Servant Leadership Style Research Articles

The Role of Leadership Styles, Work-Life Balance and The Physical Environment in Promoting Psychological Well-Being: A Job Demands-Resources Perspective

This conceptual paper explores the impact of leadership styles, work-life balance, and the physical environment on psychological well-being using the Job Demands-Resources (JD-R) model as the theoretical framework. In the contemporary workplace, evolving job demands, rising expectations for mental health support, and persistent stressors like job insecurity have increased the need for organizations to prioritize employee well-being. Leadership is identified as a critical mediating variable that enhances or mitigates the effectiveness of job resources, such as work-life balance and physical environment, in promoting psychological well-being. Transformational and servant leadership styles are emphasized for their role in fostering supportive work environments that buffer the negative effects of high job demands. Additionally, the paper underscores how well-designed workspaces and balanced work-life integration can significantly enhance employee well-being, contributing to higher engagement and performance. The JD-R model provides a robust lens through which the interactions between job demands, resources, and leadership can be examined. This framework offers organizations practical strategies to safeguard employee psychological well-being by fostering leadership that advocates for flexible work arrangements and supportive physical environments. Future research should empirically validate the proposed relationships to further refine the role of leadership in promoting employee well-being.

Preliminary Study on the Relationship Between Organizational Climate, Leadership Style, and Job Satisfaction in the Context of Nurse Practitioners

Job satisfaction in nurse practitioners is influenced by the level of autonomy and empowerment they perceive within their practice environment. Little in-depth research has been done to explore the relationship among organizational climate, leadership style, and job satisfaction in the context of nurse practitioners. This study was developed to explore the relationship among organizational climate, leadership style, and job satisfaction in nurse practitioners with the goal of enhancing their job satisfaction. A cross-sectional correlational approach and snowball sampling method were employed to recruit 400 qualified nurse practitioners to complete an online survey. This survey was a structured questionnaire consisting of the Practice Organizational Climate Scale, Leadership Style Scale, and Job Satisfaction Scale. Statistical analyses used included the independent t test, one-way ANOVA, Pearson's correlation, and multiple linear regression analysis. Most of the participants were 31 to 50 years old. A significant and positive correlation was identified among overall organizational climate, leadership style, and job satisfaction. In terms of organizational climate components, only professional visibility was not found to significantly correlate with job satisfaction. Transformational leadership, servant leadership, independent work, and relationships with support and management departments collectively explained nearly 72.4% of overall job satisfaction. The findings demonstrate job satisfaction in nurse practitioners to be significantly influenced by organizational climate and leadership style. Thus, fostering a positive organizational climate and enhancing transformational and servant leadership styles may be expected to improve job satisfaction in this group substantively. Therefore, it is recommended healthcare institutions focus on improving the organizational climate, providing more autonomy and support, and enhancing leadership training for supervisors with the goal of increasing overall job satisfaction and retention rates among nurse practitioners.

Role Leadership in Creating Work Life Balance

This research aims to map the development of Work-Life Balance (WLB) research and its relationship to the context of leadership. In total, 777 scientific articles indexed in Scopus were used as the database. Analysis was conducted using a bibliometric approach to map the author, source, and document details. The results found that WLB research began in 1993 and experienced significant increases during and after COVID-19. 2865 authors are dominated by research in developed countries and the health sector. This study found that transformational, servant, and e-leadership leadership styles are the most researched styles for realizing WLB. Apart from that, WLB is widely discussed in a gender context in which women, both as employees and leaders, still find it challenging to achieve WLB due to the high intensity of work-family conflict. This research is essential for human resource management (HRM) when reviewing operational arrangements and leadership styles. HRM must also make more specific interventions for female workers to achieve WLB in their careers.

The Impact of Women Leadership and Decision-Making on Employee Performance with Servant Leadership Style as a Moderating Variable

This study aims to examine the influence of women's leadership and decision making on employee performance, as well as the moderating impact of servant leadership style in the context of the food and beverage subsector manufacturing industry in the Greater Bekasi area. A quantitative approach was used with nonprobability sampling techniques, and data were analysed using Structural Equation Modelling (SEM), involving 219 respondents as research samples. The results showed that female leadership and decision making had a significant effect on employee performance. In addition, servant leadership style moderates the relationship between these variables, suggesting that the application of this leadership style can strengthen the positive impact of women's leadership and decision-making on employee performance. The practical implication of this study is the importance of women's leadership development and the application of servant leadership style in improving employee performance in the industrial sector under study

The Effect of Servant Leadership Style on Organizational Commitment: The Case Study of Ileys Enterprise Detergent Manufacturing Company in Burao, Somaliland

Purpose: This study examined the effect of servant leadership style on organizational commitment in Ileys enterprise detergent manufacturing company in Burao, Somaliland. Methodology: The study employed a cross-sectional survey design, explanatory research, and quantitative approach; the target population was 200 employees working currently at Ileys enterprise detergent in the Burao district. The study used the census method. Data was collected from primary sources using standardized servant leadership style and organizational commitment questionnaires, adapted from previously used standard questionnaires. The study used SPSS for data analysis. Correlation and regression were used to analyze the relationship between servant leadership styles and organizational commitment. Findings: The regression results showed that the types of servant leadership styles have significant contributions to organizational commitment (R = 0.720, p = 0.000). It was concluded that all the servant leadership styles affect employee commitment. In The authenticity dimension of servant leadership was found to be the dominant servant leadership style (β =.557, p =0.000) in the Ileys enterprise. Unique Contribution to Theory, Practice and Policy: The study was used the servant leadership theory. To increase employees’ organizational commitment, manufacturing enterprise should develop training programs or mentoring by professionals for the supervisors and leaders that support servant leadership development. The study recommended that private manufacturing enterprises could practice the information to help develop strategies and meet organizational needs through servant leadership behavior development

Analysis of the Influence of Servant Leadership Style, Interpersonal Communication, and Work Motivation on the Organizational Commitment of Employees of Sukodono District

The Sukodono District Office is an agency organization engaged in government institutions, the Sukodono District Office has a role in community services and village development in the Sukodono District area. The Sukodono District Office has employees consisting of several parts of the work field. This study aims to determine the influence of servant leadership style, interpersonal communication, and work motivation on the organizational commitment of employees in Sukodono District. This research focuses on Sukodono District employees. The population in the study is employees who work at the Sukodono District Office. The sample was obtained through the saturated sample technique by obtaining 41 respondents. The data analysis technique used in this study is Partial Least Square (PLS), with validity tests, reliability tests, and hypothesis tests. The results of the study show that Servant Leadership Style has a positive effect on Organizational Commitment, Interpersonal Communication has a positive effect on Organizational Commitment, and Work Motivation has a positive effect on Organizational Commitment.

Employee Resilience as Strengthening the Influence of Work Life Balance and Servant Leadership on Employee Engagement (Study at the Badung Regency Regional Research and Innovation Agency)

An imbalance between work life and personal life can often affect the level of employee involvement in their work. On the other hand, a servant leadership style that focuses on service and care for employees can also be a factor that influences the level of involvement. This research also identifies employee resilience as a mediating variable, describing an employee's ability to overcome pressure and challenges in the work environment. The respondents in this research were employees at the Badung Regency Regional Research and Innovation Agency. The number of respondents in this study was 63 respondents using nonprobability techniques, namely saturated samples or often called total sampling. This research uses Structural Equation Modeling (SEM) analysis of the SmartPls 3.2.8 program. The results of this research show that work life balance has a positive and significant effect on employee resilience, but servant leadership has no effect on employee resilience. Work life balance, servant leadership, and employee resilience have a positive and significant influence on employee engagement. Employee resilience is a mediating variable on the influence of work life balance on employee engagement which is partially mediated. Employee resilience is not a mediating variable on the indirect influence of servant leadership.

Integrative model of servant leadership style and critical pedagogy: Answers to school leadership of neoliberalism

This study aimed to analyse servant leadership's attributes in the theory and practice of critical pedagogy and find commonalities that produce an integrative model that will answer to the school leadership of neoliberalism. The study found an integrative model between servant leadership style and critical pedagogy that includes similar attributes of servant leadership and critical pedagogy related to the dimensions of transcendental spirituality, emotional healing and putting students first, creating value for the community, empowering students and helping students develop and succeed, demonstrating conceptual skills and behaving ethically. This integrative model is a constructive answer to the implementation of school leadership of neoliberalism.

How a Servant-Leadership Attitude Affects Discharge Planning Efficiency

Background: Discharge planning is one way in which leadership styles can motivate nurses to up their game and provide better care to patients. Examining how a servant leadership style affects the success of discharge planning initiatives is the primary goal of this study. Methods: The initial part of this mixed-method study involved doing qualitative research using an exploratory descriptive methodology with seven participants at Surabaya's Bhakti Dharma Husada Hospital. Research using quantitative methods and a quasi-experimental design is the second phase. Using a purposeful sampling technique, 114 nurses from the inpatient population at Bhakti Dharma Husada Hospital Surabaya participated in the study. Of this, 57 were assigned to the intervention group and 57 to the control group. Results: The first stage of the study produced a servant leadership module for the head of the room. In the second stage, based on the paired sample t-test, there was an effect after the intervention was given while entering the hospital (ρ = 0.000), during treatment (ρ = 0.000), and before leaving the hospital (ρ = 0.000). In the independent sample t-test, there was a significant difference in the post-test mean between the intervention and control groups during entering the hospital (ρ = 0.000), during treatment (ρ = 0.000), and before leaving the hospital (ρ = 0.000) on the performance results of the discharge plan. Conclusion: The ward head at Bhakti Dharma Husada Hospital Surabaya can use the servant leadership module and intervention to improve the performance of discharge planning from the time a patient enters the hospital to the time they leave.

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.

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.

Servant Leadership Style "Implementation of Servant Leadership at Starbucks Corporation (Starbucks Coffee Company)"

Servant Leadership Style "Implementation of Servant Leadership at Starbucks Corporation (Starbucks Coffee Company)"

The Impact of Applying the Servant Leadership Style among Educators in Educational Institutes: A Scoping Review

Leadership style is a critical concern in education amid technological shifts and paradigm changes. Despite extensive industry research, servant leadership remains underutilized in education, despite aligning with business education goals. This scoping review assesses the prevalence of servant leadership among educational leaders, offering insights into its feasibility, benefits, and challenges. Using the Web of Science (WoS), Scopus, and ERIC databases, the review compiles servant leadership research. Guided by Arksey and O'Malley's methodology, findings emphasize servant leadership's role in enhancing organizational effectiveness. They highlight behaviors as a prevailing theme, revealing limited background understanding. This insight aids educators in adopting effective leadership styles and exploring servant leadership's implications for educational leaders.

Servant leadership and employee innovative behaviour: Unpacking the role of support for innovation and creative self-efficacy in knowledge intensive service context

Employee innovative behaviour is widely emphasized as a critical driver of organizational innovation. Drawing on social information processing theory, this research proposes that by exhibiting servant leadership style, organizational managers can stimulate employee innovative behaviour directly and through the mechanism of support for innovation. This study also anticipates that the role of of employees’ creative self-efficacy in strengthening the influence of support for innovation on innovative behaviour. To test the proposed relationships, data is collected from 338 IT professionals working in twelve large-sized IT-based service organizations of Pakistan. The results surfaced from PLS-SEM analysis indicate strong support for direct and positive linkage between servant leadership and innovative behaviour and significant role of support for innovation in mediating this relationship. However, the accentuating role of creative self-effecacy is not supported. This study extends existing knowledge concerning the nexus between servant leadership and innovation by examining the mechanism of support for innivation by which servant leadership can augment employee innovative behaviour. Findings of this research entails vital implications for service organizations striving for superior innovation performance. Furthermore, some contradictory findings of this research call for further empirical investigation for more finegrained managerial implications.

Does Servant Leadership Affect Public Employees’ Innovative Behavior? The Mediating Role of Organizational Identity

Objective: In the context of China’s deepening reform era, innovation is the first driving force leading development. Involving a sample of 576 public employees from government agencies in Yunnan, China, the present study investigates the impact of servant leadership on public employees’ innovative behavior, as well as the underlying mechanisms of this relationship. Theoretical Framework: According to social identity theory, organizational identity signifies the extent to which individuals acknowledge and identify with their organization. Previous research has shown that leadership styles indirectly affect employee behaviors (e. g., innovative behaviors) through employees’ cognition and emotion [16-18], therefore, organizational identity may be a potential mediating variable in the correlation between servant leadership and the innovative behavior exhibited by employees. Method: Data was collected between September 2023 and January 2024 among public sector employees in Kunming, located in the Yunnan province. The data was collected in two phases at different time points. First, we distributed questionnaires among part-time MPA students in a university in Yunnan province in the first stage. Then, we continued to distribute questionnaires among full-time public employees at various public sectors in Kunming city. Results and Discussion: The results revealed a positive impact of servant leadership on the innovative behavior of Chinese public employees. Additionally, organizational identity partially mediated the association between servant leadership and the innovative behavior of Chinese public employees. These findings may provide some suggestions for the public organizations in China. Research Implications: The present study also has several practical implications for policy-makers within the public sector. First, public organizations ought to attach importance to the servant leadership because it can effectively promote employees’ innovative behavior. Specifically, public organizations can regard the traits of servant leadership as a criterion for selecting leaders within the public sector. By doing so, public organizations can encourage servant leadership style by selecting and promoting those employees with awareness and traits of serving others. Originality/Value: After deleting invalid questionnaires, 576 completed questionnaires were obtained finally. Of all the participants, 24% (n = 138) was male and 76% (n = 438) was female.77.6% of the participants were under the age of 26 years (n = 447). 61.8% (n = 356) have worked less five years in the public sector.

The interplay of religious values, servant leadership and teacher job satisfaction in Bangladeshi education institutions

The interplay of principals’ religious values and servant leadership can play a prominent role in promoting job satisfaction among teachers in Bangladeshi schools and colleges. This study aimed to examine the mediating role of servant leadership style in the relationship between the principals’ religious values and the job satisfaction of teachers in Bangladesh. The study surveyed 335 participants from schools and colleges using a self-administered questionnaire and analyzed the data using Partial Least Square Structural Equations Modeling (PLS-SEM) via Smart PLS 4 software. The findings showed that principals’ religious values and servant leadership style have a positive impact on teachers’ job satisfaction, with servant leadership serving as a mediator in the relationship. The research expands upon the servant leadership theory in an educational setting where religious values play a significant role. It offers valuable insight into the impact of principals’ religious values and servant leadership style on teachers’ job satisfaction. The study has practical implications, in a setting where Islam as a dominating religion, for educational administrators, as it sheds light on how principals’ religious values and servant leadership impact teachers’ job satisfaction in schools and colleges in Bangladesh.

Effects of servant leadership on service quality: Mediating roles of employees’ relational energy perceptions with managers and emotional energy perceptions toward work roles

ABSTRACT This study examines how managers’ servant leadership style affects employee service quality, focusing on employees’ impression of relational energy with managers and emotional energy toward work roles. It also examines the moderating effect of emotional energy on the relationship between relational energy and service quality and the moderating effect of relational energy on the relationship between emotional energy and service quality. The sample consisted of 377 hotel employees from Bangladesh. Partial least squares were used to analyze the data by applying structural equation modeling. The results show that relational and emotional energies mediate the positive and significant correlation between servant leadership and service quality. Emotional energy positively moderates the relationship between relational energy and service quality. Similarly, relational energy positively moderates the relationship between emotional energy and service quality. These findings contribute to the conservation of resources and servant leadership theories anld add value to the hospitality literature in the Asian context by linking servant leadership, relational energy, emotional energy, and service quality. The findings suggest that hoteliers practice servant leadership and increase employees’ relational and emotional energies to provide service quality.

Empirical Study Using Analysis Techniques Pathways for RM Bumi Aki Employees in Bogor City and Surroundings

This study examines the influence of servant leadership style and personality traits on employee performance through the mediation of work motivation at Bumi Aki Restaurant in Bogor City. A quantitative approach using path analysis technique was employed on a randomly selected sample of Bumi Aki Restaurant employees. The results indicate that both servant leadership style and personality traits have a significant positive effect on work motivation, and work motivation mediates the relationship between these variables and employee performance. The implications highlight the importance of developing servant leadership style and positive personality traits to enhance employee performance, providing insights for human resource management in the restaurant industry, and suggesting avenues for further research to deepen the understanding of these dynamics.

Moderating Effect of Empowerment on Servant Leadership and Church Spiritual Growth

Purpose: This study entailed assessing moderating effect of empowerment on servant leadership and church spiritual growth. The general objective of the study was to establish how empowerment moderates the relationship between servant leadership and church spiritual growth in Pentecostal Churches in Kenya within the Nairobi metropolitan counties. The study delved on Pentecostal Evangelical Fellowship of Africa (PEFA); Kenya Assemblies of God (KAG), and Full Gospel Churches of Kenya (FGCK), all under the umbrella of National Council of Churches of Kenya (NCCK). The study was guided by servant leadership, empowerment and spiritual leadership theories which all indicate that servant leaders play a crucial role in empowerment of church members and consequently causing effect on church growth. Materials and Methods: Descriptive cross-sectional survey design was used for the study and pragmatism was employed as a philosophical framework for the research. The study employed a mixed method approach with both quantitative and qualitative research methods in use and data collection undertaken through, questionnaires and interview guides. The target population constituted 2000 church pastors, elders as well as members from which a sample of 333 was obtained through purposive and stratified random sampling techniques in selected Pentecostal churches within Nairobi, Machakos, Muranga, Kiambu and Kajiado counties. The total response rate was 304 (91%). Quantitative data was analyzed using descriptive statistics, correlation and regression analysis, where Statistical Package for Social Sciences (SPSS) version 29 was used. On qualitative data, thematic analysis was carried out on two focus discussions groups to determine views of participants. Findings: Church members’ empowerment has no significant moderating effect in the relationship between servant leadership and church spiritual growth of Pentecostal Churches within Nairobi metropolitan counties of Kenya. The linearity test results for the relationship between spiritual growth and empowerment suggest a significant linear association, as indicated by the low p-values (all p-values are less than 0.05). The high F-value (197.904) and low p-value (0.000) suggest a highly significant linear relationship between Spiritual Growth and Empowerment. The Pearson's correlation coefficient (R) of 0.609 signifies a moderately strong positive relationship between spiritual growth and empowerment, indicating that as one variable increases, the other tends to increase as well. There is therefore a significant moderating effect of empowerment on servant leadership and church spiritual growth. On the research question that stated: “To what extent does Church members’ empowerment moderate the relationship between servant leadership and church spiritual growth of Pentecostal Churches within Nairobi metropolitan counties in Kenya?” Majority of participants agreed that church members’ empowerment moderated relationship between servant leadership and church spiritual growth pointing that training, involvement and sharing of responsibilities with church members by their leaders positively affected church growth both spiritually and numerically. Implications to theory, practice and Policy: The study supported servant leadership, empowerment and spiritual leadership theories. In addition, the study bridged a number of research gaps in area of servant leadership, empowerment and church spiritual growth indicated in the statement of the problem. The most noticeable gap is the contextual gap where many studies on church growth only delved on numerical growth and leaving out spiritual growth of which this study addressed. The study recommended that the church should put more emphasis on active participation of church members in decision making processes especially on provision of suggestion boxes within the church premises for this triggers church spiritual growth. The church was recommended to adopt servant leadership style and endeavor to empower the membership so as to realize church spiritual growth.

The Guidelines for Development the Servant Leadership of School Administrators under the Mahasarakham Primary Educational Service Area Office 3

Background and Aims: School administrators who follow the concept of servant leadership will give importance to and recognize the value of co-workers and will pay attention to developing the potential of co-workers. Ignore personal interests to get what others want and help others develop, to grow. Therefore, this research aims to study the current state, the desirable state, and the priority needs and study the guidelines for the development of the servant leadership of school administrators under the Mahasarakham primary educational service area office 3. Methodology: The research is divided into 2 phases: Phase 1 studies the current state, desirable state, and the priority needs of servant leadership of school administrators, A sample group of 280 school administrators and teachers, was randomly selected using a stratified sampling method. The research instrument is a questionnaire with a 5-level with a confidence value of 0.93 and data analysis by mean and standard deviation. phase 2 study of the guidelines for the development of servant leadership of school administrators. The key informant group comprises 3 best practice schools and 9 experts for assessment of the development guideline. The research instrument was a semi-structured interview form and assessment form the suitability and feasibility of development guideline Results: 1. The current state overall was high level; desirable state overall was the highest level. The priority needs ranked from high to low level were humility, service, awareness, empowerment, and human development dedication, respectively. 2. The guidelines for the development of servant leadership of School administrators include 5 elements 1) principle 2) purpose 3) content 4) development process and 5) measurement and evaluation. The results of the evaluation of the suitability and feasibility of development guidelines overall were at the highest level. Conclusion: The servant leadership style of school administrators involves fulfilling responsibilities with an understanding and practice of prioritizing the needs of others over one's own, placing the benefits of others above personal gains, and adding value to the development of others. This is done for the needs of others and the decentralization of power. The key components include: humility, service, awareness, empowerment, and human development dedication