The relationship between distributed leadership and psychological well-being: The mediating role of teachers' organizational climate and trust

Objective: The aim of the present research is to investigate the relationship between distributed leadership and psychological well-being, with the mediating role of organizational climate and teachers' organizational trust.
Methodology: The research method is applied in terms of purpose and descriptive-correlational in terms of nature and method. The statistical population of this study consists of primary school teachers in District 1 of Tabriz city, with a total of 1,343 male and female teachers currently teaching in the year 1402 (2023). The sample size was determined to be 300 individuals based on Morgan's table, selected using simple random sampling. Data collection methods included library research and fieldwork. In this study, a standard questionnaire was developed and designed using measurement tools from previous studies, including organizational trust by Hoy et al. (2006); organizational climate by Halpin and Croft (1963); distributed leadership by Sahraian (2000); and psychological well-being by Ryff (1989).
Results: The results indicate that there is a relationship between distributed leadership and organizational climate with a path coefficient of 0.824, and between distributed leadership and organizational trust with a path coefficient of 0.779. Additionally, there is a relationship between psychological well-being and organizational trust with a path coefficient of 0.395, and between psychological well-being and organizational climate with a path coefficient of 0.269. In the mediation hypotheses, organizational trust plays a mediating role in the relationship between distributed leadership and teachers' psychological well-being with a path coefficient of 0.308, and finally, organizational climate plays a mediating role in the relationship between distributed leadership and psychological well-being with a path coefficient of 0.222.
Conclusion: This study can contribute to the training of effective managers and the development of professional quality in society. Furthermore, by utilizing the results of this study, the relationship between distributed leadership and psychological well-being can be identified in terms of organizational climate and trust, allowing for the identification of influential variables and the implementation of measures to improve them.