Servant Leadership Research Articles

Integrating Servant Leadership into the Fabric of NAPCRG.

Integrating Servant Leadership into the Fabric of NAPCRG.

Rural healthcare workforce preparation, response, and work during the COVID-19 pandemic in Australia: Lessons learned from in-depth interviews with rural health service leaders

BackgroundLow population density, geographic spread, limited infrastructure and higher costs are unique challenges in the delivery of healthcare in rural areas. During the COVID-19 pandemic, emergency powers adopted globally to slow the spread of transmission of the virus included population-wide lockdowns and restrictions upon movement, testing, contact tracing and vaccination programs. The aim of this research was to document the experiences of rural health service leaders as they prepared for the emergency pandemic response, and to derive from this the lessons learned for workforce preparedness to inform recommendations for future policy and emergency planning. Methodology and methodsInterviews were conducted with leaders from two rural public health services in Australia, one small (500 staff) and one large (3000 staff). Data were inductively coded and analysed thematically. ParticipantsThirty-three participants included health service leaders in executive, clinical, and administrative roles. FindingsSix major themes were identified: Working towards a common goal, Delivery of care, Education and training, Organizational governance and leadership, Personal and psychological impacts, and Working with the Local Community. Findings informed the development of a applied framework. ConclusionThe study findings emphasise the critical importance of leadership, teamwork and community engagement in preparing the emergency pandemic response in rural areas. Informed by this research, recommendations were made to guide future rural pandemic emergency responses or health crises around the world.

DAMPAK PENERAPAN SERVANT LEADERSHIP DI INSTITUSI PENDIDIKAN TINGGI: SEBUAH TINJAUAN LITERATUR

This literature review examines the impact of servant leadership implementation in higher education institutions. Through a synthesis of existing research, it identifies the benefits, challenges, and outcomes associated with servant leadership practices in academia. The review highlights how servant leadership fosters collaboration, empowerment, and trust among faculty, staff, and students, leading to improved communication, engagement, motivation, and community within institutions. It also underscores the positive correlation between servant leadership behaviors and employee engagement, job satisfaction, and organizational commitment. Additionally, the review emphasizes the impact of servant leadership on student learning outcomes, including academic achievement, engagement, retention, and satisfaction. Scholars are increasingly focusing on developing servant leadership competencies among academic administrators and faculty and conducting longitudinal studies to assess long-term effects and best practices. Overall, the findings underscore the significant impact of servant leadership on higher education quality and organizational success, emphasizing the need to integrate servant leadership principles into leadership practices within higher education institutions. Further research in this area can provide deeper insights into effective servant leadership practices and their practical implications in higher education.

Effect of Workplace Spirituality and Servant Leadership on Service Quality in Higher Education: A Mediation Model of Job Satisfaction

Purpose: This study aimed to assess the impact of workplace spirituality and servant leadership on service quality in higher education. Design/methodology/approach: This was done by examining the function of job satisfaction as a mediator in this relationship. The study was carried out in a tertiary educational institution in Bali, Indonesia, and the data was analysed using PLS-based SEM (Structural Equation Model). Findings: The study findings indicate that (1) workplace spirituality and servant leadership in higher education have an impact on job satisfaction, (2) workplace spirituality and servant leadership do not have a direct effect on service quality in higher education, and (3) job satisfaction acts as a mediator between workplace spirituality, servant leadership, and service quality in higher education. Research limitations/implications: Research was carried out using scientific procedures and methods, but in its implementation, some limitations provide room for improvement in the future. Other variables that are decisive to service quality in education should be involved in future studies. Originality/value: Based on the findings, this study introduces a novel paradigm offering theoretical and practical advancements in ensuring quality of service in higher education. Additionally, it suggests fostering spirituality in the workplace and adopting servant leadership to guarantee lecturers' contentment to enhance the quality of service in higher education.

Does Servant Leadership Induce Organizational Commitment Through Job Satisfaction? Evidence from the Telecom Sector

This research aims at explaining if the job satisfaction mediates relationship between servant leadership dimensions and organizational commitment dimensions. A set of three separate questionnaires were developed. Furthermore, respondents were selected using judgmental sampling and 450 sets of instruments were distributed among people working for the telecom sector in three waves, each wave being apart from the other with a time lag of one month. However, not all the respondents filled the set of three instruments, consequently, 397 useable sets were used as the final sample. Upon collecting the data, data were analyzed by employing three separate structural equation models. Results indicate job satisfaction partially mediates servant leadership and organizational commitment dimensions with exception of only two cases; persuasive mapping and normative commitment where mediation is full in nature, and wisdom and continuance commitment where no mediation is found. After analyzing the results, it is recommended that telecom sector must understand the importance of leadership and its importance in enhancing organizational commitment among employees. It is further recommended that future researchers should conduct similar studies in other industries as well.

Does Innovative Work Behavior Matter for Performance? Green Talent Management and Green Servant Leadership in the Healthcare Industry

This study aims to analyze the influence of green talent management and green servant leadership on employee performance while also considering the mediating role of innovative work behavior and the moderating role of green servant leadership in the relationship between green talent management and innovative work behavior. It was carried out in the context of employees in the health industry in Bandung. This study utilized a quantitative approach with a causal explanation to test the hypotheses. The respondents were employees who worked in private hospitals in Bandung, with 190 sample sizes selected using purposive sampling. The data were collected and processed using structural equation modeling with the help of Smart PLS software. The results revealed that green talent management and green servant leadership influenced employees’ innovative work behavior, leading to job performance. Moreover, green servant leadership could also strengthen the influence of green talent management on innovative work behavior. This study contributes to the understanding of the concept of environmentally-friendly business through innovative work behavior so it can improve work performance by adopting green practices, thereby reducing the damage caused by the organization. Furthermore, organizations must also consider that environmentally-friendly business practices are a concern and that a strong sensitivity must be instilled.

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.

INDIVIDUAL WORK PERFORMANCE OF MILLENNIAL EMPLOYEES IN TERMS OF SERVANT LEADERSHIP PERCEPTION

<p>This research investigates how servant leadership impacts the job performance of millennial staff members at UKRIDA Hospital directly. Additionally, it delves into the traits of servant leadership exhibited by leaders and evaluates the job performance of millennial employees at UKRIDA Hospital.<strong> </strong>A sample using purposive sampling technic from 174 millennial employees at UKRIDA Hospital was collected. Established measurement tools, including the Servant Leadership Questionnaire (SLQ) and Individual Work Performance Questionnaire (IWPQ), were employed. The characteristics of the participants were analyzed using Statistical Package for Social Science (SPSS). Hypotheses were tested using Partial Least Squares Structural Equation Modeling (PLS-SEM). Servant leadership significantly and positively impacts the individual work performance of millennial employees in the hospital setting. Hospitals should cultivate an environment that embraces all facets of servant leadership to enhance the job performance of millennial employees.</p>

EXPLORING LEADERSHIP STYLES THAT INFLUENCE PROACTIVE WORK BEHAVIOR

Employees proactive work behavior is essential in today's dynamic work environment. Leadership strongly influences the proactive work behavior of employees. The purpose of this systematic literature review is to investigate leadership styles that may influence employees' proactive work behavior. The methodology employed stringent inclusion and exclusion criteria to explore relevant journal articles within the Google Scholar database. The review showed that leadership styles such as servant leadership, inclusive leadership, empowering leadership, spiritual leadership, authentic leadership, entrepreneurial leadership, humble leadership, shared leadership, transformational leadership, paradoxical leadership, visionary leadership, authentic leadership, distributed leadership, and ethical leadership strongly influence proactive work behavior. These leadership styles motivate employees to take initiative, seek opportunities, and engage in other proactive work behaviors. Theory explains the influence of leadership on proactive work behavior. These results also have real consequences for organizations in terms of building leadership training programs that enable employees to be more proactive. We recommend conducting additional research on the moderating and mediating effects on the relationship between leadership and proactive work behavior.

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.

Unravelling the Interplay of Servant Leadership, Cognitive Trust, and Employee Wellbeing: A Cae of An Emerging Economy

This study examines the relationship between servant leadership, cognitive-based trust, and employee wellbeing in Pakistan's healthcare sector. Grounded in existing research, our study explains the theoretical underpinnings of servant leadership, cognitive-based trust, and employee wellbeing. Servant leadership prioritizes followers' needs, fostering positive outcomes such as organizational citizenship behavior and job engagement. Cognitive-based trust, rooted in transparent communication and shared values, is fundamental to healthy leader-follower relationships and organizational commitment. Employee wellbeing, encompassing physical and psychological dimensions, is crucial for organizational success. In Pakistan's healthcare sector, marked by its complexity and the need for positive work environments, this study investigates how servant leadership and cognitive-based trust impact employee wellbeing. Four hypotheses are formulated: (1) Servant leadership positively correlates with overall employee wellbeing, (2) Servant leadership positively influences cognitive-based trust development, (3) Higher levels of cognitive-based trust correlate with enhanced wellbeing, and (4) Servant leadership's positive influence on wellbeing is mediated by cognitive-based trust. Through empirical testing, this research aims to deepen understanding of leadership, trust, and wellbeing dynamics in healthcare, providing insights for organizational practices. By elucidating these relationships, the study seeks to contribute to the creation of flourishing and sustainable workplaces in Pakistan's healthcare sector.

Pengaruh Servant Leadership, Motivasi dan Kepuasan terhadap Loyalitas Kerja Karyawan pada Plataran Canggu Bali Resort & Spa

In a hotel accommodation, there are employees who work to serve and provide information to guests, able to achieve success and determine the development of the company. Each employee has their own Job Loyalty and to increase Work Loyalty. The aim of this study was to determine the effect of Servant Leadership on motivation, and Job Satisfaction on Job Loyalty at Plataran Canggu Bali Resort & Spa with a population of 60 employees. Data analysis was performed by using the regression test. The research results showed 1) servant leadership has a significant positive effect on employee loyalty, with a t-count value of 24.248 > t-table value of 1.67 and a significance of 0.000 <0.05. 2) motivation has a significant positive effect on customer satisfaction, with a t-count value of 12.758 > t-table value of 1.67 and a significance of 0.000 <0.05. 3) satisfaction has a significant positive effect on work loyalty, with a t-count value of 13.114 > t-table value of 1.67 and a significance of 0.000 <0.05. 4) simultaneously servant leadership, motivation and satisfaction have a significant effect on employee loyalty at Plataran Canggu Bali Resort & Spa, with an f-count value of 349.770 > f-table value of 2.77 and a significance of 0.000 <0.05. Based on these results it can be concluded that servant leadership, motivation and satisfaction partially and simultaneously affect employee loyalty at Plataran Canggu Bali Resort & Spa with a contribution of 94.7%.

How and when CEO servant leaders fuel firm innovation: the role of social capital and knowledge absorptive capacity

Firm innovation is a characteristic of firms with a robust entrepreneurial orientation that wish to have a strong competitive position in their sector. Drawing on the theories of servant leadership and upper echelons, this study aims to highlight the mechanisms through which CEO servant leadership enhances firm innovation. This paper examines (1) knowledge absorptive capacity as a mediator in the CEO servant leadership–firm innovation relationship, and (2) the moderating role of social capital (internal and external) in this relationship. Original data from 176 large and medium-sized hotels in the Canary and Balearic Islands (Spain) were used to test the hypotheses, and a partial least squares (PLS) analysis using Smart PLS 4 revealed that CEO servant leadership was positive for firm innovation, which was, in turn, mediated by firm knowledge absorptive capacity. Furthermore, the relationship between CEO servant leadership and firm knowledge absorptive capacity was found to grow stronger as internal social capital increased, while external social capital strengthened the positive link between firm knowledge absorptive capacity and firm innovation. New light is therefore shed on how and when CEO servant leadership is most effective in fostering firm innovation. Additionally, our firm-level findings contribute to the servant leadership literature, which is dominated by individual and group-level research, and expand the mounting evidence for the positive impact of CEO servant leadership on firm-level outcomes.

Rural-Based Primary School Teachers’ Inculcated Servant Leadership Skills and their Enhanced Capacity of Addressing Rural Education Challenges through Edu-Heroes Initiative in Tanzania

ABSTRACT This article reports the findings of a qualitative tracer study that was conducted for teachers in 13 rural-based primary schools in Tanzania. These teachers had benefited from a leadership training dubbed “Edu-heroes Initiative.” The project had been designed to enhance rural primary school teachers’ capacity to address rural education challenges through servant leadership. The tracing aimed to document their improvements evident in the actions they took in their respective rural schools, which were considered as primary units of analysis. The initiative had six phases – planning for training, participants’ selection, initial face-to-face training, participants’ deployment, and online post-trainings for a year, continuous data collection, and data analysis and report writing. Through thematic analysis, the tracer results show that the leadership trainings offered the necessary servant leadership skills to rural-based primary school teachers, who demonstrated enhanced capacity in finding local solutions to rural education challenges soon after their deployment. They engaged and created constructive connections with their students and other stakeholders in the pursuit of lasting solutions to the problems facing rural education. The article, therefore, recommends for scaling up of such continuous professional development to empower all rural-based teachers, with their innovative ideas deserving special attention and support from educational leaders and local communities for relevant and sustainable schools’ improvement

Servant Leadership in the Service Sector: Linkages with Employee Motivation and Retention

Servant Leadership in the Service Sector: Linkages with Employee Motivation and Retention

Leadership education: a content analysis of postgraduate leadership education programs for health and human service leaders in Australian universities

PurposeA systematic investigation of postgraduate leadership programs for health and/or human services offered by Australian higher education institutions was undertaken.Design/methodology/approachQuantitative analysis identified the core characteristics of the programs. A thematic analysis of the course learning outcomes was conducted and six major themes of disciplinary leadership and management knowledge; research and analytical skills; professional practice; communication and collaboration; creativity and innovation; and system knowledge are shared in this study.FindingsThe authors conclude that Australian universities have taken an evidence-based approach to leadership education.Originality/valueMore work might need to be undertaken to ensure leadership theories are incorporated into learning outcomes.

POLICE’S PSYCHO-SOCIAL PROFILE IN COLOMBIAN ACTUAL SCENES: A PERSPECTIVE FROM THE CITIZENRY/POPULATION. CASE: JURISDICTION OF PUENTE ARANDA, BOGOTÁ

Objective: The objective of this article is to analyze the Psychosocial Profile (PP) of police officers from a citizen perspective. Theoretical Framework: The PP is a tool to reveal the service that is provided daily according to effective, respectful, adaptable, communicative and assertive actions, continuous learning and leadership, among other causal competencies, which ratify an effective service that responds to the institutional mission. Method: The esearch is qualitative and quantitative, exploratory and descriptive, structured with a phenomenological design, which is based on the identification of characteristics of the PP, based on six competencies: personal, interpersonal, cognitive, institutional, community and physical. To obtain the information for the research, a population focus conformed of the inhabitants of the Town of Puente Aranda and a random sample of 384 people, was studied and interviewed. Results and Discussion: The characteristics of the PP constitute the concordance between direct and linear associations according to the categories: psychosocial profile, commitment, vocation, behavioral criteria and the profile of the leadership of the police service in relation to the citizen and the fulfillment of the institutional mission. Research Implications: This is evidenced according to the multiple correspondence analyses between the singular competencies and the community’s socio-demographic variables according to the provision of the police service. Originality/Value: The importance of optimizing the psychosocial profile of the police officer is established based on their contextualized and active social interaction, taking into account personal, interpersonal, cognitive, physical, institutional, leadership and teamwork skills to fulfill their service mission. to the citizens.

The Influence of Servant Leadership on Internal Career Success: An Examination of Psychological Climates and Career Progression Expectations

Servant leadership's positive effects on employee attitudes and motivations are well-documented. However, it remains unclear how and whether the employee beneficiaries of servant leadership choose to remain and thrive with their current employer. Would employees remain with employers and advance within their organizations after exposure to servant leadership, or is it possible that the advantages gained make them more inclined to explore better opportunities elsewhere? We examine this question from a social learning perspective by investigating the process through which an employee's experience of servant leadership behaviors influences their voluntary turnover and promotion attainment. We propose a serially mediated model in which an employee's perception of servant leadership increases promotion attainment while reducing voluntary turnover via perceptions of two psychological climates (caring and instrumental) and subsequent changes in employee career progression expectations. These predictions were tested in a 4-wave field study in which objective measures of turnover and employee promotions were tracked throughout a 12-month period. The results reveal support for the hypothesized serial mediation model. We discuss the theoretical and practical implications of this research and outline directions for future research.

School principals’ job crafting profiles and their differences during the prolonged COVID-19 pandemic

PurposeThe purpose of this study was to explore school principals’ job crafting profiles during the prolonged COVID-19 crisis in 2021, and investigate profile differences regarding principals’ own perceived servant leadership, stress and work meaningfulness.Design/methodology/approachUsing latent profile analysis (LPA), two job crafting profiles were identified: (1) active crafters (55%) and (2) average crafters (45%). By auxiliary measurement-error-weighted-method (BCH), we examined whether and how job crafting profiles differed in terms of servant leadership, stress and work meaningfulness.FindingsActive crafters reported higher than the overall mean level of approach-oriented job crafting (increasing job resources and demands), whereas average crafters reported an overall mean level of approach-oriented job crafting. Avoidance-oriented job crafting by decreasing hindering job demands did not differentiate the two profiles. Active crafters reported significantly higher servant leadership behavior, stress and work meaningfulness than average crafters.Originality/valueStudy findings provide new knowledge and reflect the implications that the unprecedented pandemic had for education. This study contributes to the existing literature within the scholarship of job crafting through empirical research during the prolonged COVID-19 pandemic. For practitioners, these study findings reflect contextual constraints, organizational processes and culture, and leadership in workplaces.

The Impacts of the Servant Leadership on the Innovative Work Behaviors: Looking at the Role of Public Service Motivation and Employee Engagement

The Impacts of the Servant Leadership on the Innovative Work Behaviors: Looking at the Role of Public Service Motivation and Employee Engagement