جستجوی مقالات مرتبط با کلیدواژه "servant leadership" در نشریات گروه "مدیریت"

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 present study aimed to investigate the effect of strategic human resource management on job satisfaction and benevolent law-breaking with the moderating role of servant leadership among the employees of the central organization of the Ferdowsi University of Mashhad.

This research is applied in terms of purpose and descriptive survey in terms of method. The statistical population of the study is all employees of the central organization of the Ferdowsi University of Mashhad. According to the sample size required for modeling structural equations, 151 samples were selected by simple random sampling. The collection tool in this research is a standard questionnaire that contains 36 questions. Instrument validity was assessed through structural validity, convergent and divergent validity. Also, the reliability of the instrument was evaluated using Cronbach's alpha coefficient and composite reliability coefficient, and to test and test the research hypotheses, the structural equation modeling method and Smart-PLS software were used.

The results of data analysis showed that strategic human resource management has a significant effect on job satisfaction and benevolent law-breaking. Servant leadership also has a significant and negative effect on benevolent law-breaking and a significant and positive effect on job satisfaction. The results also showed that servant leadership moderates the impact of strategic human resource management on job satisfaction, but servant leadership does not moderate the impact of strategic human resource management on benevolent law-breaking.

A hallmark of successful societies is the integration of a servant culture across all societal levels. Organizations, as central pillars, depend on effective management and leadership, alongside a dedicated and capable workforce, to thrive. Employees, as the heart of organizational operations, play a pivotal role in achieving organizational objectives, and cultivating a servant culture among them is essential for sustained organizational and societal success. This study investigated the impact of servant leadership on employees’ self-efficacy and innovative behaviors, emphasizing the mediating role of responsibility among employees in alignment with the Iran’s overarching administrative policies. This applied research adopts a descriptive-correlational approach for data collection. The population included all employees of the Civil Aviation Organization, with a sample size of 307, determined by simple random sampling. The study employed Ehrhart’s (2004) servant leadership scale, Carroll's (2010) responsibility scale, Chen et al.'s (2001) self-efficacy scale, and Kanter’s (1998) innovative behavior scale, each on a five-point Likert scale. Cronbach’s alpha coefficients for these scales were 0.927, 0.928, 0.856, and 0.911, respectively. Data analysis was performed using SPSS version 25, and structural equation modeling (SEM) with SmartPLS software was used to examine relationships between variables. Findings indicate that servant leadership positively and significantly influences responsibility, self-efficacy, and innovative behaviors, with responsibility itself positively affecting self-efficacy and innovative behaviors. Finally, responsibility was confirmed as a mediating factor in the relationship between servant leadership and both self-efficacy and innovative behaviors.

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.

The purpose of this research is to determine the impact of servant leadership on employees intrinsic job satisfaction and extrinsic job satisfaction with the mediating role of servant attitude. This research is applied in terms of purpose and in terms of nature it is a descriptive-survey. The statistical population of this study is the employees of Razi University of Kermanshah. A Stratified random sampling method was used. A total of 250 standard questionnaires were distributed among the employees and a total of 212 questionnaires were collected. Structural equation modeling and Smart PLS3 software were used to analyze the data and test the research hypotheses. The coefficients of factor loadings of the research model show that servant leadership has a 0.29 effect on intrinsic job satisfaction and a 0.51 effect on extrinsic job satisfaction; In addition, servant attitude has a 0.17 effect on intrinsic job satisfaction. Therefore, according to the research results, servant leadership will bring intrinsic job satisfaction and extrinsic job satisfaction for employees; but will not establish the servant attitude in their minds. In addition the mediating role of servant attitude in the effect of servant leadership on intrinsic job satisfaction and extrinsic job satisfaction was not confirmed, but as an independent variable, it will bring intrinsic job satisfaction for employees.

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.

The main goal of the current research was to determine the relationship between green human resource management and green behaviors of employees with the mediating role of environmental awareness and the moderating role of servant leadership. In terms of the nature of the research, this research is in the category of descriptive-correlational research and in terms of the purpose of the research, it is in the category of applied research. The statistical population of the present study is all the employees of the municipality of Tehran province, the number of which is 420. Random sampling method is available; the number of statistical sample was calculated using Cochran's formula to be 201 people. In order to collect information, the questionnaire of Sabz Zaid et al.'s human resource management (2018), Sarmad et al.'s environmental awareness (2013), Shah's employees' green behavior (2023), and servant leadership by Peterson (2003) and Hazrati (2018) were used. Also, in order to analyze the data, structural equation modeling method was used with Lisrel v8.8 software. The results of the path coefficient showed that there is a positive and significant relationship between green human resource management and task-related behaviors and environmentalist performance-related behaviors. Also, environmental awareness does not mediate the effect of green human resource management on the behaviors related to the duty of environmentalists, but it mediates the behaviors related to the performance of environmentalists. According to the results of servant leadership, it does not moderate the effect of green human resource management on task-related behaviors and performance of environmentalists. But the results showed that servant leadership moderates the effect of green human resource management on environmental awareness. According to the results, it is suggested that policymakers introduce laws and regulations to support and encourage green projects, including impact evaluation and waste management systems in municipalities.

Environmental awareness is defined as the level of people's information about environmental issues and the effective factors in its expansion and knowledge of how to behave to improve problems. The purpose of this research is to investigate the effect of environmental awareness on green human resource management with the mediating role of employees' green behaviors and green innovation and the moderation of servant leadership.

The research is a descriptive survey in terms of practical purpose and in terms of data collection. The statistical population was 8000 employees of active petrochemical companies in South Pars region and the statistical sample was 370 people. Cronbach's alpha method was used to obtain the reliability of research variables. Partial least squares method (Smart pls) was used to measure the fit of the research conceptual model and hypotheses.

The result of the research shows that environmental awareness has a significant effect on the green behavior of employees, green innovation and green human resource management. The green behavior of employees has a significant effect on the management of green human resources; But the effect of green innovation on green human resource management was not confirmed. The green behavior of employees plays a mediating role between green human resource management and environmental awareness; But the mediating role of green innovation and moderator of servant leadership between green human resource management and environmental awareness was not confirmed.

Research innovation:

The investigated research helps the managers to put the process of selection, recruitment and green training on the agenda and to strengthen the awareness of human resources in the environmental field and by using the mediator role of green behavior of employees, green innovation and moderator of leadership. Servant, help to form an environment-friendly environment.

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

Leadership is a crucial aspect of management that plays a vital role in organizational survival and efficiency. This study aims to identify the leadership style of commanders during the eight years of holy defense and develop a leadership model applicable to managers in organizations, thus contributing to the advancement of leadership theory. The research adopts an exploratory approach in terms of purpose and utilizes qualitative data collection methods and thematic analysis. The data collection methods employed include fieldwork and library research, with semi-structured interviews serving as the primary data collection tool. The study focuses on fighters (followers) who had direct contact with the commanders during the eight years of holy defense. Additionally, relevant books and documents on the leadership style of the commanders were consulted. A sample size of eight soldiers was purposefully selected, employing non-probability sampling. For qualitative data analysis, coding and thematic analysis methods were employed. The results of the study reveal that the leadership style exhibited by the commanders during the eight years of holy defense can be characterized as "monotheistic leadership." This style combines elements of spiritual leadership, servant leadership, transformational leadership, and an attractive leadership style.

In this article, with the aim of influencing the leadership of the superior employee, the service of the employees was mediated by the organizational commitment and loyalty of the employees among the branches of Sepah Bank in Mashhad. The present research is an applied research in terms of purpose and descriptive-correlational research in terms of data collection and implementation. The data collection tool in this research is a questionnaire. The statistical population includes the managers of Sepah Bank Mashhad branches with 147 and a sample size of 108 people, which was determined by simple random sampling method. Data analysis was performed using Amos software and structural equation method. Also, t-test was used to analyze the data related to each of the research hypotheses. The results showed that the service leadership has an effect on the staff leaving the Sepah Bank branches in Mashhad and the employees' loyalty mediates the effect of the superior service leadership of the employees serving in the Sepah Bank branches. The commitment of the organization is mediated by the leadership of the superior service provider of the employees in the branches of Sepah Bank in Mashhad.

 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.