العوامل الديموغرافية كمتغيرات معدلة للعلاقة بين النمط القيادي والثقافة التنظيمية لتفعيل دور وزارة شؤون المرأة الفلسطينية

Abstract

The Ministry of Women's Affairs is considered the competent authority to study issues that concern Palestinian women, which requires studying the dimensions of organizational culture in selecting and appointing its employees based on their demographic characteristics, which necessarily determines the leadership style of the first and highest administrative categories in the Ministry and the bodies related to women's institutions. The study aimed to Identifying the impact of demographic factors as factors modifying the relationship between organizational culture and leadership styles to activate the role of the Palestinian Ministry of Women’s Affairs. To achieve the objectives of the study, the descriptive analytical approach was used, as a questionnaire was designed as a main tool for collecting data. Its validity and reliability were verified, which included three axes (demographic variables (Leadership styles, organizational culture) with the aim of surveying the opinions of all employees (male and female) in the Palestinian Ministry of Women’s Affairs and a group of public institutions concerned with women’s affairs in Palestine, numbering (1,035) male and female employees. The study was conducted on a sample of (551) male and female employees who were selected randomly. Simple, and several statistical treatments were used to test the study hypotheses, most notably the impact test and the relationship test, and the statistical analysis program SPSS was used in addition to the interrelations program AMOS. The results showed that the level of practice of the employees in the Ministry of Women’s Affairs and its affiliated institutions of the leadership styles (the strategic style and the situational style) from their point of view came with a high degree of approval, and that the level of their practice of organizational culture from their point of view came with a moderate degree of agreement. The results also showed the existence of a positive direct relationship between. Leadership styles and their dimensions and organizational culture and its dimensions. The study also found that demographic factors act as variables modifying the relationship between leadership styles (strategic style and situational style) and organizational culture, as it was shown that variables (gender, age, marital status, family economic situation, place of residence, job level, educational qualification) modify the relationship. Between the strategic style and organizational culture, where the variables (gender, age, economic status, place of residence, years of experience) weakened the relationship between the strategic style and organizational culture, while the variables (marital status, job title, and educational qualification) worked to strengthen the relationship between the style. Strategy and organizational culture. As for the training courses, they did not modify the relationship between them, and the variables (age, economic status, place of residence, years of experience, educational qualification) weakened the relationship between the situational type and organizational culture, while the variables (marital status, job title) worked to strengthen The relationship between situational style and organizational culture, while the variables (gender and training courses) did not modify the relationship between situational style and organizational culture. In light of the results of the study, the researcher recommended a set of recommendations.