Effect Of Servant Leadership Research Articles

The impact of servant leadership in nursing practice at the hospital: A literature review

Leadership style in nursing has influenced nurses and patients at hospitals. One of the styles suitable to put into practice is servant leadership, as there found valuable similarities in characteristics, such as being altruistic, serving, and healing. Servant leadership in nursing is closely related to the ability to influence nurse teams and hospital patients. This study aims to identify servant leadership's effects on nurses as a team and patients at hospitals. The research method used is the literature review. Database Sciencedirect, Proquest, Scopus, Clinicalkey, and SpringerLink are explored to search the desired articles by selecting keywords "Servant Leadership" AND "Patient" AND "Nurse." Papers selected as the data sources meet the following inclusion criteria, i.e., full-text articles published between 2012-2022 and discussing servant leadership in nursing. After studying four pieces, it is found that servant leadership acts on both nurses and patients. The effects of servant leadership on nurses are in innovative behavior, job performance, and nurse satisfaction. In contrast, its impact on the patients is in their satisfaction after using the health care services.
 Keywords: Leadership; nursing management; quality of care; nursing care; clinical nursing practice

Servant leadership and tourism businesses’ outcomes: a multiple mediation model

PropósitoEl objetivo de este artículo es explorar el papel que desempeña el liderazgo de servicio en los resultados de las empresas turísticas, en el contexto de las agencias de viajes. Basándonos en la teoría del liderazgo de servicio, desarrollamos un modelo de mediación múltiple que explora las relaciones entre el liderazgo de servicio y la adecuación de la persona al trabajo, el equilibrio entre el trabajo y la vida personal, el compromiso laboral, el comportamiento laboral innovador y el diseño proactivo del puesto de trabajo.Diseño/metodología/enfoqueCon SmartPLS3 se analizaron datos recopilados de 942 agencias de viajes que operan en Egipto mediante un cuestionario con el que se obtuvo información sobre cómo los empleados de agencias de viajes prevén que su organización adopte el liderazgo de servicio, el ajuste persona-trabajo, el diseño proactivo del puesto de trabajo, el equilibrio entre el trabajo y la vida personal, el compromiso laboral y el comportamiento laboral innovador.HallazgosMostramos que el liderazgo de servicio se correlaciona positivamente con el ajuste persona-trabajo, el equilibrio entre el trabajo y la vida personal, el compromiso laboral, el comportamiento laboral innovador y el diseño proactivo del puesto de trabajo, mientras que el diseño del puesto de trabajo se correlaciona positivamente con el equilibrio entre la vida laboral y personal, el compromiso laboral y los comportamientos laborales innovadores. Mostramos también el papel mediador parcial del diseño proactivo del puesto de trabajo y del ajuste persona-trabajo, en el vínculo entre el liderazgo de servicio y el equilibrio entre el trabajo y la vida personal, asi como el papel mediador parcial del compromiso laboral en el vínculo entre el liderazgo de servicio y los comportamientos laborales innovadores.Originalidad/valorHasta la fecha, la investigación sobre los efectos del liderazgo de servicio en la adecuación de la persona al trabajo, el diseño proactivo del puesto de trabajo, el equilibrio entre el trabajo y la vida personal, el compromiso laboral y el comportamiento laboral innovador ha sido insuficiente. En términos de aplicabilidad contextual, no se disponía de una investigación empírica de la relación entre estos factores en las agencias de viajes. Al examinar empíricamente estas relaciones en el contexto de las agencias de viajes egipcias, el presente estudio cubre un vacío en la literatura sobre turismo y hostelería, gestión de recursos humanos y comportamiento organizacional.

Effect of servant leadership on happiness at work of university teachers: The mediating role of emotional salary

Undeniably, this new normality brought about by COVID-19 represents an extraordinary challenge for universities, from strengthening infrastructure, technology, and quality of services, to achieving happiness in their collaborators. In response, this study aims to examine the effect of servant leadership on happiness at work, with emotional salary as a moderating variable. The paper adopted a quantitative methodological perspective with a non-experimental design whose study sample consisted of 269 collaborators among teachers and support staff of the Peruvian Union University, Peru. An exploratory factor analysis was performed to determine the latent structure of the constructs, presenting an adequate internal consistency (α > 0.7). On the other hand, the confirmatory factor analysis presented an adequate fit. The results showed a significant effect (β = 0.306; p < 0.001) of servant leadership on emotional salary, as well as a significant effect of emotional salary on happiness at work (β = 0.724; p < 0.001). This study provides a valuable perspective for universities seeking to improve the happiness of their employees in the context of the new normal. It emphasizes the importance of servant leadership and emotional salary to achieve this goal. By implementing these strategies, universities can increase employee satisfaction and improve the quality of their services and the student experience.

서번트 리더십이 도움행동에 미치는 영향: 에너지의 매개효과와 가정 일 향상의 조절효과

The purpose of this study was to investigate the effects of servant leadership on helping behavior of subordinates, and the effects of servant leadership on helping behavior of subordinates through the energy. In this process, the moderating effect of subordinate‘s family-work enrichment is identified between servant leadership and subordinate’s energy together. For this purpose, hypothesis and research model were set based on the preceding studies on servant leadership, energy, helping behavior and family-work enrichment. To verify this, empirical analysis was conducted based on the questionnaires collected from ROK Army (A total of 255 dyadic data was used for analysis). As a result of the study, theoretical implications were provided by clarifying the relationship between servant leadership of supervisors, helping behavior, energy, and family-work enrichment of subordinates. Specifically, it was confirmed that servant leadership had a significant effect on helping behavior. In addition, the effect of servant leadership on helping behavior was confirmed through the energy of the subordinates. Also, the effect of family-work enrichment on the relationship between servant leadership and energy of subordinates was verified. through this, new moderating variables affecting the effectiveness of servant leadership were identified. In addition, this study suggested the direction of future research by verifying that family-work enrichment can control the relationship between the servant leadership of the supervisor and the energy of the subordinates. Finally, based on the results of the study, practical implications that can be applied to organizations are presented and limitations of the study are presented.

PENGARUH SERVANT LEADERSHIP, DISIPLIN KERJA DAN KEPUASAN KERJA TERHADAP KINERJA GURU SD NEGERI DI WILAYAH PEUSANGAN KABUPATEN BIREUEN

This study aims to determine the effect of Servant Leadership, Teacher Work Discipline and Job Satisfaction both partially and simultaneously on teacher performance. The research was in the form of a survey of a sample of 226 public elementary school teachers in the Peusangan area of ​​Bireuen Regency. This type of quantitative research was carried out using descriptive and associative analysis, with a path analysis model approach. The results of the path analysis show, 1) the Servant Leadership factor has a direct effect of 0.472 on teacher performance, 2) the teacher discipline factor has a direct effect of 0.312 on teacher performance, 3) the job satisfaction factor has a direct effect of 0.214 on teacher performance, 4) The servant leadership factor through discipline and teacher job satisfaction have an effect of 46.75% on teacher performance, 5) Work discipline factors through servant leadership and job satisfaction have an effect of 32.6% on teacher performance, 6). The Job Satisfaction Factor through Servant Leadership and Work Discipline influences Teacher Performance by 26.56%. 7) Simultaneously servant leadership, work discipline and job satisfaction contribute to changes in teacher performance by 57.9%. While the remaining 42.1% is influenced by other factors not examined, researchers suspect from the aspects of work motivation, teacher competence, work environment and others.

The Effect of Servant Leadership on Employee Performance as Mediated by Leader-Member Exchange and Organizational Citizenship Behavior

This study aimed to determine the role of leader-member exchanges and organizational citizenship behavior as mediating variables in the relationship between servant leadership and employee performance. Data were analyzed using Structural Equation Modeling (SEM). The results of this study demonstrated that servant leadership, leadermember exchange and organizational citizenship behavior had positive and significant effects on employee performance. Also, servant leadership positively and significantly affected leader-member exchange. Additionally, servant leadership had a positive and significant effect on organizational citizenship behavior. The indirect impact of servant leadership on employee performance through leader-member exchange was significant. Lastly, the indirect effect of servant leadership on employee performance through organizational citizenship behavior was significant.
 Keywords: Servant Leadership, Leader Member Exchange, Organizational Citizenship Behavior, Employee performance, PT. Bank Artha Graha Internasional Tbk.

PENGARUH KEPEMIMPINAN PELAYAN DAN KOMUNIKASI INTERPERSONAL TERHADAP KINERJA KARYAWAN JASA PENGIRIMAN

This study gives primary attention to the behavior of leaders in an effort to improve employee performance. The research objective was to examine the effect of servant leadership and interpersonal communication on employee performance. The research was conducted by taking respondents from employees who were working in a delivery service organization. The data collection method was carried out by distributing questionnaires to respondents in a sample that took all members of the population. Data analysis was carried out by applying multiple regression which was assisted by processing it with a computer program. The research results show that servant leadership and interpersonal communication are important attributes of service delivery organization managers when managing employees towards high performance.

Crisis-induced HR practices and employee resilience during COVID-19: evidence from hotels

ABSTRACT One of the wretch effects of the COVID-19 pandemic was the laying off of millions of employees in the hotel industry due to travel restrictions and lockdowns. Such a scenario prompted star hotels to implement crisis-induced HR practices (CHRP) to run their hotels effectively. Our article exploits and investigates a model that recommends that psychological well-being (PWB) indirectly influences the CHRP-employee resilience (ER) relationship, the conditional indirect effect of servant leadership (SEL). Data were collected from 265 star-rated hotel employees in Accra and Kumasi, Ghana, who are the full-time frontline. The hypothesized linkages were assessed through PROCESS analysis. We find a significant indirect effect of CHRP on ER via PWB. Moreover, the conditional indirect effect of CHRP on ER via PWB is high at higher and mediums levels of SEL. Theoretical and practical implications are discussed further.

The Effect of Servant Leadership and Remuneration on Doctor Job Satisfaction Mediated by Work Motivation at UPT RSUD RAA Soewondo Pati

This study aims to analyze the influence of servant leadership on the work motivation of doctors. This research was conducted at UPT RSUD RAA Soewondo Pati with a total population of 66 respondents and a sample of 40 respondents using the proportional random sampling technique. Data collection techniques using a questionnaire instrument The data analysis technique uses PLS (partial least squares). The results of this study indicate that servant leadership has a significant effect on the work motivation of doctors. Remuneration has a significant effect on the work motivation of doctors. Servant leadership has a significant effect on doctors' job satisfaction. Remuneration has a significant effect on a doctor's job satisfaction. Work motivation has a significant effect on a doctor's job satisfaction. Servant leadership and remuneration had a significant effect on a doctor's job satisfaction, which was mediated by work motivation.

Servant leadership, innovative work behavior and innovative organizational culture: the mediating role of perceived organizational support

PurposeThe purpose of this study is to examine the effects of servant leadership (SL) and innovative organizational culture (IOC) on employees' innovative work behavior (IWB). In addition, this paper attempts to examine the mediating role of perceived organizational support (POS) in these relationships.Design/methodology/approachData were collected from 280 employees working in technopark companies located in Turkey, which require intensive IWB. Structural equation modeling and bootstrapping procedure were used to test the hypothesized relationships.FindingsThe findings suggest that SL, and IOC are significantly and positively related to employees' IWB. The results also show that SL and IOC stimulate employees' IWB through POS.Research limitations/implicationsBecause this study was carried out by employing a cross-sectional research design with data obtained from the same source, the inferences about the causality among the variables cannot be inferred.Practical implicationsThe empirical findings suggest that organizations should make efforts to promote SL and improve IOC in order to harvest IWB from their employees. Moreover, organizations and managers need to recognize the importance of the POS by employees, and therefore form an adequate working environment, create and utilize policies and procedures accordingly.Originality/valueThis study suggests ways for organizations to enhance their innovativeness through IOC and SL applications in pursue of harvesting employees' IWB using POS by employees as mediator. This study is also original, in that no previous studies have investigated the mediating role of POS in the relationship between IOC, SL and IWB.

Servant leadership and employee prosocial rule-breaking: The underlying effects of psychological safety and compassion at work.

The study intends to investigate the impact of servant leadership on pro-social rule-breaking directly and through the intervening mechanism of psychological safety. More, the study also plans to investigate whether compassion at work moderates the effect of servant leadership on psychological safety and pro-social rule-breaking and the indirect intervening effect of psychological safety between servant leadership and pro-social rule-breaking. Responses were collected from 273 frontline public servants in Pakistan. Using social information processing theory, the results revealed that servant leadership positively influences pro-social rule-breaking and psychological safety and that psychological safety influences pro-social rule-breaking. Results also revealed that psychological safety acts as an intervening mechanism in the relationship between servant leadership and pro-social rule-breaking. Moreover, compassion at work significantly moderates the relationships of servant leadership with psychological safety and pro-social rule-breaking, and that compassion at work ultimately alters the size of the intervening effect of psychological safety between the connection of servant leadership and pro-social rule-breaking.

Nurturing Employee Engagement at Workplace and Organizational Innovation in Time of Crisis With Moderating Effect of Servant Leadership

The current study strives to examine the impact of HR practices, working condition, intergroup relations, goal congruence, passion for work and organizational learning culture toward employee engagement and organizational innovation. In addition to that the moderating effect of servant leadership is tested between employee engagement and organizational innovation. The research design of this study is grounded in quantitative research approach. Data were retrieved from employees working in Saudi manufacturing organizations. Overall, 241 respondents have participated in this voluntarily research survey. Research framework was tested with structural equation modeling technique. Results revealed that human resource practices, working condition, intergroup relations, passion for work, goal congruence and organizational learning culture have explained large variance [Formula: see text] 52.8% in measuring employee work engagement. Similarly, organizational innovation is measured with employee work engagement and servant leadership and explained substantial 55% variance in organizational innovation. Likewise, the results of the blindfolding analysis revealed substantial predictive power [Formula: see text] 41.4 to predict organizational innovation. Therefore, in determining employee work engagement at workplace goal congruence has shown substantial effect size [Formula: see text] when compared with other exogenous constructs. Practically, this research suggests that goal congruence, human resource practices, and servant leadership are core factors which enhance employee engagement at workplace and organizational innovation in time of crisis and therefore need managerial attention. This study is unique as it examines employee engagement behavior with an integrative research framework. In addition to that the role of servant leadership has been studied as moderator between the relationship of employee engagement and organizational innovation.

Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.

Drawing on demands-resources theory, we develop and test a dual-path model to unpack the energizing and draining mechanisms, captured by leader need satisfaction and role conflict, through which servant leadership affects leader psychological strain and job performance. We further identify leader-leader exchange (LLX) as a critical resource moderator that can strengthen the energizing benefit and buffer against the draining cost of servant leadership behaviors. Using five-wave, multisource field data from 474 team leaders, 3,712 followers, and 97 superior leaders, we find support for the energizing benefit, in that servant leadership satisfied leader psychological needs, which subsequently reduced leader psychological strain. This energizing benefit was stronger when LLX was higher. In parallel, servant leaders experienced role conflict, which subsequently increased their psychological strain and deteriorated their job performance when LLX was lower. Overall, our research contributes to a fine-grained understanding of the double-edged effects of servant leadership on leaders and sheds light on how and when leaders can benefit from practicing servant leadership. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

The Effect of Servant Leadership And Loyalty On Employee Performance And Organizational Citizenship Behavior (OCB) As A Mediating Variable

This study aims to influence servant leadership and loyalty on employee performance and organizational citizenship behavior as mediating variables. The population in this study were all employees of PT. Telkom Access in Malang City, totaling 47 people. The number of samples is determined based on total sampling with a total of 47 samples. Data was collected using a questionnaire, the results of the questionnaire were analyzed to determine the effect of each variable which was calculated using Partial Lesat Square (PLS) analysis. The conclusion of this study is that servant leadership has a negative and insignificant effect on employee performance. Loyalty has a positive but not significant effect on employee performance. Servant leadership has a positive but not significant effect on organizational citizenship behavior. loyalty has a positive and significant effect on organizational citizenship behavior. organizational citizenship behavior has a positive and significant effect on employee performance. organizational citizenship behavior does not play a role in mediating the effect of servant leadership on employee performance. organizational citizenship behavior plays a role in mediating the effect of loyalty on employee performance.

Pengaruh Servant Leadership Dan Empowerment Terhadap Organizational Citizenship Behavior Melalui Kepuasan Kerja Pada PT. Bank Sumut

This study aims to determine the effect of servant leadership and empowerment on job satisfaction partially. To determine the effect of servant leadership, empowerment and job satisfaction on organizational citizenship behavior. To find out whether job satisfaction mediates the influence of servant leadership and empowerment on organizational citizenship behavior at PT. SUMUT Bank. The total population in this study amounted to 130 people, and by using a saturated sampling technique, a sample of 130 people was obtained. The analysis technique used is path analysis. The results showed that servant leadership had no effect on job satisfaction, empowerment had a positive and significant effect on job satisfaction. Servant leadership has no effect on organizational citizenship behavior. Empowerment has a significant effect on organizational citizenship behavior. Job satisfaction has a significant effect on organizational citizenship behavior at PT. SUMUT Bank. Job satisfaction does not mediate the influence of servant leadership on organizational citizenship behavior. Job satisfaction does not mediate the effect of empowerment on organizational citizenship behavior at PT. SUMUT Bank.

Committed, Healthy, and Engaged? Linking Servant Leadership and Adaptive Performance Through Sequential Mediation by Job Embeddedness and Burnout

Research assumes an effect of servant leadership on adaptive performance but has neglected the psychological processes underlying this link. Based on Social Exchange Theory and Job Demands–Resources Theory, this study sheds light on how servant leadership triggers job embeddedness, adaptive performance, and mitigates burnout. It also examines the mediating roles of job embeddedness and burnout between servant leadership and adaptive performance. We used three-wave data of 318 employees and their supervisors in the hospitality industry of Pakistan, applying structural equation modeling to examine six main effect hypotheses and three mediation hypotheses. Our findings suggest that servant leadership practices foster employees’ job embeddedness and adaptive performance, and mitigate burnout. Job embeddedness and burnout sequentially mediate the relationship between servant leadership and adaptive performance. Further unraveling the mechanisms between servant leadership and adaptive performance, this study implies that managers should recognize employee-perceived servant leadership as an influential factor that enhances engagement and well-being and ultimately the adaptive performance of their followers.

The effect of job insecurity on knowledge hiding behavior: The mediation of psychological safety and the moderation of servant leadership.

As the global economy deteriorates because of the great shocks such as COVID-19 pandemic and wars among nations, the business environment is suffered from uncertainty and risk. To deal with it, several firms have attempted to maximize its efficiency via downsizing and restructuring to diminish costs. Thus, the degree of anxiety is increased among employees who worry about the loss of their job. The current research hypothesizes that job insecurity increases employees' knowledge hiding behavior by diminishing the degree of their psychological safety. In other words, psychological safety functions as the underlying process (i.e., mediator) in the job insecurity-knowledge hiding behavior link. Furthermore, this paper tries to examine the boundary condition of how to decrease the detrimental influence of job insecurity, focusing on the moderating effect of servant leadership. Utilizing a 3-wave time-lagged data from 365 Korean employees, we empirically demonstrated that employees who perceive job insecurity are less likely to perceive psychological safety, eventually increasing their knowledge hiding behavior. We also found that servant leadership functions as a positive moderator which buffers the negative impact of job insecurity on psychological safety. Theoretical and practical contributions are described.

Servant Leadership and Perceived Organizational Support for Lecturer Loyalty Through Empowerment

The purpose of this study is to determine whether empowerment can mediate the effects of servant leadership and perceived organization on employee loyalty. This study uses a quantitative approach that consists of two exogenous variables, such as servant leadership and perceived organization, one endogenous variable, namely employee loyalty, and one intervening variable, which is employee empowerment. The data used is primary data obtained directly from respondents, including as many as 143 members of the FPMPI Kopertais 4 association. The research instrument used a Likert scale of 1–5, while the data analysis used SEM diagram analysis, which was processed using Amos Structural Equation Modelling. The results of the study show that servant leadership, perceived organization, and empowerment have a significant effect on employee loyalty directly, while the indirect effect of servant leadership and perceived organization on employee loyalty through employee empowerment has a significant influence. These results indicate that empowerment is able to mediate exogenous and endogenous variables.

A Study on the Effect of Servant Leadership on Positive Psychological Capital of Marine Police Officers

A Study on the Effect of Servant Leadership on Positive Psychological Capital of Marine Police Officers

The Effect of Servant Leadership, Organizational Trust, Leader Trust on Organizational Commitment of Member BASARNAS in Nusa Tenggara Barat Province

The Effect of Servant Leadership, Organizational Trust, Leader Trust on Organizational Commitment of Member BASARNAS in Nusa Tenggara Barat Province