نشریه مطالعات دین، معنویت و مدیریت
پیاپی 1 (بهار و تابستان 1391)

Serving and serve are among the most highly valued notions introduced in religious texts and presented in Muslim religious leader's sayings and actualized by their conducts (Sire).Although vast discussions have been put forward by managers in our country on the related topics, but yet, this notion and its examples have not been revealed through a scientific and comprehensive model, where it is for four decades that servant leadership modelhas proposed and performed in some western countries. In order to fill this gap and with emulating Imam Khomeini as a worthy model, the present study aimed to review his thoughts about servant leadership. This research paper tried to find answers for these threefold questions based on Imam Khomeini's approach; what is servant leadership?, why is it necessary and how is it possible? Then, it suggested a comprehensive model. In this paper, which is considered as a fundamental research with an exploratory-descriptive methodology, to study servant leadership from the viewpoint of Imam Khomeini content analysis method was used. For gathering and determination of related notions for servant leadership, first; theoretical foundations and different views of western scholars through later years were reviewed and hence, after studying 22 volumes collection of "Imam Khomeini's Sahifeh"related contents were derived and for each one a code was attached to and also their frequency were enumerated. In order to design a comprehensive model for servant leadership from the viewpoint of Imam Khomeini Nvivo 8 (software for qualitative research method) was used for analyzing the data. This model includes 3 dominant notions, 15 popular notions, 35 organizing notions, 110 major notions and 22 minor notions. Their interrelationships have been shown through presented model. Finally, some suggestions have made for future studies.

The present study has been done to investigate basic elements necessary in designing a model for effective management of Mosques. The practical method being used in this research to envisage the conceptual model was practical and singular conceptualization and to do, gathering required information was performed through various sources mainly religious and scientific ones. This study was basic in its orientation, positivistic in its philosophy, inductive in its approach and also it used Delphi method as data collection strategy. Research objectives were exploratory and time horizon of study was cross-sectional. Designing questionnaire, Delphi panel consisting of experts, both in theory and performance, three-stage Delphi study was conducted. In general, eleven dimensions were identified through five major fields in the model; input, process, output, consequence and environmental elements. Dimensions related to input are as follows; virtue of Imam, agents competencies, the merits of congregation and adequacy of financial resources, material and information. Process division includes actions and outputs encompass variety and quality of programs and services. Attracting the majority, making changes and causing transcendence were expected in the consequence division. Environmental factors also encompass environmental organizations and local context.Analyzing the results of the Delphi survey also showed that according to experts, among the various dimensions of the model, the virtue of Imam has had the greatest impact on the effectiveness of Mosque. It was also confirmed that, as opposed to popular perception, the quality of Mosque's programs has owned more importance in the performance indices of Mosque in comparison with variety of programs and services.

This paper examined the relationship between the two basic criteria "virtue" and "competence" in Islamic Management. Studies showed that from the perspective of management scholars in the West virtues and technical competencies have been taken identical and primarily in Western management paradigm no distinction has been drawn between these two measuresin most cases (MC Cowli and Lawtan, 2006). Regarding the fact that virtuesdefinedsomewhatdifferentlyin Islam fromwhat has been inthe West by the dominant view, in this paper by using semi-structured questionnaires and interviews it is tried to answer this question that does virtues have the same value as technical merits and competencies or is there significant difference between them in Islamic management which its basic valueshave differed somewhatfrom thevalues ofWesternmanagement? The statistical population for this study was as follows: a group of faculty members anddoctoral students of management at University of Tehran, University of Tarbiat Modarres and University of Allameh Tabatabaei, well-knowledgeable in principles of Islamic management and also number of Hawzah scholars, typically experts in the field of Islamic management. Findings from the data analysis showed thatrespondents, besides making distinction between virtues and competencies, in most cases have not taken these two criteria necessarily identical from the perspective of Islamic managementand contrary to popular opinion in the West and subsequently in Western management paradigm, virtue and competence criteria are two separate and somewhat different criteria from each other.

In general, due to the preceding of psychological approach over sociological approach indescribing organizations, the role of governments and business organizations in developingcountries has been argued in this paper. What has been neglected in the related scientificliterature inside and abroad the country is role of NGOs in social development. NGOs thattheir numbers are increasing on a daily basis are divided into two categories of sacred andnon-sacred. Some debateshave been made about NGOs, but conceptualizing faith basedorganizations which are NGO and sacred, has been remained obsolete. A faith-based organization has double effectiveness than other NGOs in providing social services and that is because of its faith capacity. This paper which is a case studysought to reveal the importance of these organizations more than ever before. To do, primarily with explaining normative rationality and conceptualization of faith based organizations, creating this type of organization was justified. Then, it studied these types of organizations. Finally, the role of faith-based organizations to provide social services was discussed.

Quran and tradition of Prophet Mohammad and his family (Ahlulbayt) have been considered as the major sources of understanding religion. In one sense, understanding management from the viewpoint of Islam is that of understanding Prophet's tradition (Sunnah), which has only became possible through referring to Quran as the foundation, observing traditions (Sunnah) as the source of presenting orders and tracking Ahlulbayt's conduct (Sire) asrepresentative and interpreter of Quran and tradition (Sunnah). Following other methods of management research usually leads to observation of Muslim's methods of management or eclectically generalizing semi-Islamic believes. This kind of eclecticism comes in three types: Ideological hybridization which originates from dogmatic, non-religious and ideological believes, scientific eclecticism which its foundation rests on the astonished semi-scientific believes and eclecticism in action comes from individual or collective experiences of Muslims. Hence, Islamic management will find the probability of getting defined when it gets removed from this threefold eclecticism.

Justice has various economic, political, cultural and administrative dimensions. In the sphere of organization, which has had a vast hegemony over human life today, justice is not an ideal but a necessity. The main question of this research was: what were the indices of organizational justice, those which their implementation facilitates the achievement of justice in organization. Notions of justice are listed as follows: putting everything in its own place, fairness, equality, respecting for human rights, bringing everybody who is entitled to all of his deserved rights and being moderate, and is of three types; distributive, procedural, and interactional.The most important indicesof organizational justice mentioned in Nahjolbalagheh are justice among managers, justice in selection and recruitment of employees, establishing a meritocratic system, justice in policy making, justice in monitoring and evaluation of employees performances, justice in paying salaries, wages and bonuses. This research used an analytical-descriptive method.

The main goal of this research was to study the relation between Islamic work ethic andemployee's creativity in Kazeroon's organizations. The research method was descriptive and 65 employees were selected based on Cochran formula via cluster sampling method. Tools have been used in this research were two Islamic causal work ethic questionnaire (2001) and Rend sip creativity questionnaire where their reliability and validity were acceptable. Research data were investigated by correlation coefficient analysis and multi-variable regression. Results confirmed that there was significant relation between Islamic work ethic and employee's creativity (ρ<0/01, r=0/56). The results obtained from the t-test suggests that there was no significant difference between the work ethic of employees below 35 years and above (t=1/15, ρ=0/25). The results of multi-variable regression analysis showed that there was not significant relation among gender, education level and work experience of employees and their Islamic work ethic.