چكيده لاتين
purpose of this research is to design a shared leadership model in knowledge-based enterprise. This research is practical in terms of purpose and a mixed method has been used. First, in the qualitative part, the Grounded theory approach was used to formulate the model of effective and affected factors of shared leadership. In this section, the field of research was university professors and managers of knowledge-based enterprises (with at least 5 years of experience in the market) and the theoretical sampling method was used to select the sample. Finally, 15 people were interviewed in a semi-structured way and the obtained data reached theoretical saturation. The validity of the model was evaluated and confirmed by the interviewees and using the relative coefficient of content validity of 62%. To analyze the data, the systematic method of Strauss and Corbin was used in three stages (open, axial and selective coding) with the help of Atlas.ti software. The results of this section indicated that three categories of predictive factors include individual characteristics of team members (power distance, forward-looking personality, self-leadership, introversion and openness to experience), organizational characteristics (organizational ambidexterity, organic structure, support strategy of external coach). and trans-organizational characteristics (power distance, institutional collectivism and learning-centered) are effective on strategies (team maturity, team capability, team flexibility) shared leadership (transformationism, interactionism common purpose, social support and giving voice to silence) and the development of leadership within Knowledge-based teams lead to some positive individual, team, and organizational outcomes (including overall member satisfaction, team cohesion, perceived organizational support, and disruptive work behaviors). Also, in this regard, some contextual factors (supportive cultural system, supportive training and development system, supportive payment and reward system, interconnectedness of tasks and complexity of tasks) and intervention factors (relational commitment of members, personalized power orientation, narcissism and Machiavellianism) are also identified and then it was approved. Based on this, judgment propositions and strategic hypotheses were formulated for testing in the quantitative part of the research. The statistical population of the quantitative part includes specialists and experts active in knowledge-based teams in various fields. In line with the objectives of the research, a researcherʹs questionnaire with 125 items was developed based on the designed research model. It was used to evaluate the validity of the questionnaire from the point of view of human resources professors, and after receiving feedback, suggested amendments were made. After estimating the sample size in structural equation modeling, the questionnaire was distributed among the statistical sample using stratified random method and 491 valid data were collected. In order to analyze the data, structural equation modeling was used with the help of Smart PLS software. The results showed that causal conditions (with an influence coefficient of 0.45) and contextual factors (with an influence coefficient of 0.37) had a positive and significant effect on shared leadership. The results also showed that the intervening conditions (with an impact factor of 0.19) had a positive and significant effect on shared leadership, and the main phenomenon (shared leadership) (with an impact factor of 0.85) had a positive and significant effect on strategies, and leadership Collaborative strategies with an impact factor of 0.95 has the consequences of shared leadership.
