The role of organizational culture and transformational leadership in the tendency to organizational citizenship behavior

By examining the organizational culture, the possible reaction of employees to organizational changes can be evaluated, predicted and guided, changes can be facilitated and new developments in the organization can be sustained. Transformational leadership creates the most effective organization by creating emotional contexts and contexts. One of the reasons for the success of large organizations is that they have employees who go beyond their formal duties; That is, employees who exhibit organizational citizenship behaviors. The purpose of this study is to explain the role of organizational culture and transformational leadership in the tendency to organizational citizenship behavior of education managers in Tehran.This study is a descriptive-correlational study that examines the tendency of education managers in Tehran to organizational citizenship behavior, based on two variables of organizational culture and transformational leadership. The statistical population of the present study includes all managers of education staff in Tehran in 1398. From the statistical population, a sample of 143 people was selected using a simple random sampling formula of Cochran. Denison's Organizational Culture Questionnaire with 60 questions, Afrenbass and Olivier Transformation Leadership Questionnaire with 20 questions and Podsakov Organizational Citizenship Behavior Questionnaire with 24 questions were used to collect data.The reliability of the organizational culture questionnaire with Cronbach's alpha coefficient of 0.89, the multi-factor leadership questionnaire with Cronbach's alpha coefficient of 0.83 and the organizational citizenship behavior questionnaire with Cronbach's alpha coefficient of 0.84 were confirmed.Data were described and analyzed using Pearson correlation coefficient and stepwise regression analysis. The results show that there is a positive and significant correlation between organizational culture and its dimensions (involvement in work, adaptation, adaptability and mission) with the tendency to organizational citizenship behavior of Tehran education managers and among the dimensions of culture Organizational, after mission, is the main "predictor" of organizational citizenship behavior of Tehran education staff managers.The results also show that there is a positive and significant correlation between transformational leadership and its dimensions (personal consideration, mental motivation, inspirational motivation and ideal influence) with the tendency of organizational citizenship behavior of Tehran education managers and among the dimensions of leadership The transformational, motivational dimension has the greatest ability to predict the tendency to organizational citizenship behavior.
Organizational culture is a set of values, beliefs, perceptions and inferences and ways of thinking and thinking in which the members of the organization have common features and it is what is taught to new members of the organization as a phenomenon and represents the value system. Is an organization and acts as a behavioral norm for employees. Recognition of organizational culture as an important necessity is a priority in the activities of managers of organizations, because with accurate knowledge of organizational culture and familiarity with its characteristics, management can organize its short-term, medium-term and long-term plans and face the challenges. And prepare the competition and increase its probability of success and survival rate.
In today's challenging world, organizations strive to hire employees who go beyond their assigned role and role in order to compete globally, meet customer needs and expectations, and adapt to the changing nature of the job; Because it is believed that these behaviors are reflected beyond the role in performance appraisal, affect employee participation in programs and can be said to be an effective factor in job involvement, organizational commitment and self-esteem.
In today's management literature, behaviors beyond the role of employees that are spontaneous and conscious are referred to as "organizational citizenship behavior." A good organizational citizen is an idea that includes a variety of employee behaviors; Such as accepting and assuming additional duties and responsibilities, the role and adherence to organizational rules and procedures that contribute to the effective performance of the organization. According to the mentioned contexts and the tendency to organizational citizenship behavior is one of the basic necessities of organizations, the present study explains the role of organizational culture and transformational leadership tendency to organizational citizenship behavior of Tehran education staff managers and for this purpose tries to Answer the following questions:
1- Is there a significant relationship between organizational culture and its dimensions (involvement in work, adaptation, adaptability and mission) with the tendency to organizational citizenship behavior in the managers of education headquarters in Tehran?
2- Is there a significant relationship between transformational leadership and its dimensions (mental persuasion, ideal influence, inspirational motivation and personal consideration) with the tendency to organizational citizenship behavior in the directors of education in Tehran?
3- Do the predictive dimensions of organizational culture (involvement in work, adaptation, adaptability and mission) have the ability to predict the tendency to organizational citizenship behavior in the education managers of Tehran?
4- Do the predictive dimensions of transformational leadership (subjective persuasion, ideal influence, inspirational motivation and personal consideration) have the ability to predict the tendency to organizational citizenship behavior in the managers of Tehran's education headquarters?

Findings from explaining the role of organizational culture and transformational leadership in the tendency to organizational citizenship behavior showed that there is a positive and significant correlation between the two variables of organizational culture and tendency to organizational citizenship behavior and also between the two variables of transformational leadership and tendency to organizational citizenship behavior.
In other words, the more attention is paid to organizational culture and transformational leadership in Tehran education, the more likely they are to increase their tendency towards organizational citizenship behavior. This finding indicates the obvious need for the tendency towards organizational citizenship behavior in variables such as organizational culture and transformational leadership in education in Tehran, which is also mentioned in the statements of Asgari et al. (2008) and Modasir and Singh (2000). . Findings showed that there is a positive relationship between organizational culture and its components and with the tendency to organizational citizenship behavior of managers.

If the Department of Education engages its managers in decision-making and policy-making and plans for team building and development of managers' capabilities, and also managers are aware of the core values of the organization and are aware of And if there is internal integration and external adaptability in education and managers are aware of the mission and philosophy of existence, mission, goals and strategies, these cases will cause organizational citizenship behavior of education managers.
Also, if the senior managers of the education department have a positive relationship with the middle managers of their subdivisions, influence them and encourage them towards organizational goals, consider mutual respect, increase the motivation of their followers to work and differentiate. Individuals of their followers should pay attention to the tendency of organizational citizenship behavior in followers.