The relationship between the perception of servant leadership and the performance of employees of the gas company of Gilan province

Dissertation to receive the master's degree "M. A"

Field: Management   This survey includes all employees of the gas company of the province, whose number is 419. The sample size of 201 people was determined by Morgan's statistical method. Random sampling of the employees invalidated the information that was collected by the questionnaire and spss software was used to analyze the results of the information and finally the relationship between the variables was approved by Pearson correlation. 

Keywords: servant leadership, employee performance

. Introduction

Greenleaf describes the leadership crisis as one where colleges and seminaries have failed or failed to fulfill their responsibility to prepare individuals for leadership roles in society. The chronic crisis of governance, the pervasive inadequacy of organizations in meeting the expectations of their stakeholders has now become a global factor, so the issue of servant leadership is of great importance for all organizations, as this leadership offers potential improvements in organizational leadership in most environments. (Hasanpour, Mahnameh Tadbir) Today's environment of organizations makes managers face new challenges and every day it becomes more dynamic than before. One of the most important and noteworthy things is leadership. Employees are looking for a leader who, based on external motivation, can create a stimulus to create harmony and compatibility between their goals and the goals of the organization. (Yosefi Saeedabadi, 2008) Ideal leaders are leaders who are always inclined to serve their followers and respect them and their status, they care about the growth and development of the organization and maximizing the capacity of employees (Qalipour, 2018) Servant leadership happens when leaders accept a servant position in their relationships with followers. Selfishness and self-interest should not motivate servant leadership, but instead it should be used to increase the motivation to focus on the needs of others. Osborn in 1995 states that there is a relationship between servant leadership and employee performance. Servant leadership leads to a sense of justice and equality. Servant leadership is considered to be a servant who prioritizes the needs of others over his own needs and desires and instills this feeling in his employees that the leader of the organization pays attention to their needs. Servant leadership improves their performance by teaching their followers, and the servant leader's satisfaction comes from the growth and development of others. Maniz, in the present research, we are trying to address the role of servant leadership in organizations and its impact on employee performance, and we can show the effect of servant leadership on increasing or decreasing employee performance. This chapter of the research started with the introduction and after that we will explain the problem and the importance and objectives of the research and the hypotheses of the research and finally we will define the variables.

1-2. Problem statement

- The ability to perform a result or the ability to create it is called performance (for example, customer satisfaction seems to be the measure of the organization's ability to sell in the future).

The workforce is considered the most important data (input) in the production of goods and services. Labor productivity is obtained by dividing the added value by the average number of employees (or working hours during a financial year). This index shows how much added value each employee has created on average.

The criterion for measuring the success of any organization is the degree of desirability of the employees of that organization, therefore, to measure the success of organizations, there is a need for progressive human resources systems that can increase the productivity of the entire system by providing appropriate solutions and establishing the necessary coordination between the goals of the organization and the goals of the employees, and help and advance the organization as much as possible in achieving its goals (performance management) and its effect on increasing the productivity of human resources).

According to the reports carried out in the last four years, Iran has ranked 106 out of 177 countries in the field of human resources development, and it is necessary to enter the international community to increase productivity and improve performance.

According to the reports conducted in the last four years, Iran has ranked 106 out of 177 countries in the field of human resources development, and it is necessary to enter the world community to increase the productivity and improve the performance of human resources. In the path of Iran's vision, with the approach of realizing a knowledge-based economy, active interaction with the global economy and competitiveness and achieving an 8% GDP growth, in the meantime, achieving the country's 20-year vision must be achieved through improving the performance of human resources and increasing labor productivity with an average annual growth of 3.5% and capital productivity with an annual growth of 1%. (Hashem Samiei, 2007)

One of the important goals of Iran National Gas Company in the national and international sectors is to achieve maximum productivity and the principle of customer satisfaction. In this regard and based on the vision document, the two main goals of Iran National Gas Company have been defined as being the third largest producer of natural gas in the world with a share equal to 8-10% of the world trade and gaining the first rank in gas technology in the region. (www.gilan.ir)                           

Due to the expansion of the scope of government activities, the increase of public expenses and the political and economic conditions of the world, attention to government organizations has become more important than ever, so it seems necessary to try to improve the performance of government organizations. Managers play the most important and sensitive role in government organizations. If the managers of government organizations can provide conditions that actualize the potential forces of the employees, the performance of the organizations will certainly improve. Also, in order for the managers of government organizations to be able to perform their duties and activities well, they must have the feeling that their managers are trustworthy (Golipuro et al., 2018). There is a positive relationship between servant leadership and the quality of life of employees, and the working life of employees in the best condition can lead to better achievement of organizational goals and improvement of employee performance. (Yousef Saeedabadi and others, 2009).

Greenleaf stated in an article titled Trustees in the Role of Servants: Trustees who act like servant leaders can create organizations that have high efficiency and quality. (Yousfi Saeedabadi et al., 2009).

Servant leaders share responsibility with their employees, when the manager trusts the employees, they also try to make better and more accurate decisions and develop their knowledge and information to perform their duties. Also, by sharing information, servant leaders make employees gain more knowledge about the organization and its activities and be ready to accept and accept more responsibilities. Servant leadership is the understanding and actions of the leader in such a way that he prefers the interests of others to his personal interest. Servant leadership emphasizes and focuses on the people who are his followers. The characteristics of servant leaders are: the presence of a two-way support philosophy, relationships with a formal and friendly and ideal structure, the position of leadership power is more broad, the existence of ethical principles among the leaders and employees.

Dimensions of servant leadership: serving - humility and humility - ability to trust - compassion (Golipuro others, 2018).

Osborne, (1995) states that between servant leadership and There is the performance of relationship employees.

Servant leadership principles lead to valuing and prioritizing the atmosphere of human relations, the atmosphere of human relations leads to the effectiveness of leadership, and the effectiveness of leadership leads to the effectiveness of the organization. Servant leadership principles lead to self-esteem of the follower, commitment of the follower to the leader, and self-belief of the follower, and the effectiveness of following results in the effectiveness of the organization. (Khaef Elahi and others, 1386). The main problem of investigation is whether there is a relationship between employees' perception of servant leadership and the performance of employees in the gas company of Gilan province?  Considering that one of the goals of this research is to determine the level of employee performance, it should be noted that the achieve model is used to measure employee performance in this research.