ارزو سلیمانی دشتکی

Since wisdom refers to making prudent decisions that consider ethical values and its definition varies across different fields, it is an important construct in management research. Therefore, this study aimed to develop and validate a wisdom educational package and determine its effectiveness on trust, empathy, team cohesion, and job satisfaction among managers of the National Iranian Oil Refining and Distribution Company. The research was conducted in two phases. The first phase employed a qualitative method. In this phase, the statistical population included all employees, with criterion sampling continuing until theoretical saturation (۲۶ participants). Data collection was done using semi-structured interviews, and qualitative analysis was used for data processing. The results indicated that the characteristics of a wise manager fall into three categories: personal, interpersonal, and job-related. Based on the findings of the first phase, the objectives and content of the training package were designed, encompassing three main topics: self-awareness, effective communication, and decision-making.

The second phase aimed to evaluate the validity and effectiveness of the developed training package. The research method was quasi-experimental with pre-test and post-test designs and two control groups. The statistical population included all middle managers with ranks A and B in the organization. Among these managers, ۳۶ were selected through convenience sampling and randomly assigned to three groups (wisdom training, inactive control group, and active control group). The training course was conducted over three consecutive weeks, with seven ۲-hour sessions. To assess effectiveness, standard questionnaires were used to measure interpersonal trust (Schoorman & Ballinger, ۲۰۰۶), team cohesion (Carron et al., ۱۹۸۵), empathy (Joliffe & Farrington, ۲۰۰۶), and job satisfaction (Minnesota Satisfaction Questionnaire (MSQ), ۱۹۷۷) before and after the intervention. Self-assessment tools were used to measure validity and fidelity. Results indicated that the CVI and S-CVI indices were above ۰.۸, and the three components of authenticity were above average, confirming the validity and authenticity of the package. variance analysis showed that the training package significantly affected trust, job satisfaction, and team cohesion. Additionally, after considering the pretest as a covariate, the training package increased managers' trust and job satisfaction (p<۰.۰۵). The results of the first part indicate the variables of a wise manager that can be used in the selection and recruitment of wise managers. It is also suggested that to enhance interpersonal trust and job satisfaction, the designed training package be added to the organization's training calendar.