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  3. The effect of servant leadership on organizational commitment and the mediating role of trust in managers of the General Directorate of Technical and Vocational Education of Gilan Province

The effect of servant leadership on organizational commitment and the mediating role of trust in managers of the General Directorate of Technical and Vocational Education of Gilan Province

Number of pages: 132 File Format: word File Code: 30741
Year: 2014 University Degree: Master's degree Category: Management
Tags/Keywords: Employee trust - Employees' trust in managers - Managers - Organizational commitment - Servant leadership
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  • Summary of The effect of servant leadership on organizational commitment and the mediating role of trust in managers of the General Directorate of Technical and Vocational Education of Gilan Province

    Master's thesis in the field: Public Administration

    Trend: Human Resources

    Abstract:

    Attention to the issue of servant leadership has increased in recent years, and all kinds of commercial, non-profit, educational organizations, as well as government organizations have used the principles of servant leadership to manage their organizations. The main goal of this research is to measure the extent of servant leadership on organizational commitment with the mediating role of trust in the managers of the General Directorate of Technical and Vocational Education in Gilan province. The present research is applied in terms of objective and correlational in terms of collecting descriptive research data. The statistical population of this research is 750 employees and managers of the General Directorate of Technical and Vocational Education of Gilan province, which were selected by cluster method and using the formula of limited population to the number of 211 people. The research tools are three servant leadership questionnaires from the article of Wang and Zhen, 2014, Allen and Mayer's organizational commitment and McAllister's employee trust questionnaire, which while verifying their validity and then reliability using Cronbach's alpha coefficient, were calculated for servant leadership (0.924), organizational commitment (0.914) and employees' trust in the manager (0.818) respectively. To analyze the findings, descriptive and statistical methods were used. Inference (structural equations) was used. The results of the research confirmed all research hypotheses and showed that servant leadership has an effect on the organizational commitment of employees of technical and vocational centers of Gilan province with the mediating role of employees' trust in the manager.

    Key words: servant leadership, organizational commitment, employee trust in managers

    - Introduction

    Organizations and managers are fully aware that they are facing a fast and complex change and this unknown movement towards the future is accompanied by the demand of people for more participation at all organizational levels and to It has surprisingly changed perceptions of leadership, especially in relational roles between followers and leaders. Most of the theories are based on the importance of the leader's role towards the followers to fulfill the mission of the organization, and it is a question of what effect the leader can have on the job attitudes of the employees. Although several factors affect the attitudes and behavior of employees, research shows that these attitudes are influenced by the leadership style in most fields (Rieke & Chase 2008). Servant leadership style as a new approach may be beneficial for the leaders of organizations in terms of improving the performance of organization members through the development of their work attitudes and behaviors such as job satisfaction and organizational commitment. This leadership style is not only a humanitarian style based on moral principles, but it is even expected to be useful for increasing mental strength and job satisfaction and productivity in the organization (Khoshbakhti et al., 2013, p. 114). In this chapter, the generalities of the research, which include the main problem of the researcher and the importance of the subject and the goals that the researcher is looking for.

    1-2- Statement of the problem

    In behavioral sciences, many researches have been done about organizational commitment as one of the types of commitment (commitment to the profession, commitment to the union, commitment to work, etc.). Organizational commitment, like other concepts of organizational behavior, has been defined in different ways. The common point of these definitions is that they all consider it to be a kind of connection and connection with the organization (Awadpour, Awad, 2016). Organizational commitment is considered as an emotional and psychological dependence on the organization, based on which a person who is strongly committed determines his identity with the organization, participates in the organization and gets involved in it, and enjoys being a member of the organization (Alvi & Abbasi, 2012, p644). Regarding whether organizational commitment is an attitude or a behavior or both, it should be said that in the past, organizational commitment referred to conscientiousness and honesty in the organization, which was related to the acceptance of the goals and values ??of the organization, the job satisfaction of employees from the organization, or the desire to cooperate with the organization. Organizational commitment, like job satisfaction, requires the expression of emotions in job success. Despite this, since organizational commitment basically deals with the attitude of employees regarding the organization: it may be related to variables of attention to employees such as absenteeism, leaving work and also job satisfaction (Wasti, 2005).When employees show commitment to their organization, employees' attachment to the organization increases and they show extra effort for the organization's goals beyond their job description and continue working for the organization (Kwong & Zhen, 2014, p17)). With greater commitment and responsibility, they reduce the unnecessary costs of the organization (Bateman & Strasser, 1984)).

    Servant leadership theory as an effective ethical style in leadership and management is very important among leadership theories, which can be considered as one of the ideal styles in considering human factors (Nadi, Ghahrani, 2010, p. 3). Traditional theories of leadership were based on a hierarchical model where power existed at the top of the organization pyramid and dictated orders from top to bottom, and followers at lower levels as an organizational member were required to follow these orders. Apart from this, the changing work environment has prompted many researchers to revise traditional theories in the field of leadership and provide theories that are suitable for this period and the composition of the workforce (Humphreys, 2005). The servant leader increases the trust of the followers by solving the crisis problem and in addition, step by step by empathizing with the followers and understanding their conditions and gaining trust, it is a servant leadership behavior (Joseph & Winston, 2005). Organizations need leaders who present at the bottom of the organizational pyramid and at the lower levels of the organization and serve their followers, as a result, the inverted pyramid model can be considered the essence of servant leadership. Servant leadership can be considered as a long-standing perspective that has been gradually revived and finally presented as an ideal and transformational approach in order to respond to the increasing needs of human resources development in the changing business environment (Nadi, Ghahrani, 2010, p. 3). Successful leadership is primarily responsive to the needs of others. Therefore, focusing on serving others is one of the priorities of the servant leader, the servant leader emphasizes the importance of the development of the follower and its comprehensive needs (Kwong & Zhen, 2014, p19).

    Trust is a level of self-confidence that a person perceives to be competent to another, act and behave in an ethical, fair and predictable way, and positive expectations are created in the person. Trust in the leader includes two basic bases, which are cognitive trust and emotional trust. Cognitive trust is for trusting the other party, such as: the ability to take responsibility, reliability, trust and predictability, and emotional trust, which is related to emotional investment, interaction and emphasis on empathy, understanding and dependence based on common grounds for the other party (same source). When followers trust their leader, this action leads to higher commitment, and this increase in commitment leads to a higher level of job satisfaction and improved performance. Therefore, trust in the leader plays a very important role for the followers, and in fact, the main idea of ??trust in the leader is the leader's character, which makes the followers understand the characteristics of their leader, such as ability, honesty, trust and confidence, benevolence at work, service, and so on. find out (Mayer et al., 1995). Now, the main issue is whether servant leadership has a meaningful effect on organizational commitment through the mediating role of trust in the managers of the General Directorate of Technical and Vocational Education of Gilan Province? There has always been leadership since the time when humans lived primitively and by hunting animals, when their survival and survival depended on their ability to lead the force in hunting and hunting, or when groups of desert-dwelling families moved around for a source of food supply. (Kippenberger, 2002, p. 3). to mention the characteristics of a successful leader in the organization. Following these efforts, several leadership schools and theories in the field of leadership have been formed and introduced to the scientific community in recent decades (Kwong & Zhen, 2014, p18).

    In servant leadership, the primary motivation and motivation should be the desire to serve. It can be imaged. Self-service should not be a motivation for the leader, but he should climb to the top of the program that motivates the higher object, that is, attention and focus on the needs of others. (Russell and Stone, 2002, p. 145)

  • Contents & References of The effect of servant leadership on organizational commitment and the mediating role of trust in managers of the General Directorate of Technical and Vocational Education of Gilan Province

    List:

    Table of Contents

    Title.. Page

    Abstract.. 1

    Chapter One:  Generalities of the research: 1-1- Introduction. 3- 1-2- Statement of the problem. 6

    1-4- Research objectives.. 7

    1-5- Research questions.. 7

    1-6- Research hypotheses.. 7

    1-7- Research scope.. 8

    1-8- Conceptual and operational definitions of variables and keywords:. 8

    The second chapter: Research literature

    2-1- The first part: Servant leadership.. 13

    1-2-1- Introduction.. 13

    2-1-2- Definitions of leadership.. 14

    2-1-3- Leadership style.. 14

    2-1-4- Leadership tasks.. 15

    2-1-5- Traditional theories of leadership. 16

    2-1-5-1- The theory of individual characteristics of the leader. 17

    2-1-6- An overview of the formation of servant leadership. 18

    2-1-7- Definitions of servant leadership. 19

    2-1-8- Public service.. 19

    2-1-9- Comparison of the theory of agency and service with classical and neoclassical theories. 21

    2-1-10- Dimensions of servant leadership according to experts. 22

    2-1-11- servant leadership models. 24

    2-1-12- servant leadership according to theorists. 30

    2-1-13- Servant leadership in government organizations. 31

    2-1-14- The spirituality of the work environment and servant leadership. 32

    2-1-15- servant leadership and organizational trust. 32

    2-2- The second part: Organizational commitment. 34

     

     

    Title.. Page

    2-2-1- Introduction.. 34

    2-2-2- The concept of organizational commitment.. 34

    2-2-3- Multidimensional models of organizational commitment. 35

    2-2-4- Variables that are related to organizational commitment. 41

    2-2-5- Theoretical models of factors affecting organizational commitment. 47

    2-2-6- diversity management from the perspective of organizational commitment. 50

    2-2-7- Management concepts from the perspective of organizational commitment. 51

    2-3- The third part: Trust.. 52

    2-3-1- Introduction.. 52

    2-3-2- Concepts of trust.. 52

    2-3-3- Effective factors in trust. 53

    2-3-4- Trust process.. 59

    2-3-5- Types of trust.. 60

    2-3-6- Levels of trust.. 61

    2-3-7- Key elements of trust.. 62

    2-3-8- Trust in senior managers. 62

    2-3-9- Intra-organizational trust and knowledge sharing. 63

    2-3-10- Trust and performance.. 64

    2-3-11- Trust in organizations.. 64

    2-3-12- Trust development guidelines. 65

    2-5- The fourth part: The relationship between servant leadership, organizational commitment and trust in managers. 66

    2-4- The fifth part: Research background. 71

    The theoretical framework of the research.. 75

    The third chapter: Research method 3-1- Introduction.. 73

    3-2- Research method.. 73

    3-3- Society and statistical sample.. 75

    3-4- Methods and tools of information collection. 76

    3-5- Validity and reliability of information gathering tools. 77

    3-6- Data and information analysis method. 79

     

     

    Chapter Four: Analysis of data and research information

    4-1- Introduction.. 85

    4-2- Description of demographic variables of the respondents. 85

    4-3- Description of research variables. 88

    4-4- Checking the normality of research variables. 92

    4-5- Examining the research model.. 93

    4-6- Testing the hypotheses.. 95

    The fifth chapter: Research conclusions and suggestions

    5-1- Introduction.. 98

    5-2- Results of demographic descriptive survey of respondents. 98

    5-3- Description of research variables. 98

    5-4- The results of inferential statistics.. 100

    5-5- Suggestions based on research hypotheses. 101

    5-6- Suggestions for future research. 103

    5-7- Limitations of the research.. 103

    Resources and sources.. 104

    Appendices.. 111

    Source:

    List of internal sources

    Aghaz, Assal, Negin Taji, 2013, trust within the organization is a key factor in the real sharing of knowledge, Management Sciences Quarterly Iran, 7th year, number 82, pp.86-67

    Eskandari, Nazila, 1386, "Investigating the relationship between perception and organizational commitment and job attachment among teachers of education in Arsanjan city", Master's thesis, Sanandaj University, School of Management and Accounting

    Ismaili, Korosh, 1380, "Organizational commitment", Tadbir publication, no. 112

    Baharlu, Ali Askar; 2017, "The relationship between social capital and the improvement of the organizational commitment of the company's employees111

    Source:

    List of internal sources

    Aghaz, Assal, Negin Taji, 2013, intra-organizational trust is a key factor in the real sharing of knowledge, Iran Management Sciences Quarterly, 7th year, number 82, pp. 86-67

    Eskandari, Nazila, 2016, "Investigating the relationship between perception, organizational commitment and job attachment in Among the teachers of education in Arsanjan city", Master thesis, Sanandaj University, School of Management and Accounting. Ismaili, Kurosh, 1380, "Organizational commitment", Tadbir magazine, number 112. Beharlu, Ali Askar; 1387, "The relationship between social capital and the improvement of the organizational commitment of the employees of the National Iranian Oil Products Distribution Company", master's thesis, Allameh Tabatabai University, Faculty of Management and Accounting

    Pour Ezzat, Ali Asghar, 1387, Foundations of knowledge of government and government administration, organization for the study and compilation of humanities books of universities, Samit Publications

    Salimi, Baqir, Rezaei Kalidbari, Hamidreza, Hassanpour, Akbar, 1389, Naqsh Servant leadership in promoting organizational trust based on the opinions of employees of the tax affairs organization of Gilan province, Journal of Development and Transformation Management, pp. 23-30. Hosseinian, Shehamet; Majidi, Abdullah; Habibi, Safar, 1386, "Intra-organizational factors affecting the promotion of the organizational commitment of Greater Tehran Police Stations", Police Knowledge Quarterly, No. 2

    Haqiqi Far, Ali, Yousefi, Sejad, Mirzadeh, Akbar, 1389, "Leadership style and its consequences within the framework of the full-fledged leadership model", Police Human Development Monthly, 7th year, No. 28

    Khanifar, Hossein, Moghimi, Seyed Mohammad, Jandaghi, Gholamreza, Zarundi, Nafiseh, 2018, investigating the relationship between the components of trust and organizational commitment of employees (in agricultural jihad and education organizations of Qom province), Public Administration Journal, Volume 1, Number 2, pp. 3 to 18

    Khaef Elahi, Ahmad Ali, Nowrozi, Mohammad Taghi, Danai Fard, Hassan, 2018, Explaining the effectiveness model of Iranian government organizations based on the role of servant leadership, Tehran, Humanities Teacher's Quarterly, Volume 13, Number 2, pp. 65-91

    Khaki, Gholamreza, 1387, research method with an approach to thesis writing, Baztab Publishing

    Delkhosh Kasmayi, Abolqasem; Sharifzadeh, Fattah; Seyedonqowi, Mir Ali; Ghorbanizadeh, Vajehullah, 2018, Servant leadership model, its dimensions and indicators in the University of Police Sciences. Judicial Management Studies Quarterly, 6(3), pp. 375-388

    Rashidpour, Ali, 1385, evaluation of the theory of agency and service and its adaptation to the Islamic perspective, Strategy Quarterly, No. 40, pp. 115-128

    Shehbazi, Mohammad; Ali Akbari, Arash; Asadi, Ali; Javaheri Kamel, Mehdi, 1387, "Effect of Job Satisfaction and Organizational Commitment on Employee Retirement", Police Human Development Bimonthly, Year 5, Number 19

    Sekaran, Uma, 1390, "Research Method in Management", Tehran, 7th Edition, Higher Institute of Education and Research, Management and Planning Publications

    Awadpour, Awad, 1385, "Organizational Commitment", Management Journal, Number 128- 127

    Arizi, Hamidreza, Barati, Hajer, 2013, trust in the supervisor as a mediator between organizational commitment and commitment to change, Management Studies (Improvement and Transformation) Quarterly, twenty-third year, number 72, pp. 1-22

    Qurbani, Mahmoud; Chatersimab, Maryam, 2016, "Organizational Justice and Organizational Commitment", Journal of Industry and Entrepreneurship, number twenty-two

    Gasemi, Behrouz, 2018, Management of Organizational Behavior, Second Edition, Tehran, Sepahan Publishing House

    Zohuri, Qasim, 2018, Application of Social Science Research Methods in Managers, Tehran, Mir Publishing House

    Griffin, Morehead, 2018, Organizational Behavior, Translation of Elwani and Memarzadeh, 13th Edition, Tehran, Marvarid Publishing

    Mohammadi , Ferishte, Hazrati, Mahmoud, Jaafari, Ahmad, 2013, Investigating the relationship between the spirituality of the work environment and employees' perception of servant leadership, Tehran, Public Management Research, 6th year, 20th issue, pp. 145-164

    Nadi, Mohammad Ali and Mushfiqi, Nazhat al-Zaman., 2018, Modeling the structural equations of teachers' perception of the dimensions of justice with continuous and emotional commitment in order to provide a conceptual model.  Specialized Quarterly Journal of Social Sciences. 6: 21-38.

    Nasrasafhani, Mehdi, Nasrasafhani, Ali, 1389, Designing a model of servant leadership based on the view of Imam Ali (AS) and comparing it with western thinkers, Khorasgan Free University, 6th year, number 11, pp. 143-163. Yagoubi, Maryam; Saqaiyan Nejad Esfahani, Sakineh; Gurji, Hassan; Nowrozi; Mohsen; Rezaei, Fatemeh, 2018, "The relationship between organizational justice and job satisfaction and organizational commitment among employees of selected hospitals of Isfahan University of Medical Sciences", Health Management Scientific Research Quarterly, Volume 12, Number 3

    List of external sources

    Al-Alawi, A. I., Al-Marzooqi, N. Y. and Y. Fraidoon Mohammed, (2007),"Organizational culture and knowledge sharing: critical success factors", Journal of Knowledge Management, 11(2): 22-42.

    Addae, H.M; Parboteeah, K.P, (2008), "Role stressors and organizational commitment: public sector employment in st Lucia", International Journal of manpower, Vol.29, No.6, pp. 5

    Andersen, J.A. (2009), When a servant leadership comes knocking, Leadership & Organizational Development Journal, Vol. 30 (1), 4-15.

The effect of servant leadership on organizational commitment and the mediating role of trust in managers of the General Directorate of Technical and Vocational Education of Gilan Province
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