To gain strategic advantage, pioneering organizations capitalize on the practice of innovation in an
Ever increasing trend. Among all possible ways and means for achieving innovation,
Transformational style of leadership has attracted the attention of many scholars an More
To gain strategic advantage, pioneering organizations capitalize on the practice of innovation in an
Ever increasing trend. Among all possible ways and means for achieving innovation,
Transformational style of leadership has attracted the attention of many scholars and
Practitioners. From this perspective, the current article attempts to investigate the direct impact
Transformational leadership style on innovation as compared with the indirect effects of the
Variable through mediation of adaptive culture and meeting high-order needs of employees
Within the context of some Tehran-based high-tech private companies. Based on the output
Of Structural Equation Modeling technique, results indicate that transformational style of
Leadership lacks any direct effect on innovation in target population, while the indirect effects
Of the variable through mediation of adaptive culture and meeting high-order needs of employees
Turn to be significant.
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Iranian governmental agencies, to realize the slogan of "resistance economy, action and implementation", require special attention to the human resources productivity. This leads to the customer retention, improving financial performance and profitability. The employer More
Iranian governmental agencies, to realize the slogan of "resistance economy, action and implementation", require special attention to the human resources productivity. This leads to the customer retention, improving financial performance and profitability. The employer brand is a long-term strategy to attract, retain and develop human resources that can be an important factor affecting labor productivity. Research has also shown that one of the factors affecting the productivity of human resources is talent management. The present study has investigated the influence of the employer brand on the human resources productivity as well as the mediating role of talent management in influencing human resources productivity by employer brand. Implementation of the outcomes of this study will provide an increase in labor productivity. The study population includes the elite employees of a defense organization. This study was conducted on a sample of 45 members of staff; the purposive sampling was used in this regard. The research method was descriptive correlational and a researcher-made questionnaire was used to collect data. Data analysis was conducted using equation modeling in PLS software. The findings indicate that the employer brand and talent management affect human resources productivity; the employer brand also affects talent management.
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