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Research objective: Many organizations use idiosyncratic deals to achieve desirable behaviors and positive results. Such idiosyncratic deals lead to increased self-confidence, cooperation, and participation of the employees and the emergence of new creative ideas. The present study seeks to investigate the influence of idiosyncratic work deals on creative deviations whilst taking into account the mediating role of psychological entitlement and employee voice.
Methodology: The present study is applied research in terms of purpose and a descriptive correlation study in terms of data collection. The statistical population comprises Mobin Net Communication Company employees. 272 questionnaires were handed out based on simple randomized sampling and collected data were analyzed using AMOS and SPSS software. The questionnaires used to evaluate research variables include Rosen et al.’s (2013) idiosyncratic deals questionnaire (2013), Morrison’s employee voice questionnaire (2011), Li et al.’s psychological entitlement questionnaire (2017), and Lin et al.’s creative deviation questionnaire (2016).
Research findings: Idiosyncratic deals have a significant and direct influence on employee creative deviation and have and a significant and indirect impact on employee creative deviation through the mediation of employee voice and psychological entitlement.
Research innovation: The results of the present study strengthen the conclusion of idiosyncratic deals contract in Iranian companies, and helps organization managers understand the influence of idiosyncratic deals on creative deviation so that they provide the grounds for creative deviation which is crucial for the development of modern corporations through the mediation of psychological entitlement and constructive voice.

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Research objective: Government organizations have a bureaucratic and inflexible nature that leads to limitations for managers and employees. The use of inclusive leadership style leads to increased moral courage and boldness to increase the psychological safety and exchanges between managers and Increase staff and be able to circumvent cumbersome rules with benevolent intentions in order to achieve organizational goals. The aim of the present study was to investigate the effect of inclusive leadership style on pro-social rule breaking by emphasizing the mediating role of psychological safety and creative self-efficacy and moderating member leader exchange.
Methodology: The method of the present study is applied in terms of purpose and descriptive-survey in terms of data collection. The statistical population of the study is the employees of government organizations in West Azerbaijan province. Based on simple random sampling, 374 correct questionnaires were returned and the research data were analyzed using SPSS and AMOS software. Standard questionnaires were used to measure research variables.
Research findings: Inclusive leadership has a direct and significant effect on pro-social rule breaking and indirectly has a significant effect on pro-social rule breaking through mediation of creative self-efficacy and psychological safety and moderation of leader-member exchange.
Research innovation: The results of the present study strengthen the application of inclusive leadership style in government organizations and help managers of organizations to understand the impact of inclusive leadership style on pro-social rule breaking to mediate creative self-efficacy and psychological safety and moderation. Provide leader-member exchanges to cause pro-social rule breaking to achieve organizational goals and the interests of stakeholders.