The Role of Leadership in Emplyee Performance

International ledger of Business, Humanities and Technology Volvo. 2 NO. 5 August 2012 electrical shock of leading Development on Employees Performance (Case Study Employees of impost Headquarters) DRP. burnt umber Merriam department of Public Management, Gavin tell Islamic Cad University, Gavin, Iran DRP.Mohammad Their Organization Department of Management, Borderer Branch Islamic Cad University, Borderer , Iran Shirring Ensnare Department of Management, Borderer Branch Islamic Cad University, Borderer, Iran Baton Samuelsson Postgraduate of Business Management Panama- rue university, Tehran Share Ray unit and didacticsal Services secure in university of Safaris, Iran Abstract Objective The empower survey has been broadcasted to study the subprogram of leadership teaching on employees executing in Customs headquarters of the Islamic Republic of Iran.Methodology Descriptive- correlativity order was apply in this survey and the statistical population included employees of Customs headquarters equal to six-hundred seventy cardinal (678) persons. example volume was selected through random gradation sampling method that was equal to two-hundred fifty (250) persons. Questionnaire was used to collect the demand info and data analysis was accomplished using Inferential statistics tests such as Pierson correlation coefficient coefficient and step by step regression analysis in gain to descriptive statistics Indexes such as mean and standard deviation.Findings Findings reveal that thither Is a significant and positive relationship among leadership organic evolution and Its dimensions with employees performance. last It Is concluded that authorisation, education and discipline and dominance have the highest impact on employees performance respectively. Key words leadership growing, coach job job, education and information, empowerment, participation in decision-making, authorization, performance Introduction leadership Is a mysterious proc ess that has been considered likewise by common people, scientists and investigators since the far past.It Is unmatched of the major five tasks of managers In some guidance texts. Leadership meaner art of Influencing the subordinates so that they conduct pre-determined castles In the framework of certain figures voluntarily and eagerly (Swahili Shrine, 1995 15-19). It seems that human relations, his action would be led to satisfaction and improvement of employees performance automatically. Today governmental and unavowed organizations intend to enhance their service quality and this wont be fulfilled unless with a good management, suitable leadership and moving towards knowledge and technology onward motion (Regain, 2005 230-247). 54 O Centre for Promoting Ideas, USA www. Cabinet. Com As utilizing employees abilities is not doable without impressive leadership existence of leadership as the driving promoter in employees motivation, creating perspectives, enhancing employees capability, education and development of the organizational roses and compiling purposes and programs are very(prenominal) deductionant to arrive organizational objectives (Moravia, 2009).Major task of Customs as one of the governmental organizations is to control imports and exports legally in order to get duties, preventing to import non-standard and unhygienic products, regulating importation and exportation of some products to regulate the interior market and etc.Violating the above cases would be led to social and cultural abnormalities in addition to their harmful impacts on the internal production and economic doldrums through changing the culture and taste of consumers towards nonstandard and smuggled products and creates disorientation in the economic system by dominance of foreign manufacturers on the internal markets and increases unemployment and the related problems.Since accurate and effective implementation of Customs regulations and avoiding the above problem s has a direct relationship with Customs leadership and performance of its employees as economic frontiers of the countrified it is intended in the present survey to answer the following questions given to the above thins. Is there some(prenominal) relationship surrounded by leadership development and employees performance in Customs headquarters in Iran? Is there any relationship among leadership development dimensions and employees performance? Which dimension of leadership development has the highest impact on employees performance?Research literature Leadership Leadership is the ability to encourage others to try eagerly in order to produce certain purposes (Davis, 2010 423). It is a process in which management of the organization tries to still his tasks to fulfill organizational purposes by creating motivation and an effective relation and encourages employees to conduct their tasks eagerly and en gum olibanumiastically (Alvin, 1996 137-138). Leadership development past , present and future Leadership development is enhancement of abilities and creating perspective for motivating and directing of individuals towards determined purposes.It includes components such as education and development, participation of individuals in decision-making, coaching, Job empowerment and authorization (Lowlier, Gold Smith & Karate, 2005). Leadership development has obtained achievements in two introductory decades among which we can refer increasing of management development methods and coordination among the management and ore touristed increasingly and causes more studies to be focused on leadership competencies and problems regarding non-coordination in working affairs and life (Werner-Brome & Hughes, 2009).Leadership development at work environment Nowadays innovators represent skills and techniques regarding leadership development through methods such as educational programs and coaching and apply them in real issues. People could obtain important skills by combining such directions and real commercial conditions and thus it is possible for organizations to observe important, synchronous and related issues and deal with them. Finally purpose of leadership development includes action not knowledge. in that locationfore, leadership development at present meaner providing learning opportunities for people through work not holding them aloof from the work environment and obliging them to learning. Moreover, the best experience of organizations is to find out the leadership role as a key cypher in all Job directs and that they are committed to create effective leaders across their organizations. Developing more individual and better leaders is not the only focusing point of leadership development although this issue is still very important.Leadership is increasingly defined in a vogue that it is not Just related to leaders acts rather it is a process which creates a new generation of leaders and effective relations that their focus is on leaders and colleagues interaction (LaVerdi, 2011). Organizational performance Organizational performance is obtaining organizational and social purposes or going beyond them and conducting responsibilities undertaken by people (Heresy and Blanchard, 1996 504). 55 Research hypotheses Primary hypothesis There is a relationship among leadership development and employees performance. Secondary hypotheses 1- There is a allegations amid coaching and employees performance. 2- There is a relationship amidst education and development and employees performance. 3- There is a relationship amidst empowerment and employees performance. 4- There is a relationship between participation in decision-making and employees performance. 5- There is a relationship between authorization and employees performance.Conceptual model of the survey In this survey leadership development and its dimensions (coaching, education and development, empowerment, participation in decision-making and authorizatio n) are regarded as independent rabbles and performance is regarded as dependent variable. Leadership development Coaching Performance Education and development Participation in decision-making Authorization Research methodology The present survey was conducted using descriptive- correlation method. Statistical population included employees of Customs headquarters in 2011.Volume of the statistical population was equal to 678 persons among which 386 persons were male and 292 persons were female. Sample volume was determined equal to 250 persons using Creakier and Morgan table and relative class sampling method was used. Therefore, portion of each class (male and female employees) was freshman measured in the statistical population and the same ratio was sight in the sample too. Statistical sample of employees contains 142 males and 108 females by gender separation.Two researcher self-made questionnaires were used for leadership development and performance to collect the required da ta. Although these questionnaires were standard and normalized, views of advisor and guiding professors were reviewed to determine validity of the questionnaires. Cockroach important coefficients of leadership development and employees performance questionnaires ware equal to 0. 89 and 0. 86 respectively which illustrated high reliability of both questionnaires. Results were analyzed through SPAS software.Analyzing results As variables under study follow normal distribution Pierson correlation coefficient is used in this survey to study the relationship among variables. Secondary hypotheses meditation 1 HO there is no positive relationship between coaching and employees performance. HI there is a positive relationship between coaching and employees performance. 156 Table 1- Pierson correlation coefficient between coaching and employees reference correlativity between coaching and employees performance Pierson correlation coefficient (r) +0. 76 Number (N) 250 Significance level ( P) PO. OOI Result Significantpositive Given to results of table (1) because the calculated amount for Pierson correlation coefficient is significant at level a = 0. 01 it is inferred that hypothesis HO regarding nonentity of relation is rejected by 99% confidence and hypothesis HI regarding existence of relation between the two variables is confirmed. Hypothesis 2 HO there is no positive relationship between education and development and employees&039 performance.HI there is a positive relationship between education and development and employees performance. Table 2- Pierson correlation coefficient between education and development and employees performance Correlation between education and development and employees performance Pierson Given to results of table (2) because the calculated amount for Pierson correlation existence of relation between the two variables is confirmed. Hypothesis 3 HO there is no positive relationship between empowerment and employees performance.HI ther e is a positive relationship between empowerment and employees performance. Table 3- Pierson correlation coefficient between empowerment and employees performance Correlation between empowerment and employees performance Pierson correlation coefficient (r) +0. 469 Number (N) 250 Significance level (P) P