Servant Leadership Behavior Research Articles

The Involvement Locus of Control, Servant Leadership, and Innovative Work Behavior to Improve Teacher Performance

The Involvement Locus of Control, Servant Leadership, and Innovative Work Behavior to Improve Teacher Performance. Objectives: The main objective of this study was to analyze the influence of the variables locus of control, servant leadership, and innovative work behavior on the performance of private high school teachers in Pematangsiantar City. Methods: This research uses a research design with a quantitative approach and online questionnaires distribute the research data. The sample used in the study were 110 respondents. The basis for determining the sample is oriented to the non-probability sampling approach by using the purposive sampling formula. Findings: The results of this research explain that locus of control, servant leadership, and innovative work behavior have a positive and significant effect on teacher performance. Conclusion: The findings of this study confirm that the better the role of locus of control will have implications for the resulting better performance. In addition, innovative work behavior when carrying out duties as a teacher reflects the teacher’s ability to manage optimal performance. Keywords: teacher performance, locus of control, servant leadership, innovative work behavior. Abstrak: Keterkaitan Locus of Control, Kepemimpinan Melayani, dan Perilaku Kerja Inovatif untuk Meningkatkan Kinerja Guru. Tujuan: Tujuan utama penelitian ini adalah untuk menganalisis pengaruh dari variabel locus of control, servant leadership, dan innovative work behavior terhadap kinerja guru SMA Swasta di Kota Pematangsiantar. Metode: Riset ini menggunakan rancang penelitian dengan pendekatan kuantitatif dan data penelitian didistribusikan kuesioner secara online. Sampel yang digunakan dalam penelitian sebanyak 110 responden. Dasar penentuan sampel berorientasi pada pendekatan non-probability sampling dengan memakai rumus purposive sampling. Temuan: Hasil dari riset ini menjelaskan bahwa locus of control, servant leadership, dan innovative work behavior berpengaruh positif dan signifikan terhadap kinerja guru. Kesimpulan: Temuan penelitian ini mengkonfirmasi bahwa peranan locus of control yang semakin baik akan berimplikasi terhadap kinerja yang dihasilkan juga semakin baik. Selain itu, perilaku kerja yang inovatif saat melaksanakan tugas sebagai guru, maka hal ini mencerminkan guru mampu mengelola unjuk kerja yang optimal. Kata kunci: kinerja Guru, locus of control, kepemimpinan yang melayani, perilaku kerja inovatif. DOI: http://dx.doi.org/10.23960/jpp.v12.i2.202227

Linking organisational (in)justice to faculty knowledge concealing behaviour: mediating role of servant leadership behaviours in higher education institutions of India

Linking organisational (in)justice to faculty knowledge concealing behaviour: mediating role of servant leadership behaviours in higher education institutions of India

Emotional Labor: The Role of Servant Leadership

In this study, the concepts of servant leadership and emotional labor were discussed and it was aimed to reveal the role of servant leadership behaviors on employees' emotional labor behaviors by questioning the relationships between these concepts. The research was carried out on 343 academicians as a survey research. Servant leadership was represented by empowerment, accountability, standing back, humility, courage, interpersonal acceptance and stewardship dimensions, while emotional labor behavior was represented by surface acting, deep acting and genuine acting dimensions. After performing the necessary statistical analyzes on the data obtained from the participants, the following conclusions were reached: None of the servant leadership behaviors have significant effects on surface acting; In contrast to the negative effects of standing back on deep acting, accountability and humility have positive effects on it and finally, accountability and interpersonal acceptance have positive effects on genuine acting.

Servant Leadership, Volunteer Retention, and Organizational Citizenship Behavior in Nonprofit Organizations: Examining the Mediating Role of Job Satisfaction

Nonprofit organizations (NPOs) face great challenges in attracting and retaining volunteers due to the short-term nature of most voluntary posts. This study examines the mediating effect of job satisfaction on the relationship between servant leadership and volunteer retention and organizational citizenship behavior in NPOs among university students in the context of a developing nation. The Partial Least Squares-Structural Equation Modeling (PLS-SEM) approach reveals that job satisfaction is the most important predictor of volunteer retention in NPOs. Moreover, the significantly mediating effects of job satisfaction on the relationship between servant leadership and volunteer retention and organizational citizenship behavior in NPOs is evinced. Volunteers report being highly satisfied with the NPOs’ communication of their vision and mission and confirm that they are provided with support networks when volunteer-related problems occur and when they are autonomous in fulfilling their volunteer assignments.

The impact of perceived servant leadership traits and safety climate on task performance and risk-taking behavior in times of crisis

PurposeThe adverse effects of the COVID-19 pandemic have opened the door to investigations of the leadership practices needed to guarantee positive work-related outcomes among employees in organizations. Therefore, building on the norm of reciprocity, this research aims to propose a model to examine servant leadership’s role in stimulating task performance and risk-taking behaviors during crisis times. In this model, safety climate was hypothesized to serve as a mediating variable between servant leadership, task performance and risk-taking behavior.Design/methodology/approachData were collected from 237 staff (medial and administrative staff) working in Palestinian hospitals. Partial least squares structural equation modeling was used to analyze the data. Common method bias remedies were presented.FindingsThis study demonstrates that servant leadership is effective in fostering task performance and risk-taking behaviors in times of crisis through the mediation of safety climate. According to the results, safety climate demonstrated to fully mediate relationship between servant leadership and task performance (ß = 0.225, p-value = 0.000), and the relationship between servant leadership and risk-taking behavior (ß = 0.248, p-value = 0.000). Moreover, the results demonstrated that employees with higher experience tend to be more willing to engage in risk-taking behavior.Practical implicationsThe findings may be useful for hospital managers on the role servant leadership can play in generating positive work-related outcomes during crisis times.Originality/valueThe paper is among the few empirical endeavors which examine the consequences of servant leadership in times of crisis, taking into account the intervening role of safety climate.

How Servant Leadership Sparks Feedback-Seeking Behavior: A Moderated Mediation Model.

Drawing upon social information processing theory, we propose that moqi with supervisors mediates the relationship between servant leadership and follower feedback-seeking behavior. Subordinates’ traditionality plays a moderating role in this process. A total of 440 Chinese working adults responded to the two-wave questionnaire survey in paper and pencil forms. Correlation analyses, mediation analysis, and moderated mediation analysis was performed through R and SPSS PROCESS Macro. The results revealed that servant leadership positively correlates with followers’ feedback-seeking behavior via moqi with supervisors. Moreover, these indirect effects of servant leadership were moderated by traditionality, such that servant leadership had weaker relations with feedback-seeking behavior when traditionality was higher (vs. lower). Theoretical contributions and practical implications, limitations and suggestions for further study were discussed.

The role of servant leadership, self-efficacy, high performance work systems, and work engagement in increasing service-oriented behavior

ABSTRACT By integrating job demand-resources and social learning theories, the mediation effects of work engagement between servant leadership and service-oriented behavior; and moderating effects of self-efficacy and high-performance work systems (HPWS) on the connection between servant leadership and work engagement were examined. Partial least squares was applied to analyze survey data of 381 customer-contact hotel employees from three cities in Cambodia. Servant leaders have a positive and significant influence on employee-level service-oriented behavior directly and indirectly via work engagement. Both HPWS and self-efficacy significantly and positively moderates the association of servant leadership and work engagement. Overall, findings indicated the importance of servant leadership, engaged employees, HPWS, and self-efficacy in fostering service-oriented behavior. The novelty of this study is the extension of job demand-resources and social learning theories by investigating the mediating role of work engagement and the combined moderating role of HPWS and self-efficacy. Practical and theoretical implications are described. 通过整合工作需求资源和社会学习理论, 研究了工作投入在服务型领导和服务型行为之间的中介作用; 此外, 还考察了自我效能感和高绩效工作系统(HPWS)对仆人领导与工作投入之间关系的调节作用. 偏最小二乘法用于分析柬埔寨三个城市381名顾客接触酒店员工的调查数据. 服务型领导通过工作投入直接或间接地对员工层面的服务导向行为产生积极而显著的影响. HPWS和自我效能感显著且积极地调节了仆人领导和工作投入的关联. 总的来说, 研究结果表明了仆人领导, 敬业的员工, HPW和自我效能感在培养服务导向行为方面的重要性.本研究的创新之处在于通过调查工作投入的中介作用以及HPWS和自我效能感的联合调节作用,扩展了工作需求学习描述.了实了实际和理论意义

Servant Leadership Reality Practice and its Impact on Job Involvement – A field Study on Administrative Staff of King Abdul-Aziz University - Female Section in Sulaymaniyah –: واقع ممارسة القيادة الخادمة وأثرها على تحقيق الاستغراق الوظيفي – دراسة ميدانية على إداريات جامعة الملك عبد العزيز - شطر الطالبات بالسليمانية –

The aim of this research is to identify the role of servant leadership with its dimensions (empowering others- humility- accountability- acceptance-giving directions- Stewardship) in achieving job involvement for King Abdul-Aziz University female administrators. In order to fulfill the research objectives, descriptive analytical methodology was used, and questionnaire was utilized to collect the required data from (166) participants; the data were statistically analysesd. Several statistical functions were used on the collected date. The most important result is stated that there is an impact and a relationship between servant leadership and job involvement. Showing that, giving more attention to the practice of servant leadership behaviours may lead to the enhancement of KAU administrator's job involvement. Accordingly, this research introduces some recommendations, such as, giving leadership literature more concern by providing the organizations with new books and scientific journals about leadership types, competencies and traits; this will encourage employees to read them. Moreover, organization should focus on employee's job involvement; this may benefit the organization in a way that would give a higher impact on the employee's work desire, this in turn, can positively enhance organizational performance indicators such as; productivity, job turnover, job security, efficiency, effectiveness, and customer satisfaction. In addition, the organization should give more concern to provide a healthier workplace that could trigger the employees' enthusiasm, morality and job involvement; as a result, employees may gain a positive feeling and good impression towards achieving the organization goals.

Effects of servant leadership on the leader's innovative behavior

Servant leadership has become an increasingly popular construct in organizational behavior research because of its effectiveness in organizations. Using self-determination theory and broaden-and-build theory, we proposed a moderated mediation framework in which the leader's sense of accomplishment would mediate the relationship between servant leadership behaviors and the leader's innovative behavior. The leader's extraversion was used as the boundary condition of the relationship. Participants comprised 232 leaders and their immediate supervisors, working in firms based in northern China. Results show that servant leadership behaviors indirectly influenced leaders' innovative behavior via their sense of accomplishment. In addition, leaders' extraversion strengthened the impact of sense of accomplishment on their innovative behavior, as well as the indirect effect of servant leadership behaviors on their innovative behavior. Theoretical and practical implications are discussed.

FOSTERING TEAM INNOVATION IN TECH START-UPS: THE ROLE OF TEAM AMBIDEXTERITY AS MEDIATOR BETWEEN SERVANT LEADERSHIP BEHAVIOUR AND TEAM INNOVATION

Early technology start-up faces a lot of problems such as leader mentality, ecosystem, lack of general knowledge, and innovation. One of the root causes is the absence of leadership role. This study is constructed to fill a research gap on the influence of servant leadership behaviour to team innovation in technology start-up. The authors propose team ambidexterity as mediator to enhance the role of servant leadership behaviour in fostering team innovation. We also investigate the team climate as a moderator to support the team ambidexterity. The samples are 207 start-up members in Indonesia which aggregated into 59 clustered samples. The result shows that the team ambidexterity has a significant mediation effect between servant leadership behaviour and team innovation. Second result is team climate, which is a good moderator on team ambidexterity. These outcomes lead to research opportunities and practical implications to enhance the team innovation among start-ups.

The Role of Servant Leadership in Church Workers’ Commitment

The study was an examination of the role of servant leadership in worker's commitment to the Xander church (Pseudonym). In Xander church, workers' commitment is shallow, as reflected in attendance and service. A cross-sectional design was used to study 38workers using nonprobability purposive sampling. The hypotheses were: H1 Is there a statistically significant relationship between servant leader behaviors and workers' commitment? H2: Is there a statistically significant relationship between the servant leadership behavior of empowerment and church workers' reported commitment due to the length of stay? The eight dimensions servant leadership survey instrument measured servant leadership, while workers' commitment was measured with the 15-item Organizational Commitment Questionnaire. The data were analyzed with Spearman’s Rho correlation because of a small sample size. The results revealed that servant leadership predicted commitment, and the servant leadership survey element, behavior empowerment, was not predicted by the worker's length of stay. I recommend that further research be conducted to ascertain reasons for a low commitment since servant leadership behavior impacted commitment. Keywords: Servant leadership, commitment, church workers, empowerment, and leadership behavior.

The interaction between servant leadership and organizational culture: an NCAA Division III case study

PurposeServant leadership is primarily focused on the empowerment and moral development of followers (Burton et al., 2017). Within sports research, little is known about how servant leadership interacts with organizational culture in teams. Thus, the purpose of this study is to assess the servant leadership of one head baseball coach and examine the degree to which servant leadership affects the program's culture.Design/methodology/approachData were collected for this case study of an NCAA Division III head baseball coach throughout one academic year. Sources included 12 interviews (ranging from four minutes to 92 min), observation of practices and games, textual analysis of documents and websites, as well as the coach's reflection journal. Data were analyzed using a six-phase process of thematic analysis (Braun and Clarke, 2006).FindingsThe participant exhibited the following servant leadership behaviors: empowering, helping subordinates grow and succeed, behaving ethically, and conceptual skills (Liden et al., 2015, 2008). In addition, the program maintained a culture featuring a few distinct artifacts, very clear espoused values, and three deeply held basic assumptions. The findings suggest that the head coach used servant leadership not to create or change culture but instead to amplify the existing culture of the baseball program.Originality/valueThere is strong evidence of a link between servant leadership and team culture, which is context-bound. At the Division III level, servant leadership behaviors can be used to embody a program's culture. Furthermore, through this embodiment, servant leaders can perpetuate an effective, functioning team culture, particularly within intercollegiate athletics.

Curbing nurses' burnout during COVID-19: The roles of servant leadership and psychological safety.

AimsThis study examines the role of servant leadership through the mechanism of psychological safety in curbing nurses' burnout during the COVID‐19 pandemic.BackgroundDuring the COVID‐19 pandemic, studies have shown an increased level of stress and burnout among health care workers, especially nurses. This study responds to the call for research to explore the mechanisms of servant leadership in predicting nurses' burnout by employing the perspective of conservation of resources theory.MethodsThrough a cross‐sectional quantitative research design, data were collected in three waves from 443 nurses working in Pakistan's five public sector hospitals. Data were analysed by employing the partial least squares path modelling (PLS‐PM) technique.ResultsServant leadership (β = −0.318; 95% CI = 0.225, 0.416) and psychological safety (β = −0.342; CI = 0.143, 0.350) have an inverse relationship with nurses' burnout and explain 63.1% variance.ConclusionsServant leadership significantly reduces nurses' burnout, and psychological safety mediates this relationship.Implications for Nursing ManagementHuman resource management policies in health care must emphasize training nursing leaders in servant leadership behaviour.

골프장 캐디가 인식한 상사의 서번트 리더십에 따른 조직지원인식 및 혁신행동 간의 구조적 관계

The purpose of this study was to investigate the mediating effect of the servant leadership of superiors perceived by golf course caddies on the relationship between innovation behavior and organizational support perception. For the study, 289 copies of data were collected from caddies belonging to domestic golf courses. For the data, frequency analysis, reliability analysis, and correlation analysis were performed using the SPSS 18.0 program for Windows, and confirmatory factor analysis and structural equation model were performed using the AMOS 18.0 program. And bootstrapping was used to verify the mediating effect of organizational support perception in the relationship between servant leadership and innovation behavior. The results of Hypothesis 1 that the servant leadership of the boss recognized by the golf course caddy will have a positive effect on the recognition of organizational support were verified and adopted. Second, the analysis of Hypothesis 2 that

The Effect of Servant Leadership and Organizational Commitment on Organizational Citizenship Behavior: Job Satisfaction as Mediating Variable

The Effect of Servant Leadership and Organizational Commitment on Organizational Citizenship Behavior (OCB) with Job Satisfaction as an Intervening Variable at PT. Karya Semangat Mandiri Padang. This study aims to examine how much influence Servant Leadership and Organizational Commitment to Job Satisfaction and how much influence Servant Leadership, Organizational Commitment and Organizational Citizenship Behavior (OCB) on Job Satisfaction. Methods of data collection through surveys and distributing questionnaires, with a sample of 85 respondents obtained by the Slovin formula in the employee population of PT. Karya Semangat Mandiri Padang. The analysis method used is correlation analysis, multiple linear regression and path analysis using SPSS 16. The results obtained based on the T test (partial test) obtained Servant Leadership and Organizational Commitment parisally have a significant effect on the Organizational Citizenship Behavior (OCB) of PT. Karya Semangat Mandiri. Based on the F test (Simultaneous), it was found that Servant Leadership and Organizational Commitment parisally had a significant effect on job satisfaction of employees of PT. Karya Semangat Mandiri.

Servant leadership and organizational deviant behaviour: interpreting some contradictory results from public sector of Pakistan

PurposeThis study aims at ascertaining the relationship between servant leadership and employees’ organizational deviant behaviour in public sector organizations of Pakistan. Drawing on social cognitive and social exchange theories, this research also proposes to determine the mediating role of self-efficacy and trust in leader in this relationship.Design/methodology/approachUsing convenience sampling method, three-wave time-lagged data were collected from 204 employees working in secretariats of two federal ministries in Pakistan.FindingsThe results derived from partial least squares structural equation modelling (PLS-SEM) analysis using SmartPLS 3.2.9 software revealed that servant leadership is not negatively related to employee organizational deviant behaviour. Although the findings indicate that servant leadership is positively related to employee self-efficacy and trust in leader, these factors do not mediate the relationship between servant leadership and organizational deviant behaviour.Practical implicationsEmpirical evidence of this research emphasizes the role of servant leadership in fostering employees’ trust and self-efficacy. Additionally, this research suggests that alongside servant leadership, a moral climate and fairness in organizational policies and decisions are also inevitable to prompt employees to feel obligated to reduce undesirable workplace behaviours, particularly in public sector organizations.Originality/valueThis is amongst the earlier studies that investigates the association between servant leadership and organizational deviant behaviour of public sector employees in a developing context and examines the mediating role of trust in leader and self-efficacy simultaneously. Being contradictory to the underlying theories, findings of this research open the debate on effectiveness of servant leadership in public sector organizations of developing countries and expose avenues for future research.

A Paradigm Shift: Investigating the Predictors of Servant Leadership in Public Service Organizations

This study examines servant identity and moral potency as predictors of servant leadership behavior among local government managers, using a mixed-method approach in two studies. Study 1 comprised an online survey of 228 employees and 99 managers serving in local government agencies in a large State in the United States. The Hierarchical Linear Modelling (HLM) results of the survey data revealed that both servant identity and moral potency positively and significantly relate to servant leadership behavior manifestation among local government managers. In Study 2, three qualitative case studies of the local government leaders who obtained high servant leadership scores in the online survey were conducted. Findings from case studies revealed that the leader’s life experiences, beliefs, and values determine his or her servant identity to manifest servant leadership behavior. Overall, the results suggest that servant identity and moral potency are important individual leader attributes that predict the manifestation and development of servant leadership in public service organizations.

Servant leadership and healthcare professionals’ outcomes during COVID19: The role of safety climate

The negative effects of the COVID-19 pandemic open the door to investigate what leadership practices are needed to guarantee positive work-related outcomes among employees in organizations. This research proposes, building on the norm of reciprocity, a model to examine the role of servant leadership in stimulating task performance and risk-taking behaviors among healthcare professionals during the pandemic. In this model, safety climate was theorized to serve as a mediating variable between servant leadership, task performance and risk-taking behavior. Data in this study were collected from 237 healthcare professionals (Medial and Administrative Staff) working in Palestinian hospitals. Partial least-squares structural equation modelling was employed to analyze the data. The results of this study demonstrate that servant leadership is effective in fostering task performance and risk-taking behaviors in crisis times. Safety climate showed to exert a full mediating effect among the aforementioned relationships. Finally, results demonstrated that healthcare professionals with high experience are more willing to engage in risk-taking behavior. Discussion, implications, and limitations are discussed.

Integrating the bright and dark sides of family supportive supervisor behaviors

Family supportive supervisor behaviors (FSSB) aim to influence employees positively, yet scholars know little about how it affects actors themselves. We draw on conservation of resources theory and self-determination theory to develop hypotheses about the effects of FSSB on supervisors. We suggest that although FSSB can cause supervisor’s emotional exhaustion and consequent laissez-faire behaviors, FSSB is also positively associated with supervisor’s perception of prosocial impact, prosocial motivation and sequent servant leadership behaviors. Furthermore, for supervisors who are high in a family harmony climate, engaging in FSSB is associated with reduced emotional exhaustion and an increased perception of prosocial impact.

The Role of Servant Leadership and Resilience in Predicting Work Engagement

Improving work engagement among Indonesian banking employees become crucial in today’s economic situation due to the pandemic. This study aimed to examine the predicting effect of individual workplace resilience and perceived supervisor’s servant leadership on work engagement. This research used quantitative cross-sectional approach. Research data were collected using the snowball sampling method that was implemented in an online survey that targeted 87 employees of various banks in Indonesia. The measures used in this study were the 9-item Utrecht Work Engagement Scale, 6-item short form Servant Leadership Behaviour Scale, and 21-item Resilience at Work Scale. Multiple linier regression analysis showed that servant leadership and resilience simultaneously had a significant influence on bank employees’ work engagement (F = 14.762; p<0.005) with contribution of 26% (R2 = 0.260). When given separately, resilience contributed 8.9% (R2 = 0.089) whereas servant leadership contributed 25.8% (R2 = 0.258) to work engagement. This study concluded that supervisor’s servant leadership is an important factor to complement employees’ resilience in gaining work engagement.