceptual debate concerning the variables and a practical concern, as the organizational structure of the University Presidency is characterized by multiple levels of employees, ranging from administrators to academics. This structure allows the observation of leaders’ behaviors and their effects on different groups. The research problem was translated into several questions addressing the direct and interactive relationships among the study variables. One of the most important questions was: Does organizational authenticity play a moderating role in the relationship between differential leadership behaviors and workplace isolation?
To support these relationships theoretically, the study adopted the model of Chao (2020) to measure differential leadership behaviors across its dimensions: care and communication, promotions and rewards, and tolerance for mistakes. Workplace isolation was measured using the model of Orhan et al. (2016) with its two dimensions: social isolation and organizational isolation. Organizational authenticity was measured using the model of Maunz & Glaser (2022) with its dimensions: self-alienation, authentic living, and acceptance of external influence.
The study employed the descriptive-analytical method to present and interpret the research data, and a questionnaire was used as the main tool for data collection. The sample consisted of 217 randomly selected employees from the Presidency of the University of Kufa. For data analysis and statistical treatment, several statistical tests were employed to verify the validity and reliability of the adopted scales, including confirmatory factor analysis, Cronbach’s alpha, Pearson correlation, and structural equation modeling (SEM).
The study reached a set of findings, the most important of which is that organizational authenticity represents a dual-impact organizational factor. On the one hand, it contributes to fostering a work environment characterized by transparency and fairness, which may mitigate the negative effects of differential leadership behaviors. On the other hand, it may also heighten employees’ awareness of discriminatory practices, thereby exacerbating feelings of isolation among some of them. This duality reflects the significance of organizational and cultural contexts in determining the nature of the role played by organizational authenticity