Servant Leadership Research Articles

Design Considerations for a Multidisciplinary Approach to Provide Policy Recommendations on Gender-Integrated Recruit Training in the Marine Corps.

Recruit training is designed to transform civilians into physically fit military service members, who embody their service's core values and possess military discipline and skills. At the time this research began, the U.S. Marine Corps (USMC) remained the only service that segregated recruits by gender at the lowest unit level (e.g., platoon) and employed gender-segregated drill instructor teams. USMC's Marine Corps Recruit Depots (MCRD) must comply with a 2020 Congressional Mandate to not segregate training by gender in Parris Island by 2025 and San Diego by 2028. In turn, USMC requested an independent scientific study to analyze current approaches to gender integration at recruit training to propose alternate models and other policy recommendations that increase gender integration while maintaining current USMC standards. The Marine Corps is currently evaluating alternate models and recommendations to optimize entry-level training. This article outlines considerations for choosing the optimal research study design, research methods, and types of data collected in a study intended to provide policy recommendations on gender-integrated recruit training for the USMC. Research data were collected during visits to the MCRDs and selected recruit training locations for the Army, Air Force, Navy, and Coast Guard. Data collection on USMC recruits from three cohorts involved social science assessments (focus groups and surveys) and human performance testing (countermovement jumps and isometric mid-thigh pulls, sleep and activity wearables, and cortisol data) at multiple points in the training cycle. Data on recruits from the sister services were limited to social science assessments. Approximately 600 recruits between the two MCRDs and 160 recruits from the sister services participated in the study during a 7-month timeframe in 2021. The research team conducted extensive ethnographic observations of recruit training at all selected research sites and interviewed training cadre, drill instructors, and service leadership responsible for recruit training (∼90 interviews). Additionally, the research team interviewed 20 experts on gender integration or recruit training who possessed alternate viewpoints from the current USMC practice. The mixed methods study was designed to assess the current gender integration practices at recruit training across the services to generate alternative models of gender integration for USMC. The research team developed a set of multidisciplinary objectives and research questions serving as the foundation of the research study design and data collection process. The study was designed to collect qualitative, quantitative, and administrative data informed by social science and human performance disciplines. To ensure that all aspects and implications relevant to gender integration were considered, select data were collected across services and with stakeholders at all levels. This multidisciplinary research approach provided a comprehensive picture of the current USMC recruit training models. The research team captured multiple perspectives and data points for analysis through an expansive view on gender integration across all services, by interacting with participants at all levels of the institutions in varied ways. The information and data gathered enabled the research team to establish objective, data-driven alternate models, and recommendations for enhancing gender integration at recruit training for the USMC.

Leadership as a determinant of need fulfillment: implications for meta-theory, methods, and practice.

Of all the most prominent business concepts (e.g., DE&I, employee well-being, employee engagement, organizational culture, etc.) none rivals leadership in terms of public interest and annual monetary investment. Despite the obvious importance of leadership as a determinant of many important outcomes, the concept of leadership has been surprisingly hard to pin down, lacking consensus as to its precise meaning. As numerous authors introduce ever more constructs (e.g., servant leadership, toxic leadership, sustainable leadership, transformational leadership, etc.), the leadership concept has become emblematic of the problem of construct proliferation. Like the related fields of employee engagement, subjective well-being, and organizational culture, the leadership field is in desperate need of a clearly articulated meta-theory to house its many constructs, allowing theory and measurement to build up instead of continuing to pile up. This paper argues for grounding the concept of leadership within the psychological literature on human needs. In reviewing the leading definitions of leadership in the literature we find that they are reducible to a core set of follower needs that can be facilitated or inhibited by leaders. We propose that there is substantial value in adopting a comprehensive needs-based taxonomy over current approaches. We consider the impact of setting the concepts of leadership within existing need constructs for each of the following: (a) theory, especially the development of leadership frameworks and particularly how the concept of leadership relates to the concepts of organizational culture, employee well-being, and employee engagement; (b) methods, including the value of applying a comprehensive, structured model; and (c) practice, where we emphasize the practical advantages of clear operational definitions.

Exploring the Synergy between non-violent Communication and Servant Leadership: Impacts on Professional Practice

Exploring the Synergy between non-violent Communication and Servant Leadership: Impacts on Professional Practice

Sosialisasi Berorganisasi dengan Mengadopsi Gaya Kepemimpinan Melayani (Servant Leadership)

Abstract. People in organization surely will face the dynamics of relationship between the member of oragnizations and need a good interpersonal and good communication between each member to work together, make a teamwork for running the work programs in each of team or division existing in organization. Good communication built can’t be separated from the leadership style of the leaders in organization. The leaders have to apply the effective leadership approach to communicate the vision and mission which will be achieved by organization, delegating task, teamwork with members and empower the organizational members. Servant leadership style is a leadership approach that fit to be applied in organization. The purpose to held this socialization is to invest the servant leadership style in college students in managing organizations and later for the long term purpose is to be practiced when entering the business work or entrepreneurship world.

A szolgáló, etikus és autentikus vezetési stílusok összehasonlító elemzése a BANI világ kihívásainak tükrében

In a globalised and accelerated economy, managers are under increasing pressure to reconcile organisational goals that are independent from human being with the reality of human relationships. The human being, as a being with intellect and senses striving towards happiness, is the focus of positive leadership styles and is their major concern in the field of management theory. In this article, three such positive styles, authentic, servant and ethical leadership principles and their operating conditions are compared using international literature. The literature time span of about two decades shows that the evolution of the ethical leadership literature has slowed down, while the authentic and servant leadership literature has continued to evolve and is still evolving today. The comparative table that appears in this study highlights both commonalities and distinctions, in that, in addition to high moral and ethical standards, the authentic style focuses primarily on the person of the leader, the ethical leader on the ethical standards of the organisation, while the servant leader focuses on the development of the well-being of the subordinate, the other person, even through self-sacrifice. We intend to use the results of this research to investigate measures of positive styles, preparing the scientific ground for future primary empirical field studies.

The Relationship Between Servant Leadership and Social Sustainability: A Case of a Health-Dedicated University

The Relationship Between Servant Leadership and Social Sustainability: A Case of a Health-Dedicated University

Developing a minimum data standard for student mental health services in the UK: A qualitative study with staff from university support services

AbstractObjectiveThis study is part of the Student Counselling Outcomes Research and Evaluation (SCORE) initiative that is pooling university counselling service data to improve datasets and evidence for counselling in this sector. This study aimed to explore university counselling staff views about which data should be included in a national minimum data standard (MDS) to provide evidence for counselling in the sector.MethodSemi‐structured focus groups were conducted with university counselling staff including counsellors, service leaders and mental health advisors. They explored data to include in an MDS, current data collection practices, service and sector level data collection barriers. Two researchers performed content analysis involving identifying fields for inclusion. Thematic analysis was used to identify contextual issues surrounding data collection. Ten focus groups were conducted with 41 participants across 26 university counselling services.ResultsContent analysis identified fields of information for the MDS within the categories of student characteristics, demographics, clinical assessment and service evaluation. Thematic analysis explored context and culture surrounding data collection, barriers and facilitators, institutional influence and ideal data collection practices. This highlights the need for service support and training around data collection, clear processes, and adequate IT infrastructure and staff resources.DiscussionThese findings will inform the development of an MDS as part of the SCORE study. The next stage will involve further development of the MDS and piloting in services. The longer term aim is to implement an MDS across university counselling services, enabling the growth of evidence for the sector which may allow increased funding and service provision.

Health service impacts and extractive industries: Experiences from health service leaders operating in a resource-dependent region

Resource extraction and development projects alter community health and well-being in complex and diverse ways. The extractive industry's impacts on local infrastructure and services are commonly recognized social externalities, yet little detail is available on how these manifest across the healthcare system. This study offers a better understanding of the health service impacts of resource extraction and development. It does this by capturing the observations and experiences of leaders from a rural, regional health authority who have worked with industry to manage impacts on health services during a period of rapid economic development and amidst the COVID-19 pandemic. The study found that impacts from resource extraction and development were experienced first and foremost in emergency departments but were also felt across the entire healthcare system. These pressures were primarily driven by the size of the temporary workforce but also influenced by factors such as the relative size of the workforce to the local community, the local context, and how well impacts were managed at the project level, including the competency of a project's medical service provider.

Influence of Servant Leadership on Team Cohesion and Innovation in South Korea

Purpose: The aim of the study was to analyze the influence of servant leadership on team cohesion and innovation in South Korea. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Servant leadership in South Korea fosters trust, collaboration, and open communication among team members, enhancing both team cohesion and innovation. This leadership style promotes a culture where teams work cohesively, share diverse perspectives, and engage in collective problem-solving, fostering creativity and continuous innovation. Servant leaders' emphasis on empathy and stewardship contributes significantly to creating supportive team dynamics that nurture experimentation and adaptive approaches within organizations. Unique Contribution to Theory, Practice and Policy: Social exchange theory, transformational leadership theory & social identity theory may be used to anchor future studies on influence of servant leadership on team cohesion and innovation in South Korea. Organizations can benefit by integrating servant leadership principles into leadership development programs and organizational culture. Governmental and organizational policies should incentivize and support the adoption of servant leadership practices.

A new study on the flaws in positive leadership research

A new article, “A fatal flaw: Positive leadership style research creates causal illusions,” in The Leadership Quarterly finds that positive leadership approaches such as “authentic, ethical, and servant leadership” can’t be accurately measured, because they “conflate behaviors with subjective evaluations of leaders.” The writers, Thomas Fischer, Joerg Dietz and John Antonakis, claim that previously published positive research is therefore unreliable, and that “positive leadership style research is not only wrong but also practically futile” because it's impossible to separate out “concrete and learnable behaviors.”

Church Ministry Participants' Learning Participation Motives Effect on Servant Leadership

This study was conducted in order to investigate the structural relationship between the learning participation motive effect on servant leadership in the church family ministry program and the sense of community. First, analyzing previous studies, a structural model was developed. Then, in the effort of verifying the structural model, 607 responses out of 700 questionnaires distributed into nationwide churches and institutes participating in church family ministry program were collected as target data. Informations on learning participation motive, servant leadership, and sense of community were collected through the questionnaires after the church family ministry program. In order to study the structural relationship between the servant leadership effect on learning participation motive and the sense of community, the collected data were analyzed according to structure equation model analysis. As a result, the structural model this study suggested was found proper. Accordingly, it was verified that the sense of community carrying the effect of intrinsic and extrinsic motives, two of learning participation motives, affected servant leadership. Also, it was verified that the subfactors of the sense of community played important role in enhancing servant leadership in cause and effect relationship between learning participating motive and servant leadership. Therefore, in church family ministry program, it can be suggested that moderating sense of community under the consideration of participants’ intrinsic and extrinsic motives makes moderating the level of learning participation motive possible.

Exploring Employee Retention among Generation Z Engineers in the Philippines Using Machine Learning Techniques

Generation Z represents a significant portion of the current workforce and is poised to become dominant in the engineering field. As the new generation arises, employee retention becomes a crucial topic in the Philippines. Hence, this study explored the factors influencing employee retention among Generation Z engineers in the Philippines using machine learning feature selection (filter method’s permutation, wrapper method’s backward elimination, and embedded method’s Least Absolute Shrinkage and Selection Operator) and classifiers (support vector and random forest). A total of 412 participants were gathered through a purposive sampling technique. The results showed that six out of seven investigated features were found to be significant factors impacting Generation Z engineers’ intention to remain in a company. These six features were supervisor support, company attachment, job satisfaction, contribution, emotional support, and shared value, organized in descending order of feature importance. These were further explained by fifteen significant subfeatures representing each feature. Only one feature, servant leadership, was deemed insignificant. These findings were extracted from the optimal combination of machine learning algorithms. Particularly, feature selection’s backward elimination brought 85.66% accuracy, and the random forest classifier further enhanced the accuracy value to 90.10%. In addition, the model’s precision, recall, and F1-score values were 89.50%, 90.10%, and 88.90%, respectively. This research also provided practical insights for the company executives, organizational leaders, and human resources department seeking to enhance employee retention strategies. These implications were based on the significant features influencing Generation Z engineers’ retention, ultimately contributing to the long-term success and competitiveness of organizations.

Employee and manager’s emotional intelligence: the role of servant leadership climate in individual adaptive performance

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsA study of Tunisian managers, and team members, came to three conclusions: (1) employees’ emotional intelligence directly influences individual adaptive performance – which is the ability to adapt well to changing environments. (2) There is a direct influence of manager’s emotional intelligence on individual adaptive performance. (3) There is an indirect influence of emotional intelligence on individual adaptive performance through the mediation of servant leadership climate.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The Role of Job Satisfaction in Mediating Green Organizational Culture and Servant Leadership on Lecturer Performance in Indonesia

The Role of Job Satisfaction in Mediating Green Organizational Culture and Servant Leadership on Lecturer Performance in Indonesia

Steering the path to safer food: The role of transformational leadership in food services to combat against foodborne illness

This paper zeroes in on transformational leadership as a central aspect in the promotion of food safety behavior within the food service industry of China, which is an important context in its fast-growing food sector. and global concern for foodborne diseases. Finding a void in the existing literature about the direct and indirect impacts of leadership styles on food safety practices, particularly in non-Western settings, our research examines how transformational leadership is related to food safety behavior via intrinsic motivation and food safety commitment of employees. Based on structural equation modeling through SMART-PLS, our study covers a comprehensive path analysis of the relationships between transformational leadership, employee intrinsic motivation, employee commitment towards food safety, and food safety behaviors among Chinese food service workers. The results show that transformational leadership has a noticeable direct impact on the food safety behavior of employees, that indirectly depends on intrinsic motivation and food safety commitment. The results highlight the role of leadership, which creates an organizational culture that values food safety and consequently decreases the risk of foodborne illnesses. The practical insights of our study are profound, providing a clear mechanism for food service organizations to improve food safety by providing leadership development and motivational programs. By filling different voids in the literature with empirical data from a non-Western context, our study not only furthers the theoretical body but also provides practical approaches to combating foodborne illnesses through effective leadership in the food service sector.

The mediation effect of trust and justice on the relationship between servant leadership and employee job satisfaction: an empirical findings from private universities in Kuwait

PurposeHigher education institutions now place a greater emphasis on servant leadership, organizational trust, and justice. This study evaluates the function of organizational and leader trust and justice in mediating the relationship between employee job satisfaction and servant leadership in Kuwait's private universities.Design/methodology/approachEmployees from two private higher education sectors in Kuwait provided 205 valid responses to the study's closed-ended survey, which was given to 240 workers. The job satisfaction and servant leadership, leader's trust and justice and servant leadership, leader's trust and justice and job satisfaction, and the mediating effect of trust and justice on the relationship between servant leadership and job satisfaction among employees in Kuwait's private universities—all four variables—were examined using the simple random procedure method. Partial least squares structural equation modeling was used for data analysis.FindingsThe findings provide evidence supporting the positive effects of servant leadership on employee job satisfaction. Moreover, it provided evidence supporting the positive relationship between servant leadership and organizational trust and justice. The findings also showed a positive correlation between organizational trust and justice and job satisfaction among staff members working in Kuwait's private higher education sector. Additionally, the results provided a partial mediation effect of organizational trust and justice on the relationship between servant leadership and employee job satisfaction.Originality/valueEmployee job satisfaction, performance, engagement, and outcomes within Kuwait's private higher education sector are significantly improved by the adoption of a servant leadership style, together with organizational and leader’s trust and justice. The findings demonstrate the significance of the servant leadership style in this industry's leadership habits for raising worker job satisfaction.

COVID again? Health workers’ burnout and turnover intentions: possible impacts of coronavirus-induced anxiety and first-level servant leaders

PurposeBuilding on social exchange and leader-member exchange theories, this paper aims to propose a model of the impact of coronavirus-induced anxiety on health-care professionals’ burnout and turnover intention through the mediation role of servant leadership.Design/methodology/approachThis model was examined by adopting partial least square-based structural equation modeling using data collected from 271 health professionals (doctors, nurses, midwives and analysts) from Turkey.FindingsThe findings of the research illustrate that coronavirus-induced anxiety is positively associated with burnout and turnover intention. Furthermore, servant leadership mediates the relationship between coronavirus-induced anxiety, burnout and turnover intention. Yet, according to factor loadings, the mediating role of servant leadership is not strong (β : 0.035 and 0.053, respectively).Research limitations/implicationsFirst, this study targeted the health-care professionals from Turkey. Therefore, this population may not be able to provide general information on the topic. Thus, this study suggests that the subject be addressed in other populations as well. Second, the data were self-reported by the participants. Although common method bias and social desirability bias were not an issue in this study, it should be known that the results are based on the subjective judgments of the participants. Third, this study was limited to investigating the mediating role of servant leadership only.Practical implicationsThis study gives much beneficial information to both administrators and organizations by mirroring highly stressed workers’ inside throughout statistically results. Hence, it is assumed that the findings will help leaders to cope with several difficult situations, especially in crisis moments. As the chaotic circumstances occurred, achieving organizational goals became more and more difficult. To do this, some leaders play critical roles for members like servant leaders by contributing uniquely spiritual dimensions.Social implicationsStruggling with the COVID-19 pandemic has aggravated the health-care professionals’ existing mental health and has loaded more agitation on them. According to Mozes (2021), suicide cases among nurses have doubled the number of women in the general population. Thus, leaders should do something to lower those ratios. This study points out that servant leaders could break down those unwanted issues by decreasing burnout and turnover intention rates of health workers. Barbuto and Wheeler (2006) highlighted this situation by creating a dimension called “The Natural Desire to Serve Others.”Originality/valueTo the best of the authors’ knowledge, to date, this study is the first to examine the mediating role of servant leadership in the effect of coronavirus-induced anxiety on burnout and turnover intention. Furthermore, this research reveals that servant leadership may play a role in avoiding burnout and turnover intention in the health sector.

Servant Leadership and Catechist Performance: The Mediating Roles of Professional Commitment and Competence among Generation X and Y in the Diocese of Jakarta

Servant Leadership and Catechist Performance: The Mediating Roles of Professional Commitment and Competence among Generation X and Y in the Diocese of Jakarta

Uncovering Employee Engagement in the Power of Leadership, Communication, and Teamwork Study

This study investigates the impact of servant leadership, communication, and teamwork on employee engagement at PT Irawan Djaja Agung, aiming to address a gap in research regarding their combined influence in Indonesian organizations. Through a quantitative survey of 70 employees and analysis using Smart-PLS Version 3.0, the research finds significant positive relationships between servant leadership, communication, teamwork, and employee engagement. The results highlight the importance of nurturing supportive leadership, enhancing communication channels, and fostering teamwork to bolster employee engagement. Organizational leaders are urged to consider implementing recognition and reward systems, while employees are encouraged to strengthen interpersonal relationships for improved collaboration. Further research could delve into additional factors affecting employee engagement in similar contexts. Highlight: Synergy of Leadership, Communication, Teamwork. Quantitative Analysis with Smart-PLS. Actionable Insights for Organizational Improvement. Keyword: Servant leadership, Communication, Teamwork, Employee engagement, Organizational development

SERVANT LEADERSHIP AND ORGANIZATIONAL PERFORMANCE IN THE AVIATION INDUSTRY: A SYSTEMATIC LITERATURE REVIEW

Servant leadership prioritizes serving others, believing it enhances organizational performance. This review aimed to explore how servant leadership relates to organizational performance in air traffic control centers. This research aimed to conduct a systematic literature review to examine research on the impact of servant leadership on organizational performance, specifically within air traffic control centers. The review included peer-reviewed journals, conference papers, and related reports. The result indicated a positive relationship between servant leadership and organizational performance in air traffic control centers. Servant leaders in this context improved employee satisfaction, enhanced operational efficiency, and fostered a collaborative and innovative culture. Recognizing the importance of servant leadership in air traffic control centers can yield practical benefits by enhancing overall performance and safety outcomes. By embracing servant leadership principles, organizations can cultivate a supportive work environment that promotes employee well-being and operational excellence. In conclusion, this systematic literature review highlighted the critical role of servant leadership in improving organizational performance in air traffic control centers. Future research should delve deeper into the specific mechanisms by which servant leadership influences various aspects of organizational effectiveness.