رهبری خدمتگزار

The purpose of this research is the effect of GHRM and environmental awareness on employees' green behaviors: emphasizing the moderating role of servant leadership. The current research is applied in terms of purpose and descriptive-survey in terms of nature and method. The statistical population was the employees (150) of Yasuj Province Customs Department who were selected by simple random method using Cochran's 108 formula. The data collection tool was a questionnaire that had good validity and reliability. The results of the hypotheses showed that GHRM has an effect on the environmental awareness and GBE, environmental awareness has an effect on the GBE, and environmental awareness can play a mediating role in the influence of GHRM on behavior. Finally, servant leadership can play a weak moderating role in the influence of GHRM on environmental awareness and GHRM on the GBE. Despite the design model, it can be expected that the said department can pay enough attention to the green behaviors of the employees in order to advance its goals. Therefore, it should be able to consider the level of GHRM in order to promote the GBE, so that they can increase the level of EA of employees. Also, he should be able not to reduce the level of leadership of his employees in order to improve the level of GHRM in order to increase EA and GBE, because it will have irreparable effects on the body of the organization both in the long term and in the short term.

The servant leadership style as a new approach may be beneficial for promoting the performance of the members of the organization by fostering their attitudes and behaviors, such as performance and job craving for organizational leaders, therefore, the organization needs leaders who have special leadership styles awareness. This research aims to investigate the relationship between the servant style of leadership and the performance and job enthusiasm of the employees of the contractors of Mobarakeh steel company in Isfahan. The research method in this research is a survey method using three standard questionnaires and is considered as an applied research. The data analysis tool was SPSS and AMOS software. The statistical population of this research includes senior, middle, and junior personnel of the construction companies (two contracting companies) under supervision of Mobarakeh Steel Central Repair Department in Isfahan. The total sample size in this research is equal to 159 people selected by available sampling method. In order to determine the existence or non-existence of the relationship between variables, estimating and generalizing the results from the sample size, the Kolmogorov-Smirnov tests, the simple and multivariate correlation model, and one-sample t-test, have been used to examine the research hypotheses. According to the findings of this research, there is a positive and significant relationship between servant leadership style and job enthusiasm and job performance of employees of Mobarakeh Steel contractor companies in Isfahan. Also, the results of this research have shown that servant leadership style, employee performance, and job enthusiasm in Mobarakeh steel contractor companies in Isfahan are in a favorable position and the job enthusiasm variable has a minor role as a mediator variable in the relationship between the two variables of servant leadership style and employee performance.

This study sought to investigate the influence of newly-emerged leadership styles, that is, servant leadership, authentic leadership, and patriarchal leadership on the psychological capital and occupational behavior of hotel staff in the Iranian cities of Sareyn and Ardabil. To this end, the population of the study comprised 312 hotel staff, out of whom 255 people were selected via convenient sampling. The required data were collected through a standard questionnaire which was administered online. The collected data were then analyzed through SPSS software and LISREL software using the structural equation method. The findings proved that all three leadership styles investigated in this study influenced the hotel staff’s psychological capital and occupational behavior. Furthermore, the staff’s occupational participation was found to be effective in the provision of extra-role services to the customers. It can thus be argued that the intended novel styles of leadership increase individuals’ psychological capital and occupational participation. Therefore, organizations, especially those involved in tourism and accommodation, should try their best to adopt such leadership styles.

Encouraging and strengthening creativity among employees is an important strategy for maintaining and improving competitive advantages, ensuring long-term survival and growth of organizations. On the other hand, it is important to determine which leadership styles are related to employees' creativity through which methods, procedures and approaches and through which strategies. Organizational citizenship behavior as a psychological behavior may play a critical role as a mediator in our relationship between leadership styles and employee creativity. The current research is an applied research in terms of its purpose, and a descriptive-survey research in terms of collecting data and information. The statistical population of this research is all the employees of the Persian Gulf State University of Bushehr, numbering 302 people, and the sample size based on Cochran's formula is 169 employees. The tool for collecting data and information from the statistical population was a questionnaire. In order to analyze the research data, the Structural Equation Model (SEM) method and SPSS 22 and Lisrel software were used. The results of the research showed that servant leadership and ethical leadership styles have a significant effect on employee creativity with a mediating role of organizational citizenship behavior.

This research was conducted with the aim of investigating the relationship between green human resource management and environmental performance behavior with regard to the role of environmental awareness and servant leadership in hotels in Golestan province in the second half of 2022. The research is applied in terms of purpose and descriptivecorrelation in terms of method based on structural equation model. The statistical population included employees of hotels (one-star to five-star) in Golestan province, numbering 462 people. 210 people were selected by simple random sampling method using Krejcie and Morgan table. Data collection was done by means of a questionnaire. The validity of the questionnaire was confirmed by experts and its reliability (above 0.70) was confirmed through Cronbach's alpha test. For data analysis, structural equation modeling was employed using Smart-PLS version 3 software. The results showed that there is a significant relationship between green human resource management and task-related pro-environmental performance, proactive pro-environmental performance and environmental awareness. There is a significant relationship between environmental awareness and task-related pro-environmental performance and proactive pro-environmental performance. Also, servant leadership has a moderating role on the relationship between green human resource management and task-related pro-environmental performance, proactive pro-environmental performance and environmental awareness.

This study examined the relationship between green human resource management and green behaviors taking into consideration the mediating role of environmental awareness and the moderating role of servant leadership. This study is analytical-descriptive and correlational. The statistical population of the research includes all the employees of the municipalities of Golestan province. According to the obtained information, there are 440 people in 34 municipalities in Golestan province. Determined on the basis of Krejcie and Morgan’s table, the statistical sample includes 205 people. The questionnaires are distributed in a stratified manner. The reliability of this questionnaire in the present population was 0.7 which was calculated with Cronbach's alpha coefficient. In this questionnaire, each class is considered as a municipality. Data collection instrument is questionnaire. The study model was designed with the structural equation modeling approach using smart PLS software. The results of the study have shown that green human resource management has a significant relationship with environmental awareness and behavior and performance of environmentalists. Environmental awareness has a significant relationship with the behavior and performance of environmentalists. Also, servant leadership moderates the relationship between green human resource management and environmental awareness. However, it does not moderate the relationship between green human resource management and the behavior and performance of environmentalists.

This study was conducted to identify a model for designing a model to remove obstacles and executive mechanisms for implementing servant leadership in the Health Insurance Organization. The present research has been exploratory and qualitative. The content analysis method has been used to identify server leadership mechanisms. The statistical population of the study includes employees of different levels of the Health Insurance Organization that 12 people were selected based on theoretical saturation through the purposive non-random sampling method. Library methods and semi-structured interviews were used to collect data. The data analysis method was theoretical coding derived from servant leadership theories using MAxqda software. The results obtained from data analysis show that the components of humility, service, trustworthiness, interaction with employees, and collection and ethics are the most important barriers to implementation and executive mechanisms of health insurance service leadership, respectively. Using MAxqda software, the indicators desired by the experts are prioritized. Accordingly, the most important and effective barriers to the implementation of servant leadership are "inappropriate structure", "moral barriers", "centralism and self-centeredness" and "subordinate conditions", respectively. The components of ethics, cooperation, communication, planning, and scientism are among the main mechanisms of servant leadership in the first to fifth priority, respectively.

Due to the increasing attention to the leadership factor in creating organizational changes at the world level and since this factor is considered one of the key components in the organization's success, as well as the influence of this factor on the organization's culture and employees' performance, the purpose of this research is to investigate the effect of servant leadership. Organizational culture and employees' performance, taking into account the mediating variable of the organizational commitment of the employees of the welfare department of Tehran province. The statistical population of this study consists of all managers and employees based in the office. The analysis was descriptive and were selected using simple random sampling, 314 people based on Cochran formula. In order to collect data, four questionnaires of Bar Barbuto & Wheeler's servant leadership, Quinn and Cameron's organizational culture, Meyer and Allen's employee performance and organizational commitment questionnaires were used. The results showed that all dimensions of servant leadership have a positive and significant effect on organizational culture and employee performance. There is also a positive and significant relationship between servant leadership and organizational commitment

 Based on theories of social exchange and leadership substitutions, if there are necessary infrastructures, human resource management strategies can be replaced by servant leadership in promoting employees' emotional commitment and psychological empowerment. The present research seeks to examine the possibility of the replacement of servant leadership with the high-commitment human resource management system in the Fars Governorate Organization.

 THEORETICAL FRAMEWORK:

To achieve a competitive advantage, managers are constantly looking for ways to increase employees' commitment and empower them. In this regard, the question is how human resource management and leadership interact. Previous research suggests that, in certain conditions, human resource management and leadership can substitute and complement each other. Therefore, the current research seeks to investigate how servant leadership can be replaced by high-commitment human resource management to affect employees' emotional commitment and psychological empowerment. If the socio-emotional needs of employees are met by human resource management practices, organizational leaders need less ability and effort to meet them. For this reason, it is proposed that the high-commitment human resource management system and servant leadership can moderate the effect of each other on employees' emotional commitment and psychological empowerment.

This research was a correlational survey with a statistical population of 1200 employees in the Fars Governorate Organization. A sample size of 320 people was investigated by conducting stratified random sampling. The data collection tool was a pre-made questionnaire with 35 items. To analyze the gathered data, a partial least square approach to structural equation modeling was utilized in SmartPLS software.

Employees’ opinions indicated that the use of high-commitment human resource management practices is less than average in the Fars Goveronate Organization (2.72 out of 5). It was determined that about 23 percent of the variance in emotional commitment was explained by servant leadership and high-commitment human resource management practices. Additionally, servant leadership was able to explain about 12 percent of the variance in psychological empowerment. Examining the moderating hypotheses indicated that none of the servant leadership and high-commitment human resource management can moderate each other's effect on outcome variables. Moreover, Comparing the two groups of male and female employees revealed that women feel less influence in the workplace.

CONCLUSIONS & SUGGESTIONS:

The low level of high-commitment human resource management practices determined that the conditions are not available for the replacement of servant leadership with the high-commitment human resource management system in the Fars Governorate Organization. Therefore, first of all, this organization needs to develop high-commitment practices. In terms of moderating hypotheses, non-significant effects can be attributed to the low levels of moderators and employees' maturity. Future researchers, of course, are recommended to investigate these issues. As the results indicated, the relationship between the high-commitment human resource management system and psychological empowerment was not statistically significant. Based on this, it can be said that servant leadership cannot be replaced by the high-commitment human resource management system in the Fars Governorate Organization due to the lack of necessary infrastructure.

this study aims to investigate The mediating role of emotional commitment in the relationship between organizational justice, servant leadership and job motivation with the intention of leaving teachers in shiraz city. statistical population of this study is the teachers of schools in shiraz city whose number is more than 714, in order to select sample size using morgan chart, the sample consisted of 249 people in a stratified random manner. reliability of the questionnaire was investigated by cronbach's alpha coefficient and its composite reliability and validity by structural and content validity. using the structural equation modeling technique, the research hypotheses were analyzed. the results showed that between organizational and organizational justice; servant leadership and emotional commitment; job enthusiasm and emotional commitment; emotional commitment and intention to leave work has significant effect. It was also found that affective commitment plays a mediating role between organizational justice, servant leadership and job engagment with intention to leave the job.

The main purpose of this study was to explain the role of active behaviors of new human resources in the organization on job outcomes with respect to the moderating role of servant leadership.

The research method of this research was applied in terms of purpose and descriptive-survey research in terms of nature. The statistical population included newcomers in the state-owned trading company of Iran. The volume of manpower in this organization was equal to 356 people. Based on Cochran's formula, the sample size of this study was 185 people who were selected based on simple random sampling method. A standard questionnaire based on 35 items was used to collect data. This questionnaire was approved before the final distribution of validity and reliability. Smart PLS software was used to analyze the data collected in this study.

The results showed that the dimensions of newcomer manpower behaviors, including information search, feedback seeking, human resource socialization, relationship building, have an impact on the job outcomes of new manpower in the organization. On the other hand, the moderating role of servant leadership has a moderating role in the effectiveness of information seeking, feedback seeking, manpower socialization, building relationships on the job outcomes of new entrants.

Given the numerous environmental issues facing the hotel industry, there is growing pressure to respond to them by implementing sustainable strategies such as green human resource management (HRM) practices. Thus, there is a need to examine how green HRM enhances environmental performance. Accordingly, this study explores the causal relationship between green HRM, employees’ pro-environmental performance (P-EP), environmental awareness, and servant leadership. The data were collected from employees working in hotels in Tehran, Iran. Smart PLS was utilized to conduct validity and reliability tests and to design structural equation modeling. The findings show that environmental awareness mediates the impacts of green HRM on proactive P- EP, but does not support task-related P-EP. Also, servant leadership does not moderate the relationship between green HRM and task-related. Drawing on social exchange, social cognitive, and social learning theory, this study provides theoretical contributions, practical implications, and useful recommendations for managers and scholars in the hospitality industry.

The purpose of this study was to investigate the effect of employee leadership on employee empowerment with the mediating role of trust (Case study of Fereydunkenar port).The present study was conducted using descriptive / survey and correlation methods.Research

The present study was conducted using descriptive / survey and correlation methods.The statistical population was all the employees of Fereydunkenar port, which numbered 230 people. Using the Krejcie and Morgan table,144 people were determined as the sample size and the sampling method was stratified random.The research data were collected by library and field methods and the instruments used were Dennis Standard Servant Leadership Questionnaire, Spritzer Standard Empowerment Questionnaire and Payne Standard Organizational Trust Questionnaire. Research data were collected by library and field methods and the tools used were the standard servant leadership questionnaire "Dennis", Standard Empowerment Questionnaire "Spritzer" And the standard organizational trust questionnaire was "Pine".The reliability of the questionnaires was calculated using Cronbach's alpha method for the servant leadership questionnaire 0.857, the empowerment questionnaire 0.734 and the organizational trust questionnaire 0.849 and the validity of the instrument was confirmed by the content validity method.

Data analysis was performed using structural equation modeling and LISREL software. The research results indicate a positive and significant relationship between servant leadership and employee empowerment and organizational trust plays a mediating role in the relationship between servant leadership and employee empowerment.

Trust mediates the relationship between servant leadership and employee empowerment.

The developments that has taken place in the national and transnational arenas after forty years of endurance and resistance, while arriving at the second step of this holy revolution, indicates that the traditional models of leadership in other organizations cannot not meet all the needs of the Islamic Revolution. More than ever, there is a need for indigenous and effective leadership styles. A form of leadership that considers a wholehearted relationship between the leader and the followers and regards the leader as a servant of his followers who accompanies them to obtain organizational goals, is called the helper leadership paradigm. The leadership style of Martyr Ghasem Soleimani, as a magnificent example of helper leadership, is an indigenous and effective style that has brought about remarkable successes, including the demolition of ISIL. After his assassination, Ghasem Soleimani’s style was given more attention as an appropriate method fitting the nature of the Islamic Revolution. Aimed at identifying the components of the leadership style of this commander, this research attempts to review the biography, speeches, notes and the will of this Martyr through library method of data collection. The researcher arrived at 248 basic themes, 21 organizing themes, and 10 themes by thematic analysis strategy. These themes included “mercifulness to people”, “task-orientation”, “receiving train from divine values”, “focus on mission”, “individual spirituality”, “dignified personality”, “staff development”, “having a transcendent ideal”, “sincerity in action” and “deep insight” as the components of the transcendent leadership helper style of the Martyr Ghasem Soleimani.

The aim of this study was to explain the relationship between the components of servant leadership and quality of working life with the mediating role of social capital among Kermanshah municipality employees. The present study was conducted by mixed (quantitative and qualitative) methods. In quantitative part, the questionnaire tools and in the qualitative part, Delphi technique (interview with experts) was used. Using a descriptive- correlation research method, 286 employees were randomly selected to this study using the volume-appropriate stratified sampling method. To collect the research data, two standard questionnaires of Loeb’s servant leadership & Walton's work quality of life and a researcher-made social capital by a good and appropriate validity and reliability have been used . The data analysis method is Pearson correlation using Spss25 software and structural equations with LISREL software. The results show that the components of servant leadership have a positive and significant relationship with quality of working life and social capital. Social capital has a positive and significant relationship with the quality of working life. Servant leadership has a positive and significant relationship with the mediating role of social capital with the quality of working life.

The success of public organizations partly depends on their ability to successfully motivate public sector employees and managers to provide better services. Therefore, the effect of servant leadership style and authentic leadership, as one of the factors affecting public service motivation, has been investigated. The statistical population is all employees of Hormozgan Agricultural Jihad Organization and its three sub-departments, including Hormozgan Veterinary Department, Hormozgan Fisheries Department, and Hormozgan Watershed Management Department in Bandar Abbas city. Simple random sampling was used in this study which estimated to be 235 people using the Cochran sampling formula. The instruments used to measure the research variables are the standard questionnaires with the reliability of more than 0.8. To test the research hypotheses, Smart PlS 3 Software was used. Findings show that servant leadership and authentic leadership have a positive effect on public service motivation. As well, it was found that organizational structure did not moderate the relationship between servant leadership, authentic leadership and public service motivation. Moreover, authentic leadership and servant leadership play an important role in improving public service motivation. These leadership styles enhance the motivation of leaders and followers by improving mutual trust, and this enables employees in the public organizations to provide better services to the society.

The purpose of this study was to investigate the impact of strategic-servant leadership on voice and job involvement of employees due to the moderating and mediating role of organizational identity in Khorasan Regional Electric Company. The research method is survey and its tool is a five-point Likert scale questionnaire. Structural equation modeling was used to test the research hypotheses using PLS software. The findings of this study indicate that strategic leadership affects job involvement and organizational identity, servant leadership affects job involvement, defensive voice, and prosocial voice and organizational identity affects job involvement. Organizational identity is a mediator between strategic leadership and job involvement, but the effect of servant leadership on acquiescent voice was not significant. Organizational identity does not play a moderating role in the relationship between servant leadership and the types of employee voices. Types of employee voices do not act as a mediating variable in the relationship between employee leadership and job involvement.

The purpose of this study is to examine the impact of servant leadership on innovative work behavior and to reveal the role that public service motivation and political skill play as mediator and moderator in the relationship between these two variables.

In this descriptive study, the statistical population consisted of specialist staff working in provincial levels of governmental organizations throughout Iran. Given that the sample size is 384, a total of 480 questionnaires were distributed among the respondents who were selected through two-stage cluster sampling and 395 questionnaires were collected. The instrument of this study was 4 standard questionnaires whose validity and reliability were confirmed in the tests.

The results of structural equation modeling analysis showed that servant leadership has a positive and direct effect on public service motivation and innovative work behavior. In addition, the role of public service motivation as mediator and the role of political skill as moderator in the relationship between servant leadership and innovative work behavior were confirmed.

In addition to some innovations in theory development, this research has some practical implications for the public sector in Iran. From the practical point of view, this study provides an understanding of the status of research variables and the relationships between them. This recognition can be the basis for senior executives planning to enhance the level of innovative employee behavior in government agencies in Iran. Based on the findings, this planning should focus on enhancing the level of political skill of staff as well as increasing the level of implementation of servant leadership components by managers.