Original Article
Hamed Erfaniyan dabbaghnoghani,; Hamed KhorasaniToroghi; Vahid Mirzaei
Abstract
This research aims to identify the antecedents and consequences of hooliganism in Mashhad Municipality. This study is based on qualitative methodology and content analysis method based on Brown and Clark method. The statistical population consisted of 21 academic and organizational experts active in ...
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This research aims to identify the antecedents and consequences of hooliganism in Mashhad Municipality. This study is based on qualitative methodology and content analysis method based on Brown and Clark method. The statistical population consisted of 21 academic and organizational experts active in Mashhad Municipality who were interviewed semi-structured until theoretical saturation. Sampling in this research was done by snowball method. That is, at the end of each interview session, the participant was asked to introduce a person who possessed knowledge and expertise in this field. The strategy for selecting organizational experts was also based on executive activities and management background, which required having at least 10 years of executive and management experience and having a master's or doctoral degree in one of the fields of management, educational sciences, and psychology. The analysis was conducted using MAXQDA software to ensure the reliability of the interviews. The structured process technique of convergent interviews and the technique of having at least two people conduct the interviews separately but in parallel were used. A total of 77 open codes of primary concepts, 20 sub-themes or basic themes, and 2 main themes were extracted from the research findings. Finally, threats for personal goals, insulting and disrespectful behavior, threats of demotion or dismissal, poor adherence to ethical principles, abuse of power for unethical purposes, lack of transparency and poor communication, poor organizational culture and leadership, poor internal monitoring and control, lack of effective or transparent policies, use of force and threats as precursors to bullying and Factors such as decreased work motivation, decreased work quality, decreased trust, increased job conflicts, creating an atmosphere of fear and insecurity, increased job abandonment, increased employee dissatisfaction, decreased productivity, decreased performance, and damage to the organization's reputation were identified as consequences of hooliganism.
Original Article
Yousif Riadh; Yaghoob Maharati; Mohammad Mahdi Farahi; Alireza Khorakian
Abstract
In today's dynamic and highly competitive global marketplace, organizations are continuously seeking ways to foster innovation and sustain long-term growth. Strategic entrepreneurship—a concept that combines opportunity-seeking behaviors (opportunity exploration) with advantage seeking behaviors ...
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In today's dynamic and highly competitive global marketplace, organizations are continuously seeking ways to foster innovation and sustain long-term growth. Strategic entrepreneurship—a concept that combines opportunity-seeking behaviors (opportunity exploration) with advantage seeking behaviors (opportunity exploitation)—has emerged as a critical framework for organizations looking to navigate the complexities of modern business environments (Hitt et al., 2001). The impact of flexible staffing and Workforce Diversity on these two dimensions is a crucial area of study in organizational and entrepreneurial contexts. These factors contribute significantly to the ability of individuals and organizations to identify, explore, and capitalize on new opportunities. Flexible employment and Workforce Diversity are two critical factors that increasingly shape the strategic direction of modern entrepreneurship. Their influence on entrepreneurship can be examined from several perspectives, including innovation, talent management, organizational culture, and overall business competitiveness. Flexible employment practices, such as remote work, freelance contracting, and flexible hours, allow organizations to tap into a broader and more diverse talent pool.
Original Article
Milad Amraei; Ali shariat Najade; Reza Sepahvand; Hojjat Vahdati
Abstract
Technostress is one of the important challenges in the digital age, which is expanding especially in government organizations, which means stress caused by information and communication technologies in work environments. This phenomenon has profound effects on people's mental health and job performance ...
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Technostress is one of the important challenges in the digital age, which is expanding especially in government organizations, which means stress caused by information and communication technologies in work environments. This phenomenon has profound effects on people's mental health and job performance due to the rapid and continuous development of technology and changes in the role of employees. Therefore, according to the importance of the subject, the present research was conducted with the aim of phenomenological analysis of the phenomenon of technostress in the country's tax affairs organization. The current research is descriptive-exploratory in terms of its practical purpose and in terms of the method of data collection, and it is of the qualitative research type, which was conducted using the phenomenology method (that is, the lived experience of people involved in the phenomenon) and Dickelman's approach. Since the current research is qualitative, the data collection method is in-depth interviews with the participants. Based on this, using the purposeful sampling method and based on the principle of theoretical adequacy, 18 managers and employees of the country's tax affairs organization were selected as sample members. In this research, qualitative content analysis method and Maxqda software were used to analyze the data obtained from the interview. In addition to the recognition and understanding of the mentioned phenomenon, the research findings have identified 15 causes and 15 consequences as causes and consequences of technostress.
Original Article
Ali shariat Najade; hanieh hatami; razieh hasanvand
Abstract
In the current era, technology and information technology has become a permanent tool in human interactions, which requires a change in leadership approach. Therefore, the current research was conducted with the aim of identifying and analyzing the key factors of success and the consequences of implementing ...
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In the current era, technology and information technology has become a permanent tool in human interactions, which requires a change in leadership approach. Therefore, the current research was conducted with the aim of identifying and analyzing the key factors of success and the consequences of implementing the virtual leadership style. The current research is an exploratory research in terms of practical purpose in terms of gathering information. Also, this research is a type of mixed qualitative and quantitative research based on comparative and inductive philosophy. The statistical population of the research is organizational managers along with university professors, and they were selected with the purposeful sampling method due to their theoretical and practical familiarity with the research topic and based on the principle of theoretical saturation. The data collection tool is interview in the qualitative part and questionnaire in the quantitative part. The data collection tool is in the qualitative part of the interview, the validity and reliability of which was confirmed using content validity and theoretical validity and intra-coder and inter-coder reliability methods. Also, the tool for collecting information in the quantitative part is a questionnaire whose validity and reliability were confirmed using the content validity and reliability of the test. In this research, the content analysis and coding method was used in the qualitative part and the FCM fuzzy cognitive map method was used in the quantitative part for data analysis. The research results include the identification and analysis of key success factors and the consequences of virtual leadership style implementation. The results of this research indicate that the necessity of establishing coordination and communication between team members, electronic intelligence skills, knowledge and awareness of virtual leaders towards leading in a multicultural and multilingual society are the most important antecedents of virtual leadership style. Also, the high speed of communication, formality and de-bureaucracy were identified as the most important suffixes of virtual leadership
Original Article
reza sanavi farah zadeh; Fereydoon Azma; Majid Nasiri
Abstract
Identifying the competencies of managers in line with new requirements and emerging conditions is a topic that can be considered the basis for action for managing managers of non-governmental organizations. The aim of this research is to identify the key factors (drivers) of the competence of managers ...
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Identifying the competencies of managers in line with new requirements and emerging conditions is a topic that can be considered the basis for action for managing managers of non-governmental organizations. The aim of this research is to identify the key factors (drivers) of the competence of managers of non-governmental organizations. The research method is applied in terms of purpose and is a descriptive-analytical research type that has been conducted with a futures research approach. This research is mixed in terms of the nature of the data and is based on the survey method of data collection. To analyze the key factors (drivers) of the competence of managers of non-governmental organizations, 83 concepts were selected using the Delphi technique in 2 rounds and 25 experts. The identified concepts were categorized into 12 categories. Then, the result of the effect after taking the average of all interactions was entered into the MiqMaq software and analyzed to extract the drivers. The findings showed that the identified factors, in order of their impact, include technological competencies, communication competencies, management competencies, and the factors of social competencies, ethical competencies, foresight competencies, and legal competencies, which are two-way, indicating their ability to have a major impact on the entire system. It can be concluded that investing in the development of these competencies not only increases organizational effectiveness, but also enhances the mission of creating a more just and equitable world that benefits society as a whole.
Original Article
S.Mahmood Zanjirchi; najmeh faregh; ali morovati sharifabadi; habib zare ahmadabadi; hooshang talebi
Abstract
A LARG strategy for supply chain management by selecting, combining and implementing lean, agile, resilient and green approaches is one of the fundamental challenges of managers due to the conflicts and different strategies of each and on the other hand their synergy. The current research was carried ...
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A LARG strategy for supply chain management by selecting, combining and implementing lean, agile, resilient and green approaches is one of the fundamental challenges of managers due to the conflicts and different strategies of each and on the other hand their synergy. The current research was carried out with the aim of developing a system for choosing a LARG strategy in the supply chain. In order to achieve this goal, in the first stage, by reviewing the literature and the background of the research, factors affecting the selection of LARG approaches have been collected. These factors are classified in 44 groups and in 4 general levels of environmental factors, organization-related factors, product-related factors, and performance factors. In the second stage, using the system dynamics method, using the factors obtained from the first stage and LARG strategies, a model has been presented to evaluate the performance and choose the appropriate strategies in different conditions. Causal and effect models and state-flow have been drawn and model evaluation test, structure evaluation and sensitivity analysis have also been done to confirm the validity of the model. The information required for modeling and simulating the model has been collected from the Yazd Rubber Industries Complex. In the next stage, using Taguchi's robust method, the necessary and sufficient number of executions for simulating the model and extracting suitable strategies are provided and was analyzed in JMP software. Finally, according to the results to achieve sustainable performance, LARG strategies have been prioritized in four categories.
Original Article
Mostafa Hadavinejad; Saeideh Nakhaei
Abstract
Calling is a behavioral phenomenon to find one's identity through serving to others. The present study has attempted to explore the types of this phenomenon according to the lived experiences of employees of an Iranian public organization (Vali-Asr University of Rafsanjan) based on the empirical phenomenological ...
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Calling is a behavioral phenomenon to find one's identity through serving to others. The present study has attempted to explore the types of this phenomenon according to the lived experiences of employees of an Iranian public organization (Vali-Asr University of Rafsanjan) based on the empirical phenomenological psychological (EPP) method. The participants were 30 employees of this university who were selected through a typical sampling method and invited to the research. The data collection tool was in-depth semi-structured interviews with participants. According to the research findings, based on the three criteria of consciousness, will and intention, eight types were identified for calling in the studied organization, which were: consciousness divine callings, consciousness mundane callings, unconsciousness divine callings, unconsciousness mundane callings, consciousness divine be-called, consciousness mundane be-called, unconsciousness divine be-called, unconsciousness mundane be-called. In addition, three other twins were identified for fulfilled callings in the organization: failed call, fake callings, and non-callings.
Original Article
Ghader khodaveirdizadeh; Jafar Beikzad; hossein Emari; Yusuf Beighzadeh
Abstract
This research aims to explore the antecedents of a healthy organization in the Ministry of Interior. This research is based on the pragmatism paradigm in terms of philosophy, an applied development in terms of objectives, and a mixed exploratory type in terms of the nature of the data. The strategy of ...
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This research aims to explore the antecedents of a healthy organization in the Ministry of Interior. This research is based on the pragmatism paradigm in terms of philosophy, an applied development in terms of objectives, and a mixed exploratory type in terms of the nature of the data. The strategy of this research is qualitative, based on thematic analysis. The study population consists of three groups: academic experts, expert consultants, and executive managers of the governorates in the East Azerbaijan, West Azerbaijan, and Ardabil provinces. In this study, purposive and snowball sampling methods were used to select the sample, and data saturation was achieved through 13 interviews. The data were analyzed using a three-phase approach of thematic analysis with MAXQDA2020 software. According to the data analysis from the interviews, the study identified a total of 43 basic themes, 12 organizing themes, and 4 overarching themes. Based on the findings, the antecedents of a healthy organization were examined from four perspectives: "organizational culture," "organizational structure," "leadership styles," and "organizational excellence." Overall, the study shows that a simultaneous and integrated focus on these dimensions can enhance the health and effectiveness of organizations.
Original Article
Masoud Kamali Mirzaei; mansoure moradi haghighi; shahram bandpey
Abstract
model aimed at boosting operational efficiency, public trust, and ethical accountability. With recent changes in tax collection practices and increased public concerns over the allocation of tax revenues, the organization faces mounting pressure to embody and promote professionalism. The study outlines ...
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model aimed at boosting operational efficiency, public trust, and ethical accountability. With recent changes in tax collection practices and increased public concerns over the allocation of tax revenues, the organization faces mounting pressure to embody and promote professionalism. The study outlines a systematic framework for professionalism, exploring components such as ethical standards, strategic decision-making, human resource development, and public engagement, which are crucial to enhancing the organization's credibility and effectiveness.IntroductionIn recent years, the Tax Affairs Organization has undergone significant changes in its tax collection approach, aiming to improve public sector performance and efficiency. However, this shift has also heightened public dissatisfaction due to a perceived lack of transparency in tax allocation and insufficient efforts to address tax evasion among high-net-worth individuals. Given these challenges, the study highlights the critical need for a professionalism model that aligns with organizational values, promotes ethical behavior, and builds public trust. This model is anticipated to help the organization navigate complex financial environments and fulfill its role as a key contributor to the country’s economic stability.Methods and MaterialsThis study adopts a qualitative approach, employing thematic analysis based on expert interviews and document analysis. Participants were selected using purposive sampling, focusing on professionals with at least ten years of experience in the field. Data were collected through semi-structured interviews with tax professionals, aiming to gather in-depth insights into the components of professionalism relevant to the organization. The analysis followed a three-stage coding process—open, axial, and selective coding—to identify, categorize, and refine the core components of the proposed professional model.Results and DiscussionThe analysis revealed 27 core components and 94 sub-categories that contribute to an effective model of professionalism in tax administration. Key elements identified include strategic planning, ethical guidelines, financial management, human resource expertise, and innovation through technology integration. Notably, the results underscore the importance of ethical standards and transparency in improving the organization’s relationship with the public. Additionally, strategic planning and decision-making emerged as critical areas where professionalism can directly influence operational effectiveness, particularly in managing complex financial data and addressing tax compliance challenges.ConclusionThe study concludes that establishing a comprehensive professionalism model in the Tax Affairs Organization can significantly enhance its performance and public reputation. By embedding professionalism across all organizational levels, the Tax Affairs Organization can better manage its internal and external challenges, increase accountability, and foster a culture of trust and excellence. The proposed model serves not only as a guide for improving operational outcomes but also as a foundation for sustainable public trust and transparency in the tax system.
Original Article
Majid Mohammadi; Masoud Taherinia,; Azar Moslemi; Ali Lalbar
Abstract
With the expansion of emerging technologies such as artificial intelligence, big data, and blockchain, the traditional competencies of auditors are no longer sufficient to meet professional requirements in the digital era, creating an urgent need for a comprehensive model of professional competencies ...
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With the expansion of emerging technologies such as artificial intelligence, big data, and blockchain, the traditional competencies of auditors are no longer sufficient to meet professional requirements in the digital era, creating an urgent need for a comprehensive model of professional competencies grounded in digital transformation. Accordingly, this study was conducted with the aim of designing and validating a model of professional competencies for auditors based on digital transformation within the Iranian Association of Certified Public Accountants. Methodologically, this research is non-experimental (descriptive) and employs a cross-sectional survey approach. In the qualitative phase, participants included auditing professors and senior managers from the Association of Certified Public Accountants, selected through purposive sampling, with theoretical saturation achieved after 15 interviews. In the quantitative phase, the statistical population consisted of managers and experts within the same association, and a sample of 140 participants was estimated using Cohen’s power analysis. Data were collected through semi-structured interviews and questionnaires. Qualitative data were analyzed using thematic analysis with MAXQDA software, while quantitative data were analyzed using the partial least squares (PLS) method via SmartPLS software. Findings revealed that the ability to manage risk and internal controls through digital tools, professional and technical knowledge in the digital era, and leadership and management of digital auditing teams significantly influence the capacity to utilize intelligent auditing technologies and implement digital transformation within auditing strategies. These components, by enhancing continuous learning and knowledge updating in the digital transformation era, as well as data-driven analytical and critical thinking skills, lead to creativity and innovation in digital auditing. Ultimately, through digital communication and interpersonal skills, professional ethics and accountability in the digital environment, and decision-making and professional judgment based on artificial intelligence, the comprehensive framework of auditors’ professional competencies in the digital era is actualized.Introduction:Auditing is one of the vital jobs in financial management that plays a very important role in ensuring the transparency and accuracy of financial information of companies and organizations (Azadbakht et al., 2025). The auditing profession has been influenced by digital transformation for over a decad and has been redefined in the form of “digital auditing” (Ghasemi et al., 2024). In fact, the rapid advancement of digitalization has transformed the accounting profession. Following this, audit firms and auditors have also potentially been affected by the advancement of digital technology, especially big data, artificial intelligence and blockchain, and require new professional competencies and capabilities (Hamzeh and Ramsheh, 2023). In the era of digital transformation, auditors are expected to have special capabilities & competencies. Proficiency in digital auditing address key challenges, including fraud, the expectation gap, auditor independence, and audit quality (Vitali & Giliyani, 2024). A critical concern in modern auditing amid digital transformation is to ensure the auditor's capabilities, skills, knowledge, and expertise, which has been raised as audit competencies (Sudrajat et al., 2024). Since the accuracy of audit results hinges on auditors' professional competencies, enhancing these competencies has become a priority. In the current era, when digital technologies are recreating specialized jobs at an increasing pace, the auditing profession has not been left out of this transformation. In such a context, identifying and developing professional competencies commensurate with this transformation has become a strategic necessity for the sustainability and effectiveness of auditors. The main concern in this study is to what extent the Iranian certified public accountants' community has redefined its competencies to respond to the demands of the digital age and what model can be a guide in this direction. This issue is also important from a negative perspective because the lack of a localized and systematic model for auditors' digital competencies may lead to a knowledge gap, reduced public trust, inability to adapt to new technologies, and ultimately the decline of auditors' professional status in the face of international institutions and competitive environments. In the absence of such a model, ineffective training programs and human resource development policies will remain aimless. Although research has been conducted in the field of digital competencies and the evolution of the role of auditors in recent years, these studies have mainly focused on developed countries and different professional systems and often lack a combined theoretical and local approach. A review of the available literature shows that a comprehensive framework for modeling the professional competencies of Iranian auditors in line with the requirements of digital transformation has not been designed. The contribution of the present study to the research and theoretical synergy is to provide a native model for the digital competencies of Iranian certified auditors by utilizing scientific methods, thus completing a neglected link in the connection between digital transformation and the auditing profession. The present study answers the key question of what is the model of professional competencies of auditors based on digital transformation in the Iranian certified accountants' community and how valid is it?Method:This study was conducted within the framework of the pragmatism paradigm and by adopting a combined approach of induction and deductive reasoning. This study adopts an applied and developmental approach and aims to design and validate the professional competence model of auditors in the context of digital transformation. From a methodological perspective, this study is classified as non-experimental (descriptive) research and was conducted using a cross-sectional survey strategy and a mixed exploratory research design (qualitative-quantitative). The qualitative phase involved participants such as included auditing professors and managers of the Iranian Certified Public Accountants Association, which was achieved through purposive sampling and by selecting 15 people to achieve theoretical saturation. In the quantitative section, the statistical population included managers and experts of the Iranian Certified Public Accountants Association, which was estimated to be 140 people using the Cohen power analysis rule. Interviews and questionnaires were used to collect data. The interviews were analyzed using thematic analysis and Maxqda software, and the data from the questionnaire were analyzed using the partial least squares method and SmartPLS software.Results:In the findings section, in order to explain the professional competence model of auditors based on digital transformation in the Iranian Association of Certified Public Accountants (IACPA), a series of semi-structured and specialized interviews were conducted with the participation of university professors in the field of accounting and auditing and senior managers of the Iranian Certified Public Accountants' Society. The qualitative data obtained from these interviews were analyzed using MaxQDA software and based on the theme analysis model based on Braun and Clarke’s (2022) six-step approach. After completing the initial steps, a comprehensive report of the qualitative analysis was prepared in the sixth step, in which 12 main themes and 72 sub-themes were extracted.Conclusion:The results of the study showed that the ability to manage risk and internal control with digital tools, professional and technical knowledge in the digital age, and leadership and management of digital audit teams affect the ability to use technology and smart audit tools and digital transformation in audit strategies. The aforementioned components, by affecting continuous learning and updating knowledge in the era of digital transformation, and analytical skills and critical thinking based on data, lead to creativity and innovation in digital auditing. Ultimately, the professional competencies of auditors are achieved through communication and interpersonal skills in the digital environment, ethics and professional responsibility in the digital world, and decision-making and professional judgment skills based on artificial intelligence.Keywords: Auditors' professional competencies, digital transformation, Iranian Certified Public Accountants' Society
Original Article
Masoud taheri; Gholamreza memarzadeh Tehran,; Nazanin pilehvari,
Abstract
The present study was conducted with the aim of modeling strategic human resource management based on digital transformation in the Foundation of the Oppressed of the Islamic Revolution. The main research problem was the absence of an integrated model for aligning digital technologies with strategic ...
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The present study was conducted with the aim of modeling strategic human resource management based on digital transformation in the Foundation of the Oppressed of the Islamic Revolution. The main research problem was the absence of an integrated model for aligning digital technologies with strategic human resource management processes in public institutions of the country. This study was developmental–applied in nature and employed a sequential exploratory mixed-methods design. In the qualitative phase, data were collected through semi-structured interviews with 12 academic and executive experts and analyzed using thematic analysis. The findings identified six key dimensions of digital strategic human resource management, including digital leadership, technical infrastructure, managerial infrastructure, employees’ digital competencies, organizational agility, and digital culture. In the quantitative phase, the relationships among these dimensions were analyzed using the Interpretive Structural Modeling (ISM) method. The results indicated that digital leadership, technical infrastructure, and managerial infrastructure act as driving forces and form the foundation for the development of other components. Subsequently, these dimensions, through strengthening digital competencies and organizational agility, lead to the establishment of an integrated system for digital recruitment, development, retention, and utilization of human resources. Implementing this system enhances productivity, innovation, and both financial and non-financial performance of public organizations. The main outcome of the study is the presentation of a localized and practical model for implementing digital strategic human resource management tailored to Iran’s institutional structure, which can serve as a guideline for policymaking and implementing digital transformation in public institutions.
Original Article
Ahmadreza Karimi Mazidi; Marziehsadat Alavinejad; Mostafa Pourali Malabad
Abstract
With the rising prevalence of perceived overqualification in both domestic and international labor markets, employees’ psychological and behavioral responses to this phenomenon have gained increasing significance. This study aims to elucidate the psychological mechanisms underlying cyberloafing ...
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With the rising prevalence of perceived overqualification in both domestic and international labor markets, employees’ psychological and behavioral responses to this phenomenon have gained increasing significance. This study aims to elucidate the psychological mechanisms underlying cyberloafing among overqualified employees facing job overload, focusing on the mediating role of anger toward the organization and the moderating role of organizational identification. To this end, the theories of equity, organizational justice, and social identity are synthesized into a unified theoretical framework. In terms of purpose, this research is an applied study, and methodologically, it adopts a descriptive-explanatory design. Data were collected through a survey using a structured questionnaire that comprised pre-validated measurement scales, which were reassessed for reliability and validity ahead of use. The statistical population consisted of 1,400 employees from Bank Saderat Iran branches in Mashhad, of whom 390 were selected through convenience sampling. Covariance-based structural equation modeling and hierarchical moderated multiple regression analysis were the primary statistical techniques employed to test the research hypotheses, implemented using AMOS and SPSS software, respectively. The results indicated that anger toward the organization partially mediated the association of perceived overqualification and job overload with cyberloafing. Moreover, while organizational identification did not moderate the relationship between overqualification and anger, it significantly attenuated the relationship between job overload and anger. These findings offer valuable insights into the fundamental differences between overqualification and job overload, particularly regarding their contextual drivers, and provide strategies for addressing them to improve workplace conditions and mitigate cyberloafing behaviors.
Original Article
fereshteh Ghaleh AghaBabaei
Abstract
Socially responsible human resource management (SRHRM) is a derivative of the broader concept of corporate social responsibility (CSR), aimed at improving work experiences and meeting both personal and societal expectations. This study seeks to identify the antecedents and outcomes of SRHRM using a mixed ...
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Socially responsible human resource management (SRHRM) is a derivative of the broader concept of corporate social responsibility (CSR), aimed at improving work experiences and meeting both personal and societal expectations. This study seeks to identify the antecedents and outcomes of SRHRM using a mixed thematic analysis approach. Data were collected from two sources: theoretical foundations and semi-structured interviews with purposefully selected experts. After data collection and theme extraction, the validity and reliability of the findings were confirmed. A relational framework was then visualized as a network of themes. Regarding the antecedents of SRHRM, 16 sub-themes were categorized into four main themes: responsible culture, responsible human resources, responsible management, and responsible work systems. Similarly, 16 sub-themes were identified for the outcomes, grouped into three main themes: societal level, organizational level, and individual level. The results indicate that with strategic planning and the provision of necessary foundations across cultural, managerial, and workforce development dimensions, SRHRM can help fulfill social expectations and contribute to organizational sustainability—effectively positioning the organization as both a responsible entity and one respected within its community.
Original Article
Elham Kasraee; Azar Kaffashpoor; Mohammad Sadegh Akbari Nooghabi; Ali Moeenfard
Abstract
The presence of over 20 million annual pilgrims at the Razavi Holy Shrine underscores the necessity of understanding the behavioral mechanisms of its servants. This research, which focuses on the "Naeem Rezvan" unit, seeks to elucidate how the "Spiritual Leadership" of managers, through "Servant Behavior," ...
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The presence of over 20 million annual pilgrims at the Razavi Holy Shrine underscores the necessity of understanding the behavioral mechanisms of its servants. This research, which focuses on the "Naeem Rezvan" unit, seeks to elucidate how the "Spiritual Leadership" of managers, through "Servant Behavior," enhances the "Participation in Religious Tourism Events" among the servants. The study is applied in nature concerning its objectives and descriptive-analytical in methodology. The statistical population comprised 190 active female servants, from which 123 were selected through simple random sampling. Data were gathered utilizing three standardized questionnaires. The reliability of the instruments was verified using Cronbach's alpha coefficient, while construct validity was established through confirmatory factor analysis. Structural Equation Modeling was employed to test the hypotheses. The results indicated that Spiritual Leadership directly fortifies Servant Behavior and Participation in Religious Events. Furthermore, Servant Behavior significantly contributes to increased Participation. Notably, the indirect effect of Spiritual Leadership on Participation, mediated by Servant Behavior, was found to be significant. However, demographic characteristics did not exhibit a significant moderating effect. The findings suggest that enhancing the dimensions of inspirational vision, hope/faith, and altruistic love within the leadership style may bolster the servant spirit and the level of active participation among the servants. Consequently, it is recommended that psychological empowerment programs and training in empathy skills be prioritized for shrine managers. Additionally, criteria regarding Servant Behavior should be integrated into the performance evaluation of the servants.