Examining leadership models in today's complex and uncertain conditions suggests that competitive and hierarchical based traditional leadership models do not meet the environmental challenges facing organizations and the need to pay attention to follower-based leadership styles is being felt. For this purpose, the present study was conducted with the aim of discovering the meaning and fundamental structure of self-sacrificial leadership. The case study includes the operational staff of the emergency organizations (firefighters and medical emergency staff) in Mashhad. Eighteen individuals were chosen in a purposive sampling method to reach the point of theoretical saturation. The present study employs a phenomenological research strategy and Semi-structured interviews were used to gather data. Four measures of validity, transferability, dependability, and confirmability were emphasized to ensure the qualitative rigor of the present study. MAXQDA qualitative analysis software was used to classify the qualitative findings of the study. Based on the results of this study, thirteen sub-components were classified into three components. The discovered components of self-sacrificial leadership from the participants' point of view are ignoring material and spiritual assets, ignoring sources of power and self-sacrifice. Finally, based on the obtained components, a description of the meaning and structure of self-sacrificial leadership was provided. From the point of view of the operational forces of rescue organizations, the meaning of self- sacrificial leadership is a management style in which the commander and the operational manager, by emphasizing their ideals, sacrifice material and spiritual assets and sources of power, and finally the level of sacrifice of interests reaches its peak with self-sacrifice. Introduction Leadership has long been the focus of group and organizational behaviors research (Nabih et al., 2016; Steffens et al., 2020). Since leadership is intertwined with group membership (Steffens et al., 2020), one of the main characteristics of this concept is the emphasis on leaders achieving collective goals rather than personal goals (Braun et al., 2018). According to previous research, one of the most effective ways to meet the needs of followers is self-sacrifice (Choi & Yoon, 2005; Liu et al., 2021). Numerous studies on many leaders, including the heads of associations, political leaders, or military leaders, discuss the leaders’ self-sacrifice in fulfilling others’ interests. Obviously, individuals value such behaviors while motivated by observing self-sacrificial behaviors (Raza Zaidi & Siddiqui, 2021). Although some studies on self-sacrificial leadership have emphasized the unique role of self-sacrificial leadership in critical situations (Halverson et al., 2004) and the role of organizational context in promoting self-sacrificial leadership (Matteson, 2006), these studies are exclusive to business, religious, and military organizations (Matteson, 2006), and the rescue and relief organizations symbolizing self-sacrifice have not been considered. A review of the literature revealed that the quantitative studies are derived from studies on charismatic leadership. On the other hand, the behavioral components of this concept have been neglected in the leadership literature. Accordingly, it is deemed necessary to focus on the behavioral components of self-sacrificial leadership the rescue and relief organizations, which are always involved in a crisis, and whose operations are sacrifice-oriented. Case study The purposive sampling method was used to select the study samples. Inclusion criteria were as follows: (1) Having experienced the considered phenomenon, and (2) having the ability to describe and express one’s experience clearly. The required data was collected using semi-structured interviews with 18 persons from the rescue and relief organizations in Mashhad. Regarding the place of service, 12 persons were working in the fire department, and six individuals were working in medical emergencies. After obtaining the interviewees' consent, the interviews were recorded and fully transcribed to ensure that no information was overlooked. In all the interviews, the participants were asked to express their experiences, thoughts, feelings, and understanding of self-sacrificial leadership and exemplify them. Materials and Methods The present study employed descriptive phenomenology using Colaizzi’s framework. Regarding the nature of the phenomenology strategy, the phenomenology research strategy has been used. Considering the descriptive phenomenological strategy (Husserl) is based on the creation of the nature of a specific phenomenon, the explicit expression of the implicit structure, the nature of the phenomenon, and the meaning of human experiences, Husserl's phenomenological approach was used in this study. Discussion and Results After interviewing 18 firefighters and medical emergency operatives, Colaizzi’s eight-step method was used to extract the codes from the interviews. In the first step, which was done to study the written protocol, the statements obtained from the interview were transcribed. Then each of the transcribed texts was considered separately and read several times. In the second step, important propositions in the interviewees' descriptions were extracted. Then, duplicate sentences were removed from the categorized statements. After removing duplicate and highly similar items, 215 important propositions were extracted from all the interviews. In the third step, i.e., formulation of meanings, the participants’ meanings were extracted from their statements. In the fourth step, the extracted meanings were organized. First, similar compressed units were placed in a set. Then, similar semantic units were checked and labelled. At the end of this step, 215 propositions were classified into 13 sub-components. Finally, after analyzing the data in four step, three components were finalized. In the fifth step, the results were integrated with the form of a comprehensive description. In the sixth step, the comprehensive description of the previous step was formulated as an unambiguous statement to identify the phenomenon's main structure. From the point of view of operational forces of the rescue and relief organizations, the meaning of self-sacrificial leadership is as follows: "It is a management style in which the commander, emphasizing his ideals, gives up material and spiritual possessions and power resources; eventually, he reaches the peak of this trait with self-sacrifice." Finally, in the seventh and eighth steps, the participants were asked again for revalidation, and it was ensured that the descriptive results did not differ from their experiences and that no experience was missed. Conclusion The present study sought to comprehend the meaning of self-sacrificial leadership from the perspective of operational forces in the rescue and relief organizations. After analyzing the data, 13 subcomponents and three components were identified as the dimensions of self-sacrificial leadership. The main point highlighted by interviewees in this dimension is facilitating the obstacles. According to the interviewees, giving up the power resources with 19 identified instances is the second priority. This component refers to themes expressing the manager's disregard for official authority, the use of organizational structure and rules, and control of knowledge and information. The third identified component was the commitment of leaders. Self-sacrifice is the highest level of sacrifice that is at the heart of such organizations. The active forces in the participating organizations in the present research risk their lives by participating in difficult and breathtaking missions and giving up their lives to put out the fire or to save the patient's life. In addition to being a pioneer in high-risk situations, the commander in such organizations spare efforts to protect the lives of his followers. This implies that one of the hallmarks of self-sacrificial leaders is to undertake risky tasks for the collective good personally.

Objective One of the most significant topics discussed in management and leadership literature is the concept of self-sacrifice. Due to its numerous positive implications, organizations need to develop leadership styles based on self-sacrificial behaviors. Despite various examples and instances of self-sacrifice exhibited by managers and leaders, research on self-sacrifice and its leadership implications has been neglected. Therefore, further research in this area can illuminate the dimensions and aspects of self-sacrificial behaviors in organizations. Methods This study employs the Interpretive Structural Modeling (ISM) method. It is an applied research project that utilizes interviews as the primary data collection method. Results The findings of the research indicate that the conceptual model of self-sacrificial behaviors in organizations consists of eleven components: "positive self-concept," "resilience," "social representation," "motivation to serve," "empathy and compassion," "awareness and knowledge," "goal orientation and idealism," "collective identity," "social learning and social contagion," "core values," and "crisis." According to the findings, the two dimensions of "awareness and knowledge" and "collective identity" are the foundational components of the model, as they influence all other components and have a two-way relationship with each other. This means that, in addition to being influencing factors for other components, they also impact each other. Additionally, based on the model, the components of "empathy and compassion" and "social learning and social contagion" are ranked next. These two components also have a mutual relationship with each other and are further influenced by the "crisis" component, which ranks below them. In fact, the critical condition, in addition to affecting the higher-level components, also impacts the lower-level components, indicating the significant influence of this variable in the model. The "motivation to serve" component is placed at the fifth level of the model. As shown by the direction of the arrows, this component is dependent on the three components of critical conditions, core values, and goal orientation and idealism. This means that the motivation to serve, as one of the antecedents of altruistic behavior, is influenced by the occurrence of critical conditions and the presence of core values, goals, and ideals of the individual. The remaining three components in the model—positive self-concept, resilience, and social representation—have the least influence and the most dependence on other components, indicating that they are more influenced by other components in the model. The "social representation" component is the most dependent in the model, meaning that a person's desire for social expressiveness is reliant on all other components except resilience, as resilience does not affect social expressiveness. Conclusion Based on the results of the study using ISM, two components are identified in the linkage region: "empathy and compassion" and "awareness and knowledge." These components are considered dynamic, meaning that any change in them can impact the entire system. The independent region includes five components: "goal orientation and idealism," "collective identity," "social learning and social contagion," "core values," and "crisis," indicating their strong influence and guiding role in the model. Additionally, the "social representation" component is placed in the dependence region, signifying its high reliance on other components.

IntroductionIn recent decades, criticism of utilitarianism has emerged within various branches of the social sciences. Contrary to the assumption that these critiques align decisively with utilitarian principles, scholars have increasingly emphasized the importance of other-oriented values in their discourse. These values encompass collective morality, public interest, social responsibility, moral values, and concern for others, highlighting selflessness, cooperation, and the well-being of others. This shift in focus underscores the complex nature of ethical considerations within societal frameworks (Grant, 2007). Leadership, a central topic in management and organization studies, necessitates an understanding of human nature and behavior. While effective leadership entails guiding groups toward shared goals, it's acknowledged that leaders may misuse their power for personal gain (Maner & Mead, 2010). Recently, scholars have increasingly turned their attention to altruistic leadership and its potential impact within organizational contexts. Despite skepticism regarding the feasibility of self-sacrificial behavior in environments rife with moral dilemmas and self-interested agendas (Arnold & Loughlin, 2010), research suggests that organizations benefit from cultivating altruistic leadership styles. Such behaviors, though uncommon, foster positive perceptions of leaders, particularly during times of crisis, signaling a departure from authoritative leadership models (De Cremer & Van Knippenberg, 2005). The emergence of altruistic leadership reflects a broader trend in leadership studies, emphasizing service over dominance and prioritizing collective welfare over self-interest. This shift is evident in the exploration of concepts such as empowerment, followership, collaborative leadership, and ethical leadership. Altruism is increasingly recognized as a foundational element in these evolving perspectives on leadership, underscoring the importance of selflessness in contemporary leadership paradigms (Choi & Mai-Dalton, 1998).MethodologyThe methodology used in this research is the grounded theory introduced by Barney Glaser and Anselm Strauss in the late 1960s. This methodology outlines a systematic approach to developing theories from data collected during social research. Unlike logical-deductive research, which evaluates existing theories, grounded theory involves deriving theories directly from collected data. This method emphasizes a continuous interaction between data collection and theory generation (Glaser, 2007). Grounded theory construction involves gathering data from various sources, such as interviews and behavioral observations, with in-depth interviews being the most commonly employed method. In this approach, data collection and analysis occur concurrently through the continuous comparison method. This means that interviews and data interpretation proceed simultaneously until theoretical saturation is attained. In this research, the interview is used as the tool to collect data, and a theoretical sampling method was employed to select individuals with rich information about the subject matter, capable of providing in-depth descriptions of their experiences. Specifically, the study involved interviewing 10 managers employed in the public sector. Research FindingsIn this research, social learning, purposefulness and experimentalism, essential values, and collective and common identity are the causal factors influencing the formation of the central phenomenon, that is, awareness and cognition. Crisis, type of task, organization's mission, and emotional atmosphere have been introduced as effective background factors in increasing the leader's awareness and recognition of selfless actions. Empathy is one of the intervening conditions, and positive self-concept has been identified as a strategy that is formed by the action and interaction of the central phenomenon that will eventually lead to consequences such as self-expression and social activism, resilience and endurance of hardships, and willingness to serve and perform duties. Conclusion and Discussion According to the prevailing assumptions of utilitarianism and profit-seeking within the management and organizational behavior literature, it is commonly believed that leaders and managers primarily utilize organizational power and resources for their gain. It is thought that only through organizational monitoring and supervisory mechanisms are they compelled to consider utilitarian principles and prioritize collective and organizational interests (Ghoshal, 2005). However, recent research findings suggest avenues for fostering selfless behaviors within workplace environments. By identifying the determinants of self-sacrificial behaviors—including when and why these behaviors occur, as well as the obstacles to their manifestation—interventions can be designed to promote and cultivate such behaviors within organizations. The public organizations of the country, especially in the conditions of the resistance economy, need managers who selflessly adhere to the goals of the organization and sacrifice personal and group interests for national interests. Acquiring knowledge about the phenomenon of self-sacrifice helps to promote and strengthen such behaviors in the organization. In this research, a foundational data model of the actions and interactions of selfless leaders in the organization is presented.

SUBJECT & OBJECTIVES: Possessing a collection of ethical qualities sets apart a virtuous human being from the rest and steers them toward everlasting bliss. It is a widely recognized fact that God's messengers and spiritual leaders exemplified these qualities, even in the most arduous and bleakest circumstances. This was particularly evident on the day of ‘Āshūrā, when Imam Hussein fearlessly showcased these qualities in Karbala, addressing His formidable adversaries and encouraging them to opt for the righteous path. It is not surprising that Imam Hussein demonstrated such nobility amidst the turmoil of warfare, as his father Ali once asserted that through a change of circumstances, the mettle of men is known. On the 10th of Moharram, we must fully immerse ourselves in Imam Hussein's enlightening utterances, striving to grasp his profound truth.METHOD & FINDING: Through this examination, we intend to delve into the moral high ground that Imam Hussein adopted on this momentous day, employing a descriptive-analytical methodology. Through undertaking this investigation, we have managed to uncover several priceless facets of Imam Hussein's character, which became evident on a day unparalleled in human history. In his speeches, Imam Hussein emphasized the importance of virtues such as gentle articulation, alignment with a divine, prophetic, and Quranic approach, unwavering resolve and refusal to yield to the adversary, as well as humbleness and rejection of conceit before the Almighty, among various others.CONCLUSION: These facets demonstrate the authentic model of moral virtues embodied by Imam Hussein, which are proven in times of difficulty and crisis. His steadfastness in these principles reflects the mark of a truly perfect man.

The present research was conducted with the aim of analyzing self-leadership strategies of master's degree students. Research is exploratory. The study strategy in the qualitative section is the data theory and in the quantitative part is the Exploratory Factor Analysis. The research method is qualitative and quantitative. The statistical sample in the qualitative section was composed of 20 faculty members and experts who were selected in a purposeful and theoretical way. In the quantitative part, from the 6088 graduate students of Islamic Azad University, Science and Research Branch, Tarbiat Modares University, with the Multi-Stage Stacking Sampling Method, five hundred and eighty samples were selected. In the qualitative section, to use new ideas and creative concepts as well as general background information about the subject of self-management of students, and literature review, open questions, and focal groups were used. In the quantitative part of the research, for measuring variables, a researcher-made self-administered questionnaire was used to examine the literature by making corrections and fitting with the self-driving characteristics of the Students. In the qualitative section, after analyzing all interviews and studying thematic literature, 64 first codes were identified that after the refinement was converted into 23 Categories, 7 factors, and 2 main components. To analyze the findings, quantitative research was used from exploratory factor analysis. Considering factor analysis on the 57 items of the questionnaire, 13 Factors were identified as the main factors, and the results showed that these factors are self-governing strategies used by Tarbiat Modarres students and Azad University.

The purpose of this study was to identify the components of students' self-leadership. By adopting a qualitative approach, a systematic grounded theory approach was used to analyze the views of experts. Purposeful sampling was used to interview 20 experts in the field of higher education using snowball sampling. In order to achieve the goals of the research and data collection, the interviews as research instrument was used. This was utilized by triangulation namely via semi-structured in-depth exploratory interviews, focus groups as well as literature review and background research. The data were analyzed using content analysis in GT approach in three stages of open, axial and selective coding. In the present study, the concept of student self-leadership was chosen as the central phenomenon. The findings of the study indicated that the involvement of experienced faculty members in formulating self-leadership programs, creating self-confidence and self-leadership fields through academic curricula through faculty-student interaction and designing training related to enhancing behavioral abilities including self-regulation of students in classrooms were causal factors affecting student self-leadership. Alongside causal factors, there are numerous environmental constructs in the three domains of intra-university, extracurricular and educational factors that play an important role in achieving the goal of student self-leadership. In addition, leadership style and aministration of universities, student participation and social skills are the underlying factors influencing student self-leadership. Experts believed that the need to pay attention to student self-leadership is an important task for higher education officials. Universities should be managed and led in a way that is self-directed as a culture and a part of the students' daily activities and as a benefit for all faculty and students.

The increasing number of reinforced concrete structures affected by corrosion makes the study of their protection an import parameter. Usage of different types of surface coatings on rebars for the corrosion protection has not proved to be a reliable system on account of many reasons like reduction in bond stress between the concrete & rebar and so on. The standard procedure of rehabilitation of corrosion affected structural elements. viz., chipping the cover concrete, exposing the rebar, cleaning rebars, applying corrosion protection coating to the rebar, providing formwork, pumping of micro concrete, etc becomes labour intensive and uneconomical in addition to a lot of disturbance caused to the occupants. Hence, sacrificial anodes are being increasingly used during the rehabilitation of corrosion affected Reinforced Concrete (RC) structures. The self regulating anodes comprise of zinc metal covered with porous matrix, which sacrifices itself and protects the corrosion of rebar. The paper presents the results of the study carried out on the performance of sacrificial galvanic anodes installed in RC structural elements with and without preconditioning methods.