Servant Leadership Behavior Research Articles

Servant leadership

PurposeThe purpose of this paper is to develop and validate an instrument intended to measure servant leadership behavior in the Chinese hospitality industry.Design/methodology/approachAfter reviewing the literature, a scale of nine dimensions with 81 items was generated and then subjected to exploratory factor analysis (EFA) using a sample of 600 participants from a polytechnic college and hospitality industry, resulting in 6-factor-33-item solution. The derived measure was then shortened to 24 items by using item response theory (IRT). Drawing on the data from 440 respondents in the hospitality industry, this 6-factor-24 item measure was subsequently validated with confirmatory factor analysis (CFA) and the test of construct validity.FindingsDifference in factors has been found between this instrument and western-developed scales. This study resulted in 6-dimension-24-items scale. These dimensions were named integrity, self-sacrifice, building community, empowering people, emotional healing and visioning. This servant leadership scale was demonstrated to have good internal consistency reliability and strong construct validity.Originality/valueThis is the first study that used IRT as a statistic tool to shorten a servant leadership scale and also this study provided additional support to cultural psychology theory.

Personality traits and personal values of servant leaders

PurposeServant leaders focus on their direct reports to enable them to grow to be independent and autonomous leaders. The purpose of this paper is to understand the way personal values and personality traits collectively influence this other-centered behavior. This will go a long way to unravel this unique style of leadership.Design/methodology/approachThe study surveys managers and their direct reports. Leaders rated their personality trait and personal values, while their direct reports rated the leader’s servant leadership behaviors. Age, educational level, conscientiousness, extraversion and neuroticism of leaders were used as controls. The study also checked for endogeneity threats.FindingsUsing a sample of 81 leaders and 279 of their direct reports, the study finds that the personal value of benevolent dependability relates negatively to servant leadership behaviors. In addition, the personality traits of agreeableness and openness/intellect moderate the relationship between benevolent dependability and servant leadership behaviors.Research limitations/implicationsThe findings shed important insights into what motivates servant leaders to engage in other-directed behaviors, thereby enabling future research into individual characteristics that define servant leaders.Originality/valueAlthough studies have examined how values and personality traits influence leadership behaviors, no research has examined both types of individual differences in a single study. Studies examining the individual differences of servant leaders are few, and this study answers the call by Liden et al. (2014) to examine individual characteristics that are both personality based (traits) and malleable (values).

累并快乐着：服务型领导的收益与代价——基于工作-家庭资源模型视角

累并快乐着：服务型领导的收益与代价——基于工作-家庭资源模型视角

OKUL YÖNETİCİLERİNİN HİZMETKÂR LİDERLİK DAVRANIŞLARINA İLİŞKİN ÖĞRETMEN ALGILARI

The aim of this study is to determine the perceptions of primary school teachers about the servant leadership behaviors of school administrators and to examine whether these perceptions differ according to gender, union membership, education status, seniority, current manager and working time variables. The research was designed in a quantitative type, a descriptive survey model. The universe of the study consists of 753 classroom teachers working in 54 primary schools in the city center of Siirt in the academic year 2018-2019. The sample consisted of 241 primary school teachers working in 15 randomly selected schools. Research data were collected using a "Servant Leadership Behavior Scale of School Principals" is used. In data analysis, descriptive statistics, independent samples t-test, one-way ANOVA and LSD tests were used. As a result, teachers' perceptions of servant leadership behaviors of school principals for "low level" is determined to be. Education status, seniority and significant differences were found between the perceptions of teachers in terms of union membership, sex and current managers with variable according to the study period was found to be a significant difference. Based on the results of the survey, according to the perception that teachers develop servant leadership behaviors of school administrators are recommended to arrange educational activities.

Impact of Servant Leadership Style on Institutional Effectiveness of Public Universities in Ethiopia

This quantitative study examined servant leadership behavior in public universities of Ethiopia to uncover its impact on institutional effectiveness. The study focused on six major dimensions of servant leadership approach and their impact on the effectiveness of universities. The dimensions included: valuing people, building the community, providing leadership, developing people, sharing leadership and the practice of authenticity. A survey was conducted using cross-sectional research design under probability sampling and a total of 722 participants consisting of instructors, department heads, deans, directors and students were involved in providing data via questionnaires. The collected data were analyzed using both descriptive and inferential statistics. Thus, mean, independent t-test, Pearson’s correlation coefficient, linear and multiple regressions were employed. The findings showed that both servant leadership and institutional effectiveness were demonstrated at ‘moderate’ levels in sample higher education institutions. Positive and significant relationship was also recorded between servant leadership and institutional effectiveness. It was also found that valuing staffs, providing leadership, developing staffs and sharing leadership significantly affect institutional effectiveness of public universities. Thus, leaders in higher education institutions are recommended to implant and exercise servant leadership style vigorously so that they can render the required services and bring about success for their institutions. Besides, researchers are recommended to conduct further longitudinal studies and come up with comprehensive and causative findings that help provide better information for decision makers and practitioners about the study variables in higher education institutions. Keywords: Institutional Effectiveness, Public University, Servant Leadership DOI : 10.7176/JEP/10-28-02 Publication date :October 31 st 2019

The Relationship between School Principals’ Leadership Behaviours and Teachers’ Job Satisfaction: A Systematic Review

This systematic review aims to investigate the relationship between school principals’ leadership behaviours and teachers’ job satisfaction. With this purpose, studies that focused on this relationship in the literature were examined. Twenty-seven studies found in different databases (i.e. ERIC, WOS, SCOPUS and ULAKBİM) were included in the analysis. These studies mostly focused on the relationships between school principals’ transformational and interaction leadership behaviours and teachers’ job satisfaction. Additionally, job satisfaction was also studied in relation to servant leadership, ethical leadership, distributive leadership, individual- and task-oriented leadership and school leadership behaviours. Based on the findings of the studies examined, school principals’ transformation leadership behaviours were found to have stronger relationships with teachers’ job satisfaction compared to interactional leadership behaviours and were an important predictor of job satisfaction. Negative relationships were revealed between laissez-faire leadership and job satisfaction. On the other hand, school principals’ servant leadership and ethical leadership behaviours were found to be important variables in ensuring job satisfaction. Lastly, school principals’ administrative behaviours that encourage participation and are flexible, sharing leadership at school, and exhibiting individual-oriented and supportive leadership behaviours were revealed to enhance teachers’ job satisfaction.

Servant Leadership, Leader–Member Exchange and Proactive Behavior in the Public Health Sector

Very limited attention has been given by scholars to the relationship between servant leadership and employee behaviors in the public sector and not much is known about the mechanisms through which this relationship may take place. This study examines the relationship between servant leadership and proactive behaviors in the Egyptian public health sector and investigates the role of leader–member exchange (LMX) as a mediator. Using a sample of Egyptian public hospital nurses, the results of structural equation modeling (SEM) indicate that servant leadership was positively related to LMX which, in turn, had a significant positive association with proactive behavior. Thus, servant leaders encourage employees to engage in proactive behavior through enhancing the quality of their exchange relationship with their supervisors.

"Communication and Leadership "Mahatma Gandhi as a Great Leader

In this article the author explored communication and Leadership qualities of Mahatma Gandhi. Based on the literature review, the author started with a brief history of Mohandas Gandhi, then how Mahatma Gandhi used effective communication as a leader to create effect impact on the people as well as other leaders in India and aboard. Mahatma Gandhi personified the Servant Leadership Behavior. He was broadly perceived as one of the twentieth century's most prominent political and profound pioneers. Regarded in India as the dad of the country, he spearheaded principle of Satyagraha—resistance to tyranny through mass peaceful common rebellion. More than whatever else his request for truth was, the real administration quality which he attempted to soak up in his supporters and second rank pioneers alike. Gandhi all through his profession trusted that he is not an additional conventional person and he resembles his other individual compatriots. He trusted that in the event that he has turned into an honorable identity then he has progressed toward becoming it since he pursued a few standards honestly, and any individual who can tail it can turn into a respectable and holy person like-individual as was he. The dialect, the style of Gandhi and his utilization of the verbal and non-verbal assets for informative purposes anticipate watchful examination. To comprehend his viability as a communicator one may likewise think about concentrates his thoughts and musings.

Does Servant Leadership Behavior Induce Positive Behaviors? A Conceptual Study of Servant Leadership, Psychological Safety and Turnover Intention

In this paper, we examine how servant leadership and psychological safety may enlighten our understanding of human mechanisms that affect follower outcomes. Servant leadership style as penned by Robert Greenleaf that servant leaders guide followers to adopt the behavior of their leaders by putting others needs above their own. From emerging research on servant leadership, we proposed a model contending that servant leaders increase employees’ psychological safety that organization is a safe place to speak up ideas, opinions and take decisions, which directly influences Employees’ turnover intention. As proposed, servant leadership will be negatively related to Employees’ turnover intention and positively related to psychological safety. Psychological safety will mediate the relationship between servant leadership and turnover intention.

Servant Leadership and Innovative Work Behavior in Chinese High-Tech Firms: A Moderated Mediation Model of Meaningful Work and Job Autonomy.

Scholars acknowledge the critical role of employee innovative work behavior (IWB) in facilitating organizational innovation in high-tech industries. However, the current knowledge is far from complete to paint a clear picture of how to evoke employee IWB in the Chinese high-tech industry. Many Chinese high-tech firms face a challenge moving from hierarchy-based leadership toward more employee-centered leadership styles, as the styles have different effects on employees’ IWB. This perspective may complement and sharpen the incomplete picture. Drawing on a dynamic componential model of creativity and innovation, this study proposes and tests a moderated mediation model that examines the hypothesized positive influence of servant leadership on employee IWB via meaningful work as well as the moderating role of job autonomy in this process. We collected data (N = 288) from three Chinese high-tech firms and found that employees’ perceptions of meaningful work mediate the relationship between servant leaders and IWB. We also found that this mediating relationship is conditional on the moderating role of job autonomy in the path from servant leadership to meaningful work. The results further show that the indirect effect of servant leadership on employee IWB via meaningful work exists only when job autonomy is high.

Trust in Leadership and Affective Commitment as a Mediator between Servant Leadership Behavior and Extra-Role Behavior of Teachers

Objective - The purpose of this study is to investigate the relationship between trust in the leader and affective commitment as a mediator between servant leadership behavior and extra-role behavior. In addition, the study examines, whether person-organization fit has a moderating effect. Methodology/Technique - In total, 250 teachers of the border area responded to the research questionnaires, which were then analyzed using structural equation modeling with a partial least squares approach. Findings - The outputs of this study indicate an indirect influence between the principal servant leadership behaviors and extra-role behaviors among teachers, which was mediated by trust in the principal and the teacher's affective commitment to the principal. Furthermore, the results show a significant and direct relationship between servant leadership behaviors towards trust in the principal, affective commitment, and extra-role behaviors. Trust in the principal and teacher's affective commitment also had a significant and direct effect on extra-role behavior. However, the person-organization fit which moderates the effect of servant leadership behaviors on extra-role behaviors did not have a significant or direct effect on extra-role behaviors, in fact, it actually weakened the influence of servant leadership behaviors on extra-role behaviors. Novelty - The findings of this study suggest that trust in the principal and teacher's affective commitment has an important moderating effect which must be managed to strengthen the relationship between servant leadership behaviors and extra-role behaviors. Type of Paper: Empirical Paper. Keywords: Affective Commitment; Extra-role Behavior; Person-organization Fit; Servant Leadership Behavior; Trust in Leader. JEL Classification: M10. M11. M19.

The paradox of serving: Can genuine servant leadership gain followers’ respect for the leader? Evidence from Germany and Lithuania

A growing body of research shows that servant leadership is related to important organizational outcomes. Yet far less attention has been given to the mechanisms of servant leadership. This is particularly true for those dimensions of servant leadership that are inherently paradoxical and run counter to the common notion of leaders as strong influencers. In an effort to contribute to servant leadership research, this study investigated the relation between perceived genuine servant leadership behaviours (i.e. standing back, humility, authenticity) and respect for the leader, reflecting followers’ acceptance of their leader’s influence. Survey data were collected from 438 employees from various organizations in Germany and Lithuania and analysed via multi-group structural equation modelling. Results showed that the positive relation between perceived genuine servant leadership and respect for the leader was sequentially mediated by followers’ perceptions of alignment with ideal leader prototype and personal identification with the leader. Overall, this study elucidates the interplay between leadership and service, enhancing the understanding of how perceived genuine servant leadership has positive effects on followers. By drawing on two samples from different cultural clusters, this study strengthens the validity of the results and thus also contributes more generally to the cross-cultural applicability of servant leadership.

Pengaruh Self Efficacy, Employee Engagement, dan Servant Leadership Terhadap Organizational Citizenship Behaviour Dalam Meningkatkan Kinerja Tenaga Kependidikan Perguruan Tinggi Swasta di Purwokerto

The aims of the research were to examine the influence of self efficacy, employee engagement, servant leadership, and organizational citizenship behavior on educational staffs’ job performance. The research problem was how to increase the job performance of educational staffs through self efficacy, employee engagement, servant leadership, and organizational citizenship behavior. This research was conducted at the Private Higher Education in Purwokerto by the member of respondents was 150 which was determined by employing cluster random sampling method. Data were collected by distributing a questionnaire. Processing data used Structural Equation Modeling (SEM) by the software Analysis of Moment Structure (AMOS). The result of analysis could be summarized as follows: Self efficacy, employee engagement, servant leadership and organizational citizenship behavior positively and significantly influenced to the job performance of staffs education. Implication of the findings indicated that to increase staffs education’ job performance, the management should more increase self efficacy, employee engagement, servant leadership, and organizational citizenship behavior.

How to Foster Servant Leadership: The Interplay of Leaders' Moral Identity and Job Autonomy (WITHDRAWN)

This study adds to servant leadership literature by identifying dispositional and situational precursors of servant leadership and its effects on follower outcomes. We hypothesized the interaction of leaders' moral identity symbolization (MIS, i.e., leaders' public self-definition in moral terms) and leaders' perceived job autonomy to predict followers' perceptions of servant leadership and, in turn, their contextual performance and job satisfaction. 36 leaders and their 115 followers participated in a field study. Even though MIS was not directly related to servant leadership, however, there was an association when job autonomy was high, as indicated by hierarchical linear modeling. Thus, leaders translated their moral traits into servant leadership behaviors when experiencing high job autonomy. In a further step, the interaction of MIS and high job autonomy related to followers' contextual performance and job satisfaction showing that leaders' traits can eventuate positive follower outcomes through servant leadership. Implications for leaders' selection and job design are drawn.

Other-focused leaders, self-focused followers, and citizenship behavior

Our study advances the servant leadership literature by theoretically and empirically linking servant leadership, through its unique feature of self-sacrificial acts, to follower perceptions of sacrifice in their work unit. Follower perceptions of unit sacrifice in turn increase follower citizenship behavior. We theorize that servant leadership contributes to organizational citizenship behavior by fostering other-focused, self-sacrificial behavior. We add, however, that such influential processes are constrained by follower narcissism and independent self-construal. Since other-focused orientation is the distinctive focus of servant leadership and foundation for increasing citizenship behavior, we argue that followers with high self-focused characteristics are less likely to be moved by the appeals of servant leaders and unit sacrifice. Analysis of survey data collected from 241 supervisor- subordinate dyads in three mining and logistics organizations confirm a positive relationship between servant leadership and follower citizenship behavior, and that this relationship is partially explained by follower perceptions of unit sacrifice. We find support for our hypotheses that follower narcissism and independent self- construal moderate the mediated relationship, attenuating the benefits of servant leadership.

From commanding to serving athletes: Nurturing the coach–athlete relationship

As one of the emerging themes in research on sport management leadership, servant leadership focuses on facilitating individual growth and moral development. The present study tested a hypothesized research model that demonstrates support for the effects of a head coach's servant leadership on athletes' ethical development and team outcome confidence through the quality that characterizes the coach–athlete relationship. We recruited 347 student-athletes of football teams and men's basketball teams who play under the Division I system of the US National Collegiate Athletic Association. Whereas the quality of the coach–athlete relationship partially mediated the association between servant leadership and ethical development, it fully mediated the paths from servant leadership to team outcome confidence. This study provides empirical support for the positive influence of servant leadership behaviors and advances an improved understanding of the role played by the aforementioned relationship quality in coaching leadership research.

The Relationship of Servant Leadership in the Classroom and Student Perceptions of University Quality of Instruction

In this study, we examined students' perceptions of certain servant leader behaviors exhibited by faculty and the associated perception of effective university instruction. Five servant leadership dimensions were considered: altruistic calling, emotional healing, wisdom, persuasive mapping, and organizational stewardship. Students in the United States who were in undergraduate or graduate programs or had completed a program within the last month were invited to complete the survey instrument based on the Servant Leadership Questionnaire developed by Barbuto and Wheeler [1] and the University of Winnipeg’s Quality of University Instruction Questionnaire (UW-QUIQ) developed by Clark [4]. We used a structural equation model and found there was a positive relationship with professors exhibiting servant leadership dimensions and quality of instruction. Business professors in this study exhibited lower servant-leadership attributes in some areas and lower levels of effective university instruction than their counterparts, mandating the need for change. We suggest that these results provide insight into improving business school instruction.

Servant leadership, commitment, and participatory behaviors in Korean Catholic church

This study aimed to investigate the effects of servant leadership on leader commitment and organizational commitment, and members’ participatory behaviors in church service and events, based on 1232 members in 28 Catholic churches in South Korea. We found that those who perceived a high level of servant leadership from their priest(s) tended to commit more to the priest (i.e., leader) and to the church (i.e., organization). Members attended in weekday worships in addition to Sunday Mass more often, and participated in church activities and services, when highly committed to the church. Based on structural equation modeling, we found a linear relationship from servant leadership to leader commitment, to organizational commitment, and eventually to members’ participatory behaviors. A potential contribution lies in that this study confirmed the mediating roles of leader commitment and organizational commitment on the relationship between servant leadership and participatory behaviors in the context of Korean Catholic church.Abbreviation: SL: servant leadership; LC: leader commitment; OC: organizational commitment; PB: participatory behaviors

Priming employees’ promotion focus

PurposeThe purpose of this paper is to examine the relationship between servant leadership and customer service behaviors by probing the mediating role of promotion focus and the moderating role of internal locus of control.Design/methodology/approachThe authors hypothesized an indirect relationship between servant leadership and customer service behaviors through promotion focus. Also, the authors predicted that the positive relationship between servant leadership and promotion focus would be stronger for employees with low internal locus of control. The authors tested the theoretical model with data gathered across two phases over three months from 280 supervisor-subordinate dyads.FindingsResults indicated that servant leadership was positively related to customer service behaviors via promotion focus. Results also showed that internal locus of control moderated the relationship between servant leadership and promotion focus, such that the relationship was stronger for employees low on internal locus of control. Furthermore, this moderated mediated model was supported. As predicted, the indirect effect was stronger when internal locus of control was low.Research limitations/implicationsThis study extends the regulatory focus theory to the service context to investigate how and when servant leadership enhances customer service behaviors. The authors suggested promotion focus as a key mediating mechanism and revealed internal locus of control as a boundary condition for the effectiveness of servant leadership.Originality/valueThis study highlights the importance role of promotion focus in fostering customer service behaviors and provides novel theoretical insight regarding when servant leadership enhances customer service behaviors.

Servant leadership and job satisfaction within private healthcare practices

PurposeThe purpose of this study is to investigate the influence of servant leadership on job satisfaction within private healthcare practices.Design/methodology/approachCriterion sampling has been used to draw a sample of private healthcare practitioners and their employees. The data collected from 241 useable questionnaires have been statistically analysed. Factor analysis and Cronbach’s alpha coefficients have been used to assess the validity and reliability of the measuring instrument, and multiple regression analyses have been performed to test the influence of the dimensions of servant leadership on job satisfaction.FindingsThe findings show that private healthcare practitioners display the dimensions of servant leadership investigated in this study. Furthermore, a significant positive relationship between developing others and job satisfaction for both sample groups, but only between caring for others and job satisfaction for the employee sample group, was reported. Acts of humility and servanthood by practitioners were not found to influence job satisfaction.Practical implicationsEducators can use the findings of this study to identify gaps in the leadership training of healthcare practitioners, and healthcare regulators can use the recommendations provided to implement appropriate interventions to ensure that healthcare practitioners fulfil their mandate of practising in an appropriate manner.Originality/valueThis study contributes to the limited understanding of servant leadership among private healthcare practitioners and it provides recommendations on how private healthcare practitioners can improve their servant leadership behaviour.