Servant Leadership Outcomes Research Articles

Outcomes of servant leadership among flight attendants: test of parallel and serial multiple mediating effects

PurposeThis paper aims to examine the parallel and serial multiple mediating effects of job insecurity (JIS) and occupational self-efficacy (OSE) in the association between servant leadership and work engagement (WENG).Design/methodology/approachData collected from 296 flight attendants in Korea were tapped to assess the study hypotheses. The linkages were tested via structural equation modeling. The phantom variable was used to estimate the parallel and serial indirect impacts of JIS and OSE.FindingsServant leadership fosters OSE and WENG, while it alleviates JIS. Both JIS and OSE parallelly mediate the effect of servant leadership on WENG. Contrary to what has been hypothesized, the findings lend no credence to the serial multiple mediating impact.Practical implicationsManagement should pay utmost attention to the promotion of employees to supervisory positions based on “stringent selection and hiring of people.” Flight attendants high on WENG should have job security. This is important because such employees exhibit good performance at work. Management should also organize training programs that would enhance flight attendants’ OSE.Originality/valueThis paper contributes to the relevant knowledge base by relating servant leadership to flight attendants’ WENG through JIS and OSE. Because of the number of rising disengaged service workers across the globe, this study also gauges the factors influencing flight attendants’ WENG and reports whether servant leadership, JIS and OSE influence their WENG at the same time. Unlike the preponderance of the empirical pieces, this study contributes to the literature by assessing the indirect effect of servant leadership on WENG via JIS and OSE as the parallel and serial multiple mediators using the phantom variable.

Does Proactive Personality Moderate the Relationship Between Servant Leadership and Psychological Ownership and Resilience?

Using the conservation of resource perspective, this study empirically tested the moderating role of follower proactive personality between servant leadership and follower positive outcomes (psychological resilience and ownership). Previous literature remained confined to the theories that highlights the positive impact of servant leadership on the followers, ignoring the contingency perspective. The positive outcomes of servant leadership may not be categorized as a generic remedy for every employee working under a servant leader as each individual perceived resource gain may vary. Data of 348 responses gathered from the higher education institute faculty members working in Pakistan’s public sector universities using a self-reported questionnaire. The results indicate that servant leadership along with follower proactive personality work as a key ingredient in developing positive follower resilience. This study also found that it is not servant leadership alone itself that is positive, but its influence on followers also affected by the proactive personality type of the followers.

Being satisfied and serving communities as outcomes of servant leadership in the academic context: policies based on a multi-level structural equation model

Being satisfied and serving communities as outcomes of servant leadership in the academic context: policies based on a multi-level structural equation model

The Antecedents and Influences of Servant Leadership

Servant leadership, which prioritizes the interests of followers and other shareholders, is considered as a unique approach that offers much potential to enrich our understanding of leadership. Despite the robust findings on how servant leaders motivate their teams and employees to achieve better performance outcomes, what is much less often a research focus are the questions of what motivates leaders to demonstrate servant leadership and how servant leaders encourage followers’ serving, prosocial behaviors that benefit people within and outside organizations. To extend our conceptual and empirical understanding of servant leadership, we offer five papers in this symposium that examine the causes and outcomes of servant leadership, highlighting how servant leadership can be developed through leaders’ own experiences and how their servant behaviors can inspire followers to contribute to others at work and to the larger community. Exploring its Relationships with Perceived Prosocial Impact, Power Distance, and Servant Leadership Presenter: Jia Hu; Ohio State U. Presenter: Chih-Hsun Chuang; National Chung Hsing U. Presenter: Robert C Liden; U. of Illinois at Chicago Volunteering as a Training Ground for Servant Leadership Presenter: Haoying Xu; U. of Illinois at Chicago Presenter: John Lynch; U. of Illinois at Chicago Presenter: Sandy J. Wayne; U. of Illinois at Chicago Presenter: Siyi Tao; U. of Illinois at Chicago The Mediating Processes Linking Servant Leadership to OCB and Emotional Exhaustion Presenter: Dong Pei; U. of Missouri Presenter: Ann Peng; U. of Missouri Presenter: Riguang Gao; Jiangxi U. of Finance and Economics Presenter: Biying Wang; Jiangxi Normal U. How does Servant Leadership Equip and Focus Prosocially-Oriented Employees to Serve Others? Presenter: Chad Hartnell; Georgia State U. Presenter: G. James Lemoine; U. at Buffalo, The State U. of New York Presenter: Snehal Hora; U. at Buffalo, The State U. of New York Presenter: Daniel I. Watts; Georgia State U. How Comparative Thinking Influences Subordinates’ Feelings of Gratitude for Servant Leadership Presenter: Jiaqing Sun; U. of Illinois at Chicago Presenter: Robert C Liden; U. of Illinois at Chicago

Humility in Servant Leadership among Christian Student Leaders: A Longitudinal Pilot Study

The goal of the current research was to examine potential predictors and outcomes of servant leadership among beginning leaders with self-reported and other-reported data. Participants included 29 college student leaders within the Residence Life program of a Christian university who were assessed prior to beginning their leadership positions and six weeks into their leadership roles. Those who responded to the challenges of early leadership with greater interpersonal and intellectual humility displayed more servant leadership and associated characteristics over time. Specifically, variance in humility during the transition into leadership was predictive of more servant leadership, empathic concern, perspective-taking, and kindness toward subordinates six weeks later. These findings offer initial empirical evidence to support the vaster theoretical basis regarding the role of humility in servant leadership. In addition, variance in salience of religious belief during the transition into leadership predicted more interpersonal humility, servant leadership, and kindness to subordinates. This is particularly remarkable given the high levels of religiosity displayed within the sample from the start of the study. This indicates that leaders integrating religion into their lives to a greater extent predicts leader outcomes more so than do religious identification or initial levels of religiosity.

Does trust in organization mediate the influence of servant leadership on satisfaction outcomes among flight attendants?

PurposeDrawing from servant leadership (SL) and social exchange theories, our study investigates trust in organization (TIO) as a mediator of the impact of SL on job, career and life satisfaction.Design/methodology/approachA time-lagged survey design was used to gather data from flight attendants in Turkey. Structural equation modeling was used as the main analytic tool to assess these relationships.FindingsThe relationships proposed in the authors’ study receive full support from the empirical data. Specifically, TIO is one of the immediate outcomes of SL that engenders job, career and life satisfaction at elevated levels. The results highlight the impacts of job and career satisfaction in the intermediate linkage between SL and life satisfaction.Practical implicationsManagement should train managerial employees to enhance the understanding of SL, which boosts flight attendants’ TIO. Management should invest in human resources through training and empowerment. This makes flight attendants perceive that management does not violate psychological contract. Such employees develop TIO that in turn engenders higher job, career and life satisfaction. It is also important to reward servant leaders when they succeed in making flight attendants develop TIO and motivating them to have higher job performance.Originality/valueLittle is known about the consequences of SL in the extant service research. More importantly, there are still calls for research about the variables (e.g. TIO) mediating the relationship between SL and employee satisfaction outcomes.

Determining the antecedents and outcomes of servant leadership

This study utilized social consistency and social exchange theories to propose leadership motivation and self-concept variables as possible antecedents of servant leadership (SL). This is a departure from two past studies which established the leader’s behaviour, experience and personality as antecedents of SL. The study was based on cross-sectional survey methodology, and data acquired through multi-source to minimize common method variance. Data analysis was carried out using statistical package of social sciences, and the analyses of moments of structure software. Participants were managers and their subordinates from six organizations located in Lagos, Nigeria. Key findings of the study are self-efficacy (SE) is a critical variable because of its effect on SL and other antecedents; motivation-to-serve (MTS) is an antecedent and the primary motive for enacting SL behaviour; only one dimension of motivation-to-lead (MTL), non-calculative, is an antecedent of SL; and leader-member exchange, organizational citizenship behaviour and job satisfaction are either direct or indirect outcomes of SL. The tested model explained more variance in the outcomes of SL. Managerial implications include the use of SE, MTS and MTL as selection tools for managers, assigning future leaders as mentees to identified servant leaders through formal mentoring process established by the organization.

The Antecedent and Outcomes of Servant Leadership: Examine a Moderated Mediation Model

Drawing on the psychological ownership framework, we developed the theory of servant leadership by (a) attempting to explore the antecedents of servant leadership and introduce inclusive identity a...

Antecedents and Outcomes of Servant Leadership: Understanding the Effects of Leader Motivation, Character, and Perceived Organizational Support

Antecedents and Outcomes of Servant Leadership: Understanding the Effects of Leader Motivation, Character, and Perceived Organizational Support