1- INTRODUCTIONConsidering the importance of the role of government organizations in society, it should be stated that if the leaders of these organizations do not have leadership competence and competence, they can have dangerous effects on the organization with any of their behaviors, such as leadership incompetence, corruption, vandalism, immoral behavior, and criminal behavior. Therefore, it can be said that it is necessary to pay attention to the managers' leadership style, specifically Exploitative leadership in these organizations. So far, most studies have investigated positive and constructive leadership styles, but less attention has been paid to the Exploitative leadership style. In fact, despite a high amount of research on destructive leadership and its different styles in the country, there is little about Exploitative leadership style, indicating a theoretical and practical gap. As a result, this research seeks to identify and highlight the indicators of Exploitative leadership and the unfortunate outcomes of this leadership style in government organizations. 2- THEORETICAL FRAMEWORKExploitative leadership falls under the umbrella of destructive leadership because these leaders show a variety of negative behaviors. Despite research on leader self-interest, there is limited understanding of leader exploitation. Exploitative leadership is defined as a destructive leadership style in which the leader (1) exhibits selfish behavior, (2) pressures employees, and (3) undermines their skills and expertise and creates barriers to their personal growth. Previous research has shown many unfavorable effects of Exploitative leadership on employees, including reduced job satisfaction and emotional commitment, increased turnover intention, burnout, workplace deviance, and perceived imbalance in social exchange. 3- METHODOLOGYThe current research is an applied study in terms of purpose, and regarding the method, it is an exploratory study. The expert team of the current research is the managers of the government organizations of Lorestan province along with the university professors, which was conducted using the purposeful sampling method and numbered 25 people. The tool for collecting information is an interview in the qualitative part and a questionnaire in the quantitative part. Qualitative data were analyzed using the opinions of 25 experts and up to the point of information saturation and theoretical adequacy. Qualitative data were analyzed with "Atlas T" software and content analysis method, and quantitative data were analyzed with the fuzzy cognitive mapping method.  4- RESULTS & DISCUSSIONThe findings of the research show that the most influential indicators of Exploitative leadership are extreme ambition, hubristic personality, self-centeredness, and self-interest. Also, the reduction of motivation and innovative performance of employees, job and emotional burnout, the emergence of a paranoid atmosphere, and the spread of organizational pessimism were identified as the most significant consequences of Exploitative leadership. 5- CONCLUSIONS & SUGGESTIONSThe performance and actions of leaders do not always lead to the organization's success and progress. In some cases, adverse and unethical leadership styles, such as Exploitative leadership, can be the cause of pushing employees and the organization toward decline. In general, Exploitative leadership can have unfavorable effects on the performance of employees and, consequently, on the organization's performance. Therefore, the current research was conducted to identify indicators and consequences of Exploitative leadership in government organizations.

Materials & Methods The current research was based on an applied goal and with a descriptive-correlation method. The research population included all the teachers of two districts of Shiraz (1945 people). The sample size (319 teachers) was determined based on the simple random sampling method and Cochran’, s formula. The questionnaires of Schmid and colleagues (2019) for Exploitative leadership with 15 items with 5 subscales of showing selfish behaviors (Questions 1 to 3), applying pressure (Questions 4 to 6), undermining employees’,developments (Questions 7 to 9), gaining credibility (Questions 10 to 12), and hypocrisy (Questions 13 to 15), questionnaires Connelly and Zweig (2015) for concealment of knowledge with 12 items and 3 subscales of evasive concealment (Questions 1 to 4), logical concealment (Questions 5 to 8), and dumbing down (Questions 9 to 12), and questionnaires of Huang and Li (2018) for innovative performance with 7 items and 2 subscales of executive innovation (Questions 1 to 4) and technical innovation (Questions 5 to 7) were used in the 5-point Likert scale to collect the data. Discussion of Results & Conclusions The aim of this research was to investigate the relationship between Exploitative leadership and innovative performance through the mediating role of knowledge hiding. The results of the research showed that the leadership variable had a direct, negative, and significant relationship with the teachers’,innovative performance at the level of 0. 05,hiding knowledge had a direct, negative, and significant relationship with their innovative performance at the level of 0. 05,and Exploitative leadership had an indirect, negative, and significant relationship with their innovative performance at the level of 0. 05. To improve teachers’,creativities, it is suggested that education officials and school administrators exchange information and knowledge by studying and recognizing the undesirable characteristics of Exploitative leadership and the destructive consequences that this leadership style can have on the performance of teachers and schools and thus try to induce creative performance in teachers.

Introduction: Ethical leadership is leadership focused on appropriate behavior through respect for ethics and values, as well as the rights and dignity of others. Ethical leadership can add value to businesses by motivating employees and fulfilling company values. Therefore, the present research was conducted with the aim of analyzing the relationship between ethical leadership and cooperative social responsibility and the moral climate of the organization. Material & Methods: The current research is applied in terms of purpose and descriptive and correlational in terms of data collection method. The statistical population of this research included all employees of Management and Science University (MSU) in Malaysia. Among them, 200 people were selected as the research sample using a simple random sampling method. A standard questionnaire was used to collect data. The data was analyzed by structural equation modeling method. Results: The results of statistical analysis showed that ethical leadership has a direct and positive effect on cooperative social responsibility and ethical climate. Also, moral climate has a direct and positive effect on cooperative social responsibility. At the same time, ethical leadership has an indirect and positive effect on cooperative social responsibility through the mediation of ethical climate. Conclusion: Ethical leadership can affect their social responsibility by inspiring employees to motivate and align with the company's values. The results of this research showed that ethical leadership leads to greater employee satisfaction and collaborative responsibility and leads to the formation of an ethical atmosphere in the organization

Based on organizational learning theory, the main objective of this study was to examine the relationship between transactive memory systems, Exploitative learning and team performance with regard to the role of moderator strategic orientations in the knowledge-based companies. This study performed at Niroo Research Institute in Tehran. The philosophy of the research is positivism and the strategy is surveying. Therefore, after reviewing the literature and designing the conceptual model, a questionnaire consisted of 29 questions presented to staff members. Then, the data were gathered and analyzed through correlation matrix, structural equation model and fitness test. The results of the data analysis show that transactive memory systems has a significant impact on Exploitative learning, Exploitative learning has a significant impact on team performance and also strategic orientations moderates relationship between Exploitative learning and team performance and in other words, strategic orientations will strengthen the relationship between Exploitative learning and team performance.

The goal of this research is to determine the effect of the leadership styles on the personnel’s stress with regard to their personalities in the governmental offices of Kerman. “The expost facto research method” was used to accomplish this goal. The means for obtaining the necessary data was “questionnaire”. The statistical population was the personnel of the governmental offices of Kerman from this population. 750 persons were chosen by simple random sampling from this population. The results of the research indicate that the Exploitative-authoritative leadership style is effective on increasing the stress of the personnel who have type A and B personalities, and the benevolent authoritative leadership style is effective on increasing the stress of the personnel who have type A personality, however, this style is not effective on the stress of the personnel who have type B personality. Moreover, the participative leadership style is effective on decreasing the stress of the personnel who have type A and B personalities.

Background and Objectives: Competent teachers are key factors in improving the educational system. An impactful leadership style and teachers' emotional well-being enhance their professional performance, ultimately affecting the quality of student education. This study examined the role of paternal leadership in teachers' emotional well-being and development. Methods: This research was conducted using a descriptive correlational method. The statistical population consisted of all primary school teachers in District 1 of Kermanshah city, totaling 906 individuals; of whom, 479 were male teachers and 427 were female teachers. For sample selection, a simple random sampling method was employed, and according to Morgan’s table, a sample of 270 individuals (91 males and 179 females) were chosen. Data were collected using three questionnaires: the Paternalistic leadership Style Questionnaire by Cheng et al. (2000); the Emotional Well-Being Questionnaire by Van Katwyk et al. (2000); and the New Jersey Teachers’ Professional Development Questionnaire (2014).   Findings: The results of the study indicated that in the paternal leadership style, the components of benevolent and ethical leadership had a significant and positive relationship with teachers' emotional well-being and professional development. Additionally, regression analysis revealed that Ethical leadership could predict teachers' emotional well-being. Furthermore, ethical and power-oriented leadership were found to predict teachers' professional development. Conclusion: This study highlighted the impact of paternalistic leadership on teacher well-being and professional development. It suggests that leaders foster a supportive environment for sustainable development and improved educational quality.

This study sought to investigate the influence of newly-emerged leadership styles, that is, servant leadership, authentic leadership, and patriarchal leadership on the psychological capital and occupational behavior of hotel staff in the Iranian cities of Sareyn and Ardabil. To this end, the population of the study comprised 312 hotel staff, out of whom 255 people were selected via convenient sampling. The required data were collected through a standard questionnaire which was administered online. The collected data were then analyzed through SPSS software and LISREL software using the structural equation method. The findings proved that all three leadership styles investigated in this study influenced the hotel staff’s psychological capital and occupational behavior. Furthermore, the staff’s occupational participation was found to be effective in the provision of extra-role services to the customers. It can thus be argued that the intended novel styles of leadership increase individuals’ psychological capital and occupational participation. Therefore, organizations, especially those involved in tourism and accommodation, should try their best to adopt such leadership styles.