Civil szervezeti vezetők pszichológiai és szervezeti profiljai
Az érzelmi intelligencia, a reziliencia, a vezetési stílusok és a szervezeti kultúra konfigurációi klaszterelemzés alapján
Absztrakt
A civil szervezetek működésének egyik kulcstényezője a vezetés, amely a nonprofit szektorban sajátos, értékalapú és relációs karaktert ölt. Tanulmányunk célja a magyar civil szervezeti vezetők pszichológiai és szervezeti profiljainak feltárása volt az érzelmi intelligencia, a reziliencia, a vezetési stílusok és a szervezeti kultúra észlelésének integrált vizsgálatán keresztül. A kvantitatív, feltáró keresztmetszeti kutatásban 164 magyar civil szervezeti vezető vett részt, nem valószínűségi, hólabda mintavétellel. Az adatfelvétel a Bar-On EQ-i kérdőívvel, a Connor–Davidson Reziliencia Kérdőív ma gyar változatával (CD-RISC-10), a Hersey–Blanchard-féle szituációs vezetési kérdőívvel, valamint a Versengő Értékek Modelljére (CVF) épülő szervezetikultúra-kérdőívvel történt. A személyközpontú, konfigurációs elemzés Ward-módszerű hierarchikus, majd K-közép klaszterelemzést alkalmazott. A négyklaszteres megoldás jól elkülönülő vezetői konfigurációkat azonosított: strukturált fenntartók (n = 83), innovációorientált stratégák (n = 12), adaptív reziliens vezetők (n = 37) és közösségi integrátorok (n = 32). A varianciaanalízis valamennyi bevont változó esetében szignifikáns klaszterkülönbséget mutatott (p < ,001), a legerősebb elkülönítő erővel az érzelmi intelligencia dimenziói bírtak. Az eredmények szerint a pszichológiai erőforrások nem izolált egyéni jellemzőként, hanem a vezetési stílusokkal és a szervezeti kultúrával együttesen formálják a szervezeti működési mintázatokat, és nem azonosítható univerzálisan optimális civil vezetési modell. A magasabb érzelmi intelligencia és reziliencia együttes megjelenése delegáló, autonómiát adó és adaptívabb működéssel járt együtt, ami a nonprofit vezetőképzés pszichológiai erőforrásokra fókuszáló bővítését indokolja.
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