Servant leadership in terms of being a mediating variable in the relationship between change management and job performance management. (A field study on the personnel of the Ministry of Human Resources, Najran Region Branch)

Abstract

This study investigated into gauging the servant leadership as a mediating variable in terms of the relationship between change management and job performance management in the Ministry of Human Resources in Najran region. Of relevance, the study sample was selected among (52) individuals who represent the personnel of the Human Resources Department, and the data was gleaned by means of the questionnaire technique , where the number of questionnaires valid for use amounted to (50) questionnaires by percentage of 92%. Approach-wise, the study used the descriptive analytical approach.Given the exclusion of the servant leadership variable, the study inferred that servant leadership mediates the relationship between change management and job performance management, with a direct relationship between (change management) and (job performance management), and that change management was consistently effective.Significantly enough, the job performance management technique is applied in accordance with the regulatory and statutory requirements, and managers also demonstrate the dimensions of servant leadership in their management , adding that performance planning comes first as the best applied stage, followed by the mid-point evaluation, the final evaluation, and finally contributing to the development of performance and addressing performance-related shortcomings .Additionally, systems and regulations are the primary determinants of job performance management, and according to 44% of respondents, success rates for the job performance management evaluation method range from 80 to 100%. Accordingly, the study concludes that in order to successfully implement the job performance management technique .Accordingly, the study suggests that adopting the servant leadership style, training leaders on employing it, and urging them to use it, as well as adopting the scientific foundations of change management, are all necessary given the relationship between change management and the success of the job performance management technique .By setting the necessary and appropriate plans by supervisors and leaders to improve the performance levels of their employees, it is important to pay attention to the axis of employee performance development after their evaluation so that the job performance management course is successfully completed