Introduction: The proper communication and interaction with the human resources in the organization for the purpose of carrying out the planned activities will lead to the achievement of goals and the survival and balance and organizational development. One of the most important factors influencing the integrated activities of human resources in organizations is the level of trust and acceptance that employees have towards their managers and organizations. The purpose of this study was to investigate the effect of genuine leadership on organizational virtue with the mediation of psychological capital among employees of Lorestan University.
Methods: The research method is descriptive correlation model based on structural equation modeling. The statistical population consisted of all the staff of Lorestan University. The sample size was 210 using random sampling using Krejcy and Morgan tables. Data were collected using standard questionnaire of genuine leadership, organizational virtue and psychological well-being. Data was analyzed using software spss18 and Pearson Correlation Coefficient, lisrel software.
Results: The direct effect of genuine leadership on organizational virtue (β = 0.32, t = 72.3) was significant at the level (P = 0.5). Also, the direct effect of the original variable on psychological capital (β =.33, t = 33.6) was significant at the level (P = 0.5). The direct effect of psychological capital on organizational virtue (β = 0.40, t = 0.44) was significant at the level (P = 0.5). The indirect effect of the noble leadership on organizational virtue with the mediating role of psychological capital (β = 55.16, t = 0.28) was significant at the level (P =. 5). The fitting of the prediction model for research variables is relatively good (X2/DF = 2.133), indicating the alignment of the fitted model with the research community. Because the Chi-Square/Df of less than 3 represents the fit of the model.
Conclusions: Based on research findings, the noble leadership influences organizational virtue with the role of mediator of psychological capital among the staff of the University of Lorestan. Therefore, it is suggested that university administrators develop and strengthen the attitude of genuine leadership in the organization and emphasize the virtue and promotion and self-awareness of their employees, and their employees as a major organizational capital.