The concept of FOLLOWERSHIP requires the existance of leadership. In another word, these two are correlative. First the subject of FOLLOWERSHIP is new to management literature; second in academic circles of the country it has not received mutch attention. kelly (1988); chalf (1955) were among first who introduced the debates of FOLLOWERSHIP independent of leadership and claimed that leadership can no longer be studied without followers or by giving very little role to them. Therefore the purpose of this research is to study and understand and compare FOLLOWERSHIP models in management fields and organization leadership. More precisely the purpose of this article is to study the dimensions and charactristics of FOLLOWERSHIP in related theories and furthermore to reach to an optimised model and introduced it to organizations managers and leaders and management researchers. In our country little attention is given to FOLLOWERSHIP in management and leadership literatures. The question of this research is whether the same condition prevails elsewhere or not. The results of general review of researcher, on the subject of FOLLOWERSHIP indicated that since past decades till now many researchers have dealt with this subject. Today attention given to FOLLOWERSHIP is not less than leadership. This article has applied paradigm outlook to review theories related to FOLLOWERSHIP and finally by introducing a model of FOLLOWERSHIP; it was analyzed and compared.

The attention to servant leadership has increased in the recent years and different kinds of business, profit, educational and even governmental organizations have used servant leadership principles for managing their organizations. But doubts have been raised in regard to the EFFECTIVENESS of implementing servant leadership for organizational EFFECTIVENESS, especially, in governmental organizations. In the light of mixing Iranian culture with the goals of servantitude and importance of the topic, this article is concerned to test the effect of servant leadership on organizational EFFECTIVENESS of Iranian governmental organizations through the two ways of leadership and FOLLOWERSHIP EFFECTIVENESS. For this purpose, after problem statement and reviewing the literature, the factors and the variables of theoretical research model was recognized and the respected questions were distributed among the managers and employees of 22 Iranian public organizations. T- student test was employed for examining the whole status of research dimensions.For testing the hypotheses, statistical tests of regression and Spearman correlation were employed. In examininig the relation between research dimensions, all of the relationships under study were verified. But the low score obtained for the mean of servant Leadership Measuring Instrument (OLA) in comparison to average mean explained that servant leadership is exercised weakly in Iranian public organizations while paternalistic leadership dominated them. Also the weak relationship of realization of organizational EFFECTIVENESS through servant leadership - FOLLOWERSHIP EFFECTIVENESS denotes the lack of necessary attention to the followers and their role in organizational EFFECTIVENESS. Finally, some suggestions are offered according to the results.

The purpose of this research was designing casual model of colluding toxic FOLLOWERSHIP using causal mapping basen on the experiences of Kerman public organizations’ experts. In this regard, after studying the literature and identifying 16 effective factors on colluding toxic FOLLOWERSHIP, a half-closed questionnaire was developed based on Likert scale and distributed among 31 experts using concept and snowball sampling. In order to screen data average fuzzy analysis was used, so the result caused to omission of a factor. Then, a matrix-structure questionnaire was designed so that data be collected based on causality among factors. In the following, after gaining confidence about lack of a significant relationship between expertise indexes and complexity and domain indexes of cognitive maps and also examining similarities of experts cognitive maps, which showed that personal features and experts membership in various organizations couldn’ t create a significant difference between experts maps, the experts consentaneous map based on relatively strong relations among factors was extracted. The result led to a model that based on it the effective process factors included forthright ambitions, conservative egoism, and hypocritical adaptability of colluders, colluders greed, and finally leader-follower consistency and accommodation...

Purpose: The purpose of this applied research is to study the EFFECTIVENESS of gamification on corporate training.  Methodology: A gamified course was designed and implemented to train the location of Fire Hosing Cabinet for 24 employees of a firefighting maintenance company in Iran Mall shopping Center in Tehran. Using a quantitative quasi-experimental research plan (post-test only control group design) the participants of the study were randomly assigned to treatment (12) and control (12) groups and trained for a week.  Conclusion: The descriptive and interpretive result of the posttest analyses indicated the EFFECTIVENESS of gamification of the training performed for the employees of the firefighting maintenance company in Iran Mall shopping Center in Tehran. Moreover, the descriptive result of Gamification Acceptance Questionnaire answered by the members of the experimental group after gamified training indicated that all the participants in the experimental group were satisfied with the gamified training course.

The aim of this research is to compare different kinds of employees in terms of their job motivation and job performance. Our statistical population consists of 320 employees of various parts of an industrial organization who were selected through the stratified random sampling. We employed valid tools and scales for assessing the variables of this study. The analysis of variance was used for data analysis. Findings show that there are significant differences between various followers in their job motivation and job performance and Scheffe follow-up tests revealed that exemplary and conformist followers had substantially higher numbers of these job outcomes than other followers. Therefore, we conclude that leaders and mangers of an organization should regard the worthwhile roles of their followers in the achievement and productivity of the organization.

"Implicit FOLLOWERSHIP Theories" is a developing issue in organizational behavior which is considered as the linkage between FOLLOWERSHIP and cognition issues. Exploration and the typology of follower's perspectives and views about different dimensions of their role as a follower, which are known as follower's "implicit FOLLOWERSHIP theories" is the purpose of present paper. For this purpose, using purposeful sampling method, 14 employees of 14 large organizations from different industries in Mashhad were selected. To obtain the required data, semi-structured interviews were conducted until theoretical saturation was reached. Reliability of findings was also confirmed. The resulting data was analyzed using "conventional content analysis". A total of 589 codes were located in 17 items of implicit theories. Items consisted five factors of the positive features (prototypes) of FOLLOWERSHIP role. Identified prototypes included "Constructive perception of work", "Job competencies", "Mighty arm of leader", "Moral virtues" and "Initiation" which present a more comprehensive perspective on FOLLOWERSHIP.

FOLLOWERSHIP is a developing paradigm in organizational behavior which focuses mainly on followers. The goal of this study is to explore follower’s implicit FOLLOWERSHIP theories (IFTs) which entail an analysis of follower’s views and perception about FOLLOWERSHIP. For this purpose, based on a phenomenological approach, semi-structured interviews with employees of large public and private organizations, in Mashhad were analyzed by exploratory content analysis. A total of 25 categories of implicit theories were detected in 5 prototypes and 5 antiprototypes.FOLLOWERSHIP prototypes consist of constructive perception of work, job competencies, mighty arm of leader, moral virtues and initiation pattern; five antiprototypes were named as role deviances including destructive behaviors, obedience, incompetency, indifference and blue color. Reflecting on the findings, a 5 dimensional model was identified, with each dimension having its prototypes and anti- prototypes. Results showed that follower's IFTs differ from leader's follower' s implicit FOLLOWERSHIP theories.