Servant Leadership Style Research Articles

Effects of Servant Leadership Style on Hindrance Stressors, Burnout, Job Satisfaction, Turnover Intentions, and Individual Performance in a Nursing Unit

Today’s healthcare organizations face burgeoning pressures to hire and retain nurses who face considerable workplace stress. Servant leadership behaviours are effective to mitigate workplace stressors impacting nurse burnout, job satisfaction, turnover intentions and performance. Based on a survey of 248 nursing professionals working in inpatient and outpatient care facilities, the results of this study confirm the direct buffering effects of servant leadership on hindrance stressors. Servant leadership decreases nurse burnout while increasing job satisfaction. Third, nurse burnout reduces job satisfaction, yet has no direct impact on turnover intentions or individual performance. Next, job satisfaction has a direct positive impact on individual performance and a direct negative impact on turnover intentions. The model also confirms that hindrance stressors partially mediate the relationship between servant leadership and burnout while burnout is a partial mediator between servant leadership and job satisfaction. Job satisfaction is a full mediator between servant leadership and performance and turnover intentions. Furthermore, the results show serial mediation involving hindrance stressors, burnout and job satisfaction as a link between servant leadership and performance and turnover. Finally, we provide a managerial discussion supporting servant leadership behaviours to impact overall working conditions for nurses.

SERVANT LEADERSHIP AS AN IMPORTANT CHARACTERISTIC FOR BASKETBALL COACHES AND BUSINESS LEADERS

Business and basketball organizations, although different from the point of view of their activity, have various similar characteristics. One of these characteristics is the fact that leaders can be found in both business and basketball teams. In addition, leadership is a much-researched aspect in both areas. The article focuses on servant leadership as it can help coaches and business leaders become more effective, it can allow them to help develop others more efficiently and thus, it can help them in gaining the trust of their followers, which can then lead to an improvement on the part of the team´s performance. That is why the aim of this paper is to provide an insight into how and why servant leadership can be considered an important characteristic for basketball coaches, business leaders and their respective organizations. By undergoing a literature review analysis on the topic of servant leadership in basketball and business, various similar aspects between coaches and business leaders have been identified. The results show that basketball coaches and business leaders are more easily followed, trusted, and respected if they apply a servant leadership style. More so, as some researchers pointed out, this servant leadership characteristic of basketball coaches and business leaders is yet to be fully accepted as a model for successful leadership in sport and not enough research has been undergone in order to examine how servant leadership affects the organizational culture. This can be considered as the main reason why further research on the topic is needed.

Mapping the Terrain of Organizational Leadership Styles through HEXACO Personality Inventory

The present research aimed to explore the association between HEXACO personality traits and the perspective leadership styles of organizational leaders. The layers of leadership and their shapes seem to have some connections with the personality facets. The sample was comprised of N=98 organizational leaders including (males=70, females= 28) with having age range from 30 to 58 years (M= 42.76, SD = 6.28). The data was collected through the purposive sampling technique. The results of the study included a profile of personality traits and how these traits related to preferred leadership styles. The HEXACO-personality inventory and multifactor models of leadership styles were used. The results of the confirmatory factor analysis revealed that all the factors of the HEXACO personality inventory and multifactor leadership styles questionnaire were retained with complete items and a well-fitted model. Correlational analysis indicated a positive association between personality traits and preferred leadership style. Moreover, results in regression analysis showed that organizational leaders who are high on honesty-humility, agreeableness, and conscientiousness preferred a democratic leadership style. Further, the leaders who are high on emotionality, openness to experience, and conscientiousness preferred multiple leadership styles such as autocratic, and bureaucratic. However, emotionality was inversely associated with preferences toward laissez-faire leadership. Besides, agreeableness was positively associated with laissez-faire, servant, and authentic leadership styles, in contrast, it was found negatively associated with preferences toward transactional leadership style. Furthermore, the findings of this research would also contribute to scientifically determining the succession of leadership.

Servant leadership and its role in achieving job security An exploratory study of the opinions of a sample of employees in a number of private universities in the Kurdistan Region – Iraq

Abstract
 The research aims to identify the role of servant leadership in job security. The research problem was represented in the availability of levels of job security among employees in a number of private universities in the Kurdistan Region - Iraq, and dimensions of servant leadership style among administrative leaders in those universities. For the purpose and in order to test the research hypotheses, a sample of the private universities in the Kurdistan Region - Iraq, which are (6) universities, were chosen, and represented the research community with employees in terms of administrators and academics contracting in those universities, and the research sample consisted of (106) individuals who answered the questionnaire about their levels of agreement on the availability of servant leadership dimensions among leaders in their universities, as well as their own answers about the availability of levels of job security. The questionnaire was used as a main tool in collecting data related to the field side.
 The research hypotheses were tested using a set of statistical methods suitable for analysis. The research was reached a set of conclusions, the most important is the existence of a significant correlation between servant leadership and job security in the universities investigated, as well as a significant effect of the dimensions of the servant leadership represented by (helping followers to develop and succeed, generate value for society, empathy, conceptual skills, and act ethically) in job security. The impact of empowerment, as one of servant leadership dimensions, on job security not appeared. The study concluded with a set of recommendations and proposals for the universities, the research community, as well as the proposed recommendations for future researchers in the topics of servant leadership and job security.

Servant leadership in relation to organizational justice and workplace deviance in public hospitals

PurposeLeadership literature has identified that the servant leadership style can reduce employee negative work outcomes, even in challenging work environments like the health-care sector as nurses play an important role in the performance of a hospital. That is why, the efficiency and effectiveness of the nurses are believed to be directly linked to improved health benefits to the public. So, this study aims to investigate the inter-relationship between servant leadership, organizational justice and workplace deviance of nurses in public sector hospitals.Design/methodology/approachA self-administrated questionnaire using a drop-and-collect method was used for collecting the data from nurses working in the public sector hospitals of Pakistan using a convenient sampling technique. In total, 370 questionnaires were distributed among the nursing staff, of which 201 completed and usable questionnaires were returned and used for data analysis. Further, the partial least squares structural equation modeling approach is used in this study using SmartPLS version 3 software to test the hypothesized model and determine the direct and indirect effects.FindingsResults showed a negative relationship between servant leadership and workplace deviance, positive relationship between servant leadership and organizational justice, negative relationship between organizational justice and workplace deviance and that organizational justice mediates in the relationship between servant leadership and workplace deviance.Practical implicationsThis study provides valuable recommendations and practical implications to address the nurses’ deviant workplace behaviors in the public sector hospitals of Pakistan.Originality/valueThis study is novel as it shows the significance of servant leadership behavior which has the ability to positively influence organizational justice perception leading to less likelihood of the emergence of nurses’ deviant workplace behavior, specifically in the context of public sector hospitals of Pakistan.

Analyzing the influence of servant leadership on job performance through work engagement as a mediator

Organizations are currently seeking for ways to improve their performance in order to remain in the fierce competition in the business environment. In this regard, leadership plays a crucial role as they can shape employees’ behavior and attitude in the organization. This study is carried out to analyze and understand the relationship between servant leadership, work engagement, and job performance. It also aims to examine the mediating role of work engagement in the relationship between servant leadership and job performance. This study uses quantitative approach with the survey. The population of this study is employees of manufacturing companies in West Java, Indonesia, with a total number of samples of 115 respondents, which are chosen using purposive sampling. The data collection is done using a survey by distributing questionnaires to respondents online. The data analysis uses Structural Equation Modeling with Partial Least Square (SEM-PLS). The results of this study indicate that servant leadership has a positive influence on both work engagement and job performance, while work engagement has a positive influence on job performance. In addition, this study also proved that work engagement is a mediator in the relationship between servant leadership and job performance. This study provides a fruitful contribution for managers or leaders of employees in manufacturing companies, such that they can foster employee performance through leading in a servant leadership style. This leadership style will be able to help employees to develop engagement in their work, and it will eventually increase their job performance.

Predominantly practiced leadership styles of Chief Nursing Officers in healthcare organizations

The objective of this research was twofold. 1) To identify which leadership style is predominant in magnet and non-magnet hospitals and 2) To determine if the servant leadership style was more suitable in the healthcare environments than transformational leadership style? There were ten (n = 10) voluntary participants recruited from various acute care hospitals in the Tri-state area (New York, New Jersey, and Pennsylvania). In some instances, these participants were interprofessional who managed multiple key units of the organization i.e., nursing and operations. Forty percent (n = 4) participants worked in a magnet setting; whereas, sixty percent (n = 6) participants worked in a non-magnet facility. All participants were either Chief Nursing Officers (CNO) or Chief Nursing Executives (CNE) for this research. A qualitative study design was utilized for this research. A leadership research tool was developed for this study. The data collection consisted of pre-interview questionnaires as well as a 60 min virtual interview with each participant individually. The virtual interview was conducted using a combination of direct and open-ended questions with the participants. The data were analyzed using a thematic approach post-interview. The ultimate response rate for this study was 100%. Fifty percent (n = 5) participants believed that they practiced servant leadership style and the remaining fifty percent (n = 5) believed that they practiced transformational leadership style; however, post-interview, it was determined that forty percent (n = 4) practiced transformational, while thirty percent (n = 3) practiced servant leadership, twenty percent (n = 2) practiced situational leadership, and ten percent (n = 1) practiced visionary leadership style. Thirty percent (n = 3) participants believed that the servant; whereas, seventy percent (n = 7) believed that the transformational leadership style was most beneficial for magnet hospitals . On the other hand, sixty percent (n = 6) of participants believed that the servant and forty percent (n = 4) believed that the transformational leadership style was most beneficial for non-magnet hospitals. Furthermore, eighty percent (n = 8) participants believed that the servant leadership style was best for any healthcare organization . This research finding demonstrated that transformational, servant, and situational leadership styles were predominantly being practiced among the participants. In summary, participants believed that transformational for magnet and servant for non-magnet hospitals were the best-suited leadership styles.

The Influence of Servant Leadership on Work Performance Through Knowledge Sharing and Work Motivation on Employees

Leadership is an important factor for organizational effectiveness, it even affects almost all human life. Identify leadership that serves as an important driver of the organization's efforts. Servant leadership increases effectiveness in the organization by facilitating employee performance, fostering employee creativity. It is expected that superiors in companies that have a servant leadership style will have a direct influence on knowledge sharing, work motivation, and work performance to company employees. This study uses a quantitative approach through a structural equation model to 155 respondents. The results of this study indicate that the relationship between servant leadership and work performance is mediated by knowledge sharing has not significant, and the relationship between servant leadership and work performance mediated by work motivation has a significant effect. In the end, the purpose of this research is to provide new insights for companies and practitioners on how to improve work performance and work motivation for employees by transferring knowledge (knowledge sharing) through servant leadership. Keywords: Servant Leadership; Work Motivation; Work Performance

Leadership Styles of Educational Leaders in Healthcare & Academia

This study sought to determine the main leadership style used by clinical professors and other educational leaders in academic settings as well as the leadership style they used when teaching in clinical settings. There were eight (n = 8) voluntary interprofessional educational leaders who took part in this study. It was determined that the servant leadership style was predominantly being practiced among these clinical professors in the healthcare setting; whereas, the coaching leadership style was preferred for educational purposes. This research demonstrated that there was a consistent pattern among professors who practiced in the health sector relied on the servant leadership style predominantly and this stemmed from their clinical background and experiences. It was unanimous that while teaching and interacting with a student in the academic environment, all participants practiced the coaching leadership style.

Direct and indirect effects of servant and ethical leadership styles on employee creativity: mediating role of organizational citizenship behavior

PurposeThis research mainly aims to test the impact of two leadership styles (ethical and servant leadership) on employee creativity; and to determine whether organizational citizenship behavior (OCB) mediates the relationships between them.Design/methodology/approachThe paper relied on a quantitative research approach with a sample of 213 staff from public universities in the United Arab Emirates. In this paper, the partial least square approach (PLS-SEM) was employed in order to verify the proposed hypotheses.FindingsThe outcomes confirmed that OCB has a positive impact on employee creativity. Additionally, the findings indicated that ethical leadership positively affected OCB and employee creativity. It was also confirmed that servant leadership has a significant positive impact on OCB and employee creativity. Finally, the findings revealed that OCB fully mediates the linkages among servant and ethical leadership and employee creativity.Originality/valueThis paper acknowledges the existing gaps in the prior literature, and enables us to understand clearly about the significance of ethical as well as servant leadership in affecting employee creativity via OCB as a mediator.

How Can Servant Leadership Promote Employees' Voice Behavior? A Moderated Chain Mediation Model.

PurposeBased on Social Exchange Theory, this paper constructs and evaluates the mediation model of servant leadership on employees’ voice behavior through psychological security and error learning ability and discusses the moderation role of work autonomy in the model.DesignThis research used 424 employees and their direct superiors as the research objects and then conducted a paired survey at three points. Mplus7.4 software analyzed the empirical data.FindingsThe results are shown servant leadership is positively correlated with employees’ voice behavior, but psychological security and error learning ability play a partial mediation role in the positive impact of servant leadership on employees’ voice behavior. while psychological security and error learning ability play a chain mediation role in the positive impact of servant leadership on employees’ voice behavior. Besides, work autonomy moderates the chain mediation path by enhancing the positive impact of servant leadership on psychological security. the higher the employees’ work autonomy is, the stronger the positive impact of servant leadership on psychological security will be, and the stronger the chain mediation effect of psychological security and error learning ability between servant leadership and employees’ voice behavior.Practical ImplicationsManagers should abandon the traditional “command and control” management mode, focus on the servant leadership style and improve employees’ psychological security through a comfortable and independent working environment. Besides, managers should set up a suitable error learning atmosphere mechanism, appropriately allow employees to work, give them a specific work autonomy, increase employees’ work flexibility, and encourage employees to provide a cheerful voice for the development and progress of the organization.Origin/valueFrom the perspective of Social Exchange, this study more comprehensively discusses the internal action path of the impact of servant leadership on employees’ voice behavior, enriches the antecedent variables of employees’ voice behavior, expands the existing research on the mediation mechanism of servant leadership, deepens the understanding of the efficiency mechanism of servant leadership, and has enlightenment significance for managers to stimulate employees’ voice better.

Penerapan Gaya Servant Leadership (Studi: Mon Cheri Ice Cream, Bakery, Cafe)

This study aims to determine the extent to which the servant leadership style is applied in Mon Cheri Ice Cream, Bakery, and Café companies. This study uses a qualitative method with descriptive analysis. The research approach is a case study that examines a particular case in a context or real life. The research informants were five people who were shop employees. Primary and secondary data sources were used in this study. Primary data were collected directly to communicate with the main source of research, namely shop employees as research informants. Meanwhile, secondary data was taken to support research in the form of company history, literature sources (books and similar research journals). Data collection techniques used in-depth interviews, direct field observations, and documentation. The results show that the Mon Cheri leader has not fully implemented all dimensions of servant leadership. The dimension that has not yet been fully implemented is the importance of common interests. This is due to clashing company policies that still need further study so that employee welfare is still minimal. Almost all Mon Cheri leaders have dimensions related to leadership competencies, including broad knowledge and insight, comprehensive experience, the ability to manage the company, the ability to lead a team.

Study of Servant Leadership in Building Educational Organizational Commitment at SDIT ABFA

Leadership style as an integral part of the leadership process has a close relationship with the commitment built within the organization. This commitment will arise when a leader is able to provide good service (servant) for his subordinates. This research method is qualitative with case study type. Data and data sources were obtained from informants at the SDIT ABFA Pamekasan institution through interview, observation, and documentation techniques. The results of this study indicate that the servant leadership style shown by the principal has a fairly good impact on the commitment of teachers and education personnel at SDIT ABFA Pamekasan. The servant leadership style is carried out by providing academic, supervision and administrative services in the school environment. Meanwhile, efforts and strategies to increase work commitment are carried out by establishing persuasive communication, creating a harmonious atmosphere in the school environment, and providing rewards for the achievements of subordinates

Impact of Servant Leadership on Project Success Through Mediating Role of Team Motivation and Effectiveness: A Case of Software Industry

Project management in today’s intensely competitive environment has compelled organizations to adopt project management approach for better business results. Therefore, current research study aims to investigate the impact of servant leadership on project success with the mediating role of team motivation and team effectiveness in the software industry. A field survey was conducted, using a questionnaire as a survey tool. Data were collected from 219 respondents who have been working as team members of software development projects. The statistical results were obtained using the SPSS Process macro. The results show project managers need to exhibit a servant leadership style due to its strong influence on project success, albeit through team motivation and effectiveness. The findings from this study contribute to the field of leadership and project management along with the field of information systems and software engineering.

Impact of Servant Leadership and Organizational Culture on Work Engagement: An Empirical Analysis

The study's goal is to see how servant leadership and corporate culture affect work engagement. While leadership has been proven to have an impact, the effect and procedure underlying work engagement has attracted scant attention. Despite the fact that servant leadership followers are more inclined to be involved, this is especially relevant of servant leadership. We investigate the role organizational culture plays like a potential mediator in the study below, seeking to discover whether servant leadership builds organizational culture that, as a result, enhances work engagement. Overall,we find strong evidence suggesting servant leadership can forecast organizational culture along with the other extensions related to job engagement which include dedication, absorption and vigor, while organizational culture, undermines the effect of servant leadership style. Lastly,all three components of work engagement are positively related to an organization's culture.

Revealing the role of job involvement and employee loyalty as mediation variables

Company performance is one measure for companies in order to create surplus value by producing a product or service to gain business profits. One of the factors that affect the performance of the company is the performance factor of its employees. Employee performance can be influenced by servant leadership style. Servant leadership prioritizes followers and prioritizes service to subordinates in a work relationship so that it will have an impact on the emergence of job involvement and employee loyalty to the company which will then affect the enhancement and improvement of employee performance. This study was conducted to determine the role of the job investment variable and employee loyalty variable as mediating variables in the effect of servant leadership on employee performance. This research was conducted using a saturated sample involving 182 employees who were respondents from a plastic manufacturing company packaging for Bottled Drinking Water (AMDK). The results of data processing with the SmartPLS 3.3.3 application resulted in the conclusion that servant leadership has a positive and significant effect on job involvement. Servant leadership has a positive but not significant effect on employee loyalty. Job involvement has a positive and significant effect on employee performance. Employee loyalty has a positive and significant effect on employee performance. Job involvement has a positive and significant effect on employee loyalty. Servant leadership has a positive and significant effect on employee performance through job involvement. Servant leadership has a positive but not significant effect on employee performance through employee loyalty. Servant leadership has a positive and significant effect on employee performance through job involvement and employee loyalty.

Perceived Servant Leadership Style of Principals Correlates with Job Satisfaction of Secondary School Teachers in Pakistan

Servant leadership is a type of leadership that encourages people to work together. A leader intends to help the institution’s personnel favorably. The school leader interacts with teachers and administrative staff as a collegial friend rather than a boss and tries to make things as easy as possible for them. The major goal of this study was to see if there was a correlation between servant leadership and job satisfaction among secondary school teachers in Pakistani settings. The study’s participants were male and female public sector secondary school teachers from the districts of Lahore and Kasur, of Punjab province, Pakistan. The sample was chosen using a stratified random sampling technique. A total of 510 teachers participated in the study as a sample. In this study, adapted questionnaires with responses measured on a five-point Likert type scale was used. Both variables, perceived servant leadership style of principals and work satisfaction of teachers showed a strong association. Further sub-factors correlations showed significant results. It is proposed that school principals adopt servant leadership style as it would be more beneficial for them to ease and comfort the school employees that might improve the institutional performance.

Servant Leadership and Job Satisfaction and Organizational Commitment: Empirical Evidence from Surabaya Health Care Sector

Background: The concept of Servant Leadership has grown as a distinct management style with numerous applications in management research since its inception. It is likely one of the most successful styles for earnest management and for having a good attitude and concern for those around social organizations' well-being and quality of life. Quality human resources are essential to high commitment and satisfaction at work. Satisfy human resources who are committed will take care of the interests of the organization. Because of the practical nature of the problem among in the organization (Klinik Utama Usada Buana), Surabaya personnel, this research is expected to be conducted as an analytic study with a cross-sectional design. Methods: Therefore, data were collected using simple random sampling and then analyzed and interpreted to test the model. Result :The findings demonstrate that servant leadership styles can help people become more committed to their jobs and feel more satisfied. This model's practical and theoretical aspects have been discussed in the relevant sections of this article.

Characterizing and Modeling the Role of Servant Leadership Style on the Customer Lifetime Value

Traditional theories of leadership are based on the hierarchical model in which followers at lower levels as organizational members are required to comply with the commands no longer meet the needs and expectations due to dynamic changes in the business environment and consequently a new and progressive leadership model is necessary. The servant Leadership model is a form of leadership that is focusing on the relationship between leader and follower in terms of service provision, growth, development, and empowerment. On the other hand, the move toward a customer‐centric approach to marketing coincides with the emergence of a new paradigm and increased access to customer information, which has led to an enormous current interest in customer lifetime value (CLV) in both quantitative and qualitative approaches. This research aimed to investigate the role of servant leadership on customer lifetime value in the banking sector in the form of an innovative model. For this purpose, using a descriptive‐analytical method in a framework of the case study of a governmental commercial bank and also by using structural equation modeling, appropriate statistical analysis, and fitness indices the proposed research conceptual model was analyzed and explained. The results demonstrated the positive and significant influences of key variables including servant leadership and its six identified components on the customer lifetime value mainly through a structural model in the context of the banking sector. Empirical results showed that the proposed model was highly confirmed and can effectively discover and predict the effects of servant leadership on the customer lifetime value.

A critical evaluation of Thomas Isidore Noel Sankara’s servant leadership style of government in Burkina-Faso

Many authors have written and documented this illustrious and selfless son of the African continent, highlighting his unique kind of leadership different from the one that the African continent has ever experienced for a generation. His style of leadership for four years (1983–1987) as president of Burkina Faso eclipsed several African despots and corrupt leaders before and after Thomas Sankara. This article has three purposes as follows: first, to explore and celebrate the short-lived life of Thomas Sankara, and his legacies. Second, to critically evaluate his solid leadership characteristics and achievements relating it to the economy; Political, social, health, while serving as the President of Burkina Faso. Third, to highlight some of his shortcomings with the view that current and future leaders of African countries can learn from such shortcomings. This study is informed by the post-colonial theories of Ali Mazrui and Frantz Fanon. The author makes the following interesting findings. First, Sankara may have met his demise because of his country’s foreign policy (Non- Aligned), his relentless anti-imperialist campaign. The author acknowledges the solid achievements, made during Sankara’s brief term in office, are inspirational in the psyche of African men and women of his generation. If there is anything the author and many admirers and well-wishers of Sankara would like to see, is that his murderers are all brought to justice. More importantly, there are several lessons or styles of governance for African leaders both at home and in the diaspora to learn from this great man Thomas Sankara.