سلوكيات القيادة البارعة وأثرها في تعزيز الفخر التنظيمي - دراسة تحليلية لآراء عينة من العاملين في مستشفيات دائرة صحة الديوانية

1- Alavi, et al. (2019). Factors that influnce student choice in family medicin a national focus group . family medicin,51 (2 ),143 - 148.

2- Arnett, et al. (2015). Analyzis of the effect of Attitude toward work, Using job satisfactionand pride as internal marketing tools. vCornal hotel and restaurant Administration. . Quarterly 43: 87-96.

3- Badran. (2024). Organizational pride and job satisfaction among staff nurses. Research square,http;//do.org/ 10.21203/Rs . 3Baldrige performa.RS

4- Baskarada. Sasa, waston Jamie, Cromarty , (2016). Leadership and organizational ambidexterity. July( 2016) . 35(6 ); 778-788 DOI: 10 .108/ JMD-01-2016 -0004.

5- Boezeman, et al. (2014 ). Volunteer leadership: The role of pride and respect in organi7 - zational identification and leadership satisfaction. . Leadership 10 :160-73.

6- Bonesso & Scapolan. (2014). The individual side of ambidexterity :DO individuals perceptions match actual behaviors in reconciling the exploration and exploitation trade-off ? European management journal,32(3),392-405.

7- Durrah, et al. (2019). Organizational cynicism and its impact on organizational pridein industrial organizations . . International journal of envionmental researchand public health 16: 1203.

-8 Gerlach, et al. (2020). Aligning leader behaviors with innovation requirements improves performance : An experimental study. Frontiers in psychology, 11 ( 1332) , http://do. org/10.3389/fpsyg.2020.01332.

-9Gieske & Buuren. (2020). Ambidextrous practices in public service organizations: hnnovation and optimization tensionsin Dutch water authorities. public management Review,22 (3 ), 341- 363.

-10Gouthie & Rhein. (2011). Organizational pride and its postive effects on employee behavior. Journal of service management , 22 (5 ),633 -649. organization,. current Topics in library and information practice . http: // doi org / 10 . 1515b/ 9783110465525.

-11Hamid & Hussein. (2021). the relationship of strategic leadership with organizational processamong a sampleof iraqi fedral police leaders the development of knowledge . PaIArchs journal of Archaeology of Egypt/ Egyptology,18, (10), 1330-1350.

-12Hamza. Ketam Dekhen. (2023). Organizational pride oriented the commitment behavior of the service provider. International journal of studies in business management and strategies Volume 02, Issue 03, March, 2023.

- 13Holmqvist. (2003). Dynamic model of intra- and Interorganizational learning. Organization studies ,24: 95 -123 .

--14Kraemer & Gouthier. (2014). How organizational pride and emotional exhaustion explain tumover intentions in call centers:Amulti- group analysis with gender and organizational tenure. Journal of service management, 25 (1 ), 125- 148.

-15 Kraemer & Gouthier. (2019). How organizational pride and emotional exhaustion explain turnover intentions in call centers: Amulti- group analysis with gender and orrganizational tenure . . Journal of service management , Vol, 25, No. I,pp. 125-148.

-16Kraemer. Tobias, Welf- Weiger. Mattias H . J Goutheir . Maik Hammerschmidt. (2020). Toward atheory of spirals : the dynamic relationship between organizational pride and customer- oriented behavior. Electronic suppkementary material. The online version of the article http;//do.org/10.1007/s1747-019-0075-0.

17 - Maruf. Mohamad, Slamet Riyadi, I Dewa Ketut Raka. (2022). The influence of organization pried. organizational commitment transformational leadership on job satisfactio employee performance at PT Virama. International journal of economics, Business and management research. Vol. 6, No. 08, .

18 -Nilawati, Fiernaniing.Nimran Umar.Raharjo kusdi . Arifin Zainul , (2019). The influence of work life balance and organizational pride on job satisfaction and its impact on organizational citizenship behavior in five and four star hotels employee. RJOAS, 7) (91), July 2019 DOI 10. 18551/ RJ0AS 2019 -07.20.

19 -Peccei & Rosentthal. (2017). The antecedents of employee commitment to customer serviice :Evidence from aUK service contex. International journalof human resourse management , 8 (1 ), 66 -86.

20 -Pereira.Leandro, Vania Patricio, Mariana Renato Lopes da Cossta, Aivaro Dias , (2021). How to build pride in the workplace. SOC. SCi, 2021, 10, 104. http:// r do. org / 10.3390/SOCSC/ 0030104.

21-Raisch & Birkinshaw. (2008). Organizational Ambidexterity Antecedents , outcome, and moderators. Journal of management Vol 34( 3),375-409.

22 -Riketta. (2005). Organizational identification: Ameta analysis . Journal of Vocational behavior, 66(2 ), 358 -384.

23 -Rosing ,Kathrin & zacher.Hannes, (2023). Ambidexterous leadership : Ateview of theoretical developments and empirical evidence . Handbook of organizational creativity (pp. 51- 70 ) Edition P 2- chapter : 5 . publishe Academic press.

24 -Rosing, et al. (2010). Amidextrous leadership hn the innovation process. Innovation and international corparate growth( pp.191-204),springer.

25 -Rosing, et al. (2018). The temprol pattern of creativity and implementation in teams. Journal of Occupational and organizational psychology, 91( 4 ), 798-822. http: // do. org/do: 10.111/joop. 12226.

26 -Schindler. Anna. (2015 ). Ambidextrous leadership : The role of flexbility swhtchhng between opening and closing leaders behaviors for team innovation outcome hn the case of management consultancies. Master thesis sciences in business administration, university of Twente ,Berline.

27 -Schlosser. Kristian Pultz, Aivars Spilberg, Tatjana Volkova , (2023). The effect of Ambidextrous strategic leadership on creating shared value. International gournal of economics and business Administration Volume XI, Issue 2, 2023.

28 - Seyedpour. Seyed Mostafa, Ali Safan, &Ali IsFahan. (2020). Formulating an organizational pride model for the national Iranian oil company. Cogent business & management( 2020), 7 : 1794679.http:// do.. org/10,1080/23311975.2020.1794679.

29 - Simsek. (2009). Organizational ambidexterity: Toward amultileverunderstanding. Journalof management studies,46( 4 ),597-624.

30 - Slatten. Terje , Barbara Rebecca Mutony, Ann Jorgensen Nordli & Gudbrand Lien.. (2023). The role of ambidextrous leadership and employee ambidexterity in enhancing astudy of health professionals. BMC Health services research http :// doi: org / 10.1/86/s12913-023-10275-3 2023: 1253.

31 - Tushman & OReilly. (2006). Ambidextrous organizations: Managing evolutionary and revolutionary change. Managing innovationand change , 170.

32 - Vera & Crossan. (2004). Strategic leadership and organizational leerning . Academy of management review, 29 (2 ), 222 - 240. for the degree doctor of education Kansasstate university , Manhattan,Kanas,.

33 - Wasilewski. Jennifer, (2019). Ambidexterity and innovation in cheif nursing officers in the healthcare setting. Doctoral dissertation , university of Walden. www. Baldrige.nist.gov.

34 - Xi, Yiheng .Zhou & Haiyan Wang , (2025). Ambidextrous leadership and innovation : aprocess perspective and an experimental approach. Humanities & social sciences communications Artic http : //do. org/ 10 .1057/s41599-025-04922-9.

35 - Yigit. (2013). Organizational ambidexterity:Balancing xploitationand explorration in organizations. Bleking institute of technology school of management mastar in innovation, Entrepreneurship and business development, (pp30).