Exploration of servant leadership and volunteers' commitment in the nonprofit and voluntary sector in war zones

2020 ◽  
Vol 16 (4) ◽  
pp. 375-391
Author(s):  
Ammar Mejheirkouni
Keyword(s):  
Servant Leadership ◽  
Leadership Behavior ◽  
Positive Outcome ◽  
Voluntary Sector ◽  
Servant Leaders ◽  
Content Type ◽  
Qualitative Research Design ◽  
War Zones ◽  
Personal Ethics ◽  
Practical Implications

PurposeThe purpose of this study is to explore and understand the influence of servant leadership on volunteers' commitment working in the voluntary sector in war zones.Design/methodology/approachWith a qualitative research design, participants were 16 volunteers from a servant-leadership-led charity who took part in three focus groups.FindingsResults of the present study revealed that (1) the effectiveness of servant leadership in the war environment lies in creating hope, and (2) the overlap between personal ethics of servant leaders and flexible policies in addition to a set of attributes such as honesty; social awareness; listening; a sense of responsibility; emotion; altruism; patience; and leading without power represent the primary reasons that influence volunteers' commitment during war times.Research limitations/implicationsResearch data was conducted during the war on Syria, which has negative implications not only on the participants, but also on the way they responded to questions.Practical implicationsThis paper explores and attempts to understand the influence of servant leadership on volunteers' commitment working in the voluntary sector in war zones, which can shed light on the importance of servant leadership behavior in the voluntary sector during postwar and reconstruction periods.Originality/valueThe study offers data and interpretation regarding servant leadership and its positive outcome in war zones, which can be used as a foundation for future studies in war zones.

scholarly journals Servant leaders as underestimators: theoretical and practical implications

2017 ◽  
Vol 38 (2) ◽  
pp. 270-283 ◽  
Author(s):  
Milton Sousa ◽  
Dirk van Dierendonck
Keyword(s):  
Empirical Study ◽  
Servant Leadership ◽  
Polynomial Regression ◽  
The Self ◽  
Necessary Condition ◽  
Self Awareness ◽  
Servant Leaders ◽  
Main Hypothesis ◽  
Content Type ◽  
Practical Implications

Purpose The purpose of this paper is to provide a new interpretation of underestimation for the particular case of servant leadership, contending the ideas that underestimation is caused by lack of self-awareness or low self-esteem, and that self-other agreement is a necessary condition for self-awareness. Additional reflections are provided on the development of servant leadership in organizations. Design/methodology/approach A revision of the self-other agreement literature was done, with a focus on underestimation. The theoretical foundations of servant leadership were analysed. The main hypothesis was derived, including a set of supporting propositions. An empirical study was conducted based on a polynomial regression and 3D surface analysis, including 36 managers and 160 followers. Findings Underestimation was the strongest predictor of servant leadership effectiveness in generating psychological empowerment amongst followers. The theoretical revision provides arguments to support the claim that servant leaders underestimate themselves because of their humility and valuing of others. Practical implications With the increasing adoption of servant leadership, this study supports the need to develop specific processes for detecting, assessing, and developing servant leaders in organizations. Additional care is necessary on the interpretation of self-other ratings through 360-degree instruments in light of the leadership model being considered. Originality/value It is the first empirical study within the self-other leadership agreement that incorporates servant leadership. It provides an alternative explanation of underestimation for servant leaders. The paper also provides a reflection on the practical implications of underestimation for developing servant leadership in organizations.

How do I know I am valued?

2014 ◽  
Vol 26 (3/4) ◽  
pp. 188-201 ◽  
Author(s):  
Julia Claxton
Keyword(s):  
Servant Leadership ◽  
Employee Engagement ◽  
Three Dimensional ◽  
Content Type ◽  
Shared Purpose ◽  
Rich Data ◽  
Glaserian Grounded Theory ◽  
Authentic Pride ◽  
Depth Interviews ◽  
Practical Implications

Purpose – The purpose of this paper is to understand the phenomena of an employee “being valued” in the context of a manufacturing SME. Design/methodology/approach – A qualitative study using rich data from in-depth interviews following a classical (Glaserian) grounded theory. Findings – A three dimensional concept of authentic pride enablement, altruistically-orientated shared-purpose and servant leadership explained the reasons people felt valued. Research limitations/implications – The limitations were that this study was in one context Practical implications – The implications are that if organisations consider a servant leadership approach, enabling of authentic pride and fostering of altruistically-orientated shared-purpose, this may help employees feel valued. Social implications – This has implications for how organisations can show their employees that they are valued. Originality/value – “Being valued” is a concept/construct that is widely quoted as a driver for employee engagement and yet rarely unpacked.

Rebuilding Tourist destinations from Crisis: a comparative Study of Jammu and Kashmir and Assam, India

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Abdul Gani ◽  
Ramjit Singh
Keyword(s):  
Crisis Management ◽  
Jammu And Kashmir ◽  
Content Type ◽  
Tourist Destinations ◽  
Interview Method ◽  
Qualitative Research Design ◽  
Management Plans ◽  
Media Communications ◽  
Tourism Destinations ◽  
Practical Implications

Purpose This study aims to explore the preparedness and the recovery/rebuilding activities or strategies adopted by the respondents during the phases of natural disaster/crisis in Jammu and Kashmir and Assam, India. Design/methodology/approach The qualitative research design was chosen for the study. The interview method was adopted in the present research. The respondents were selected purposefully from the representatives of tourism organizations/destinations management organizations and emergency organizations, i.e. disaster management and hotels experienced by natural disasters, i.e. flood 2014 in Kashmir valley 2019 in Assam states of India. Findings Moderate level of preparedness among the tourism organizations, tourism businesses such as hotels leaves implications for them to enhance the disaster or crisis resilient community. The preparedness programs, efficient social media, communications strategies and development of tourist destinations-specific disaster-related crisis management plans were suggested to enhance disaster resilience. Originality/value The present study is widely contributing to the theory of the vital concepts of crisis management at tourism destinations. This study suggests the practical implications for and suggestions to the industry practitioners, government agencies and researchers to rebuild the tourist destinations from the disaster/crisis and enhance global resilience.

Creating the right climate: how servant leadership can drive employee creativity

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Servant Leadership ◽  
Case Studies ◽  
Design Methodology ◽  
Reading Time ◽  
Employee Creativity ◽  
Content Type ◽  
Study Find ◽  
Pertinent Information ◽  
The Right ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings The authors of the study find that servant leadership encourages employee creativity by supporting the development of a climate of creativity, which sets the right conditions for employees to engage in creative behaviors. Originality/value The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Manufacturing capabilities and performance improvement

2019 ◽  
Vol 35 (5) ◽  
pp. 25-27
Keyword(s):  
Positive Outcome ◽  
Operating Environment ◽  
Content Type ◽  
Competitive Capabilities ◽  
Market Requirements ◽  
Pertinent Information ◽  
Overall Performance ◽  
Potential Impact ◽  
And Performance ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds his/her own impartial comments and places the articles in context. Findings Aligning key competitive capabilities with market requirements offers organizations scope to improve productivity and overall performance. Any positive outcome can be further enhanced when appropriate focus is placed on capabilities that have the greatest relevance and potential impact within the firm’s specific operating environment. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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

2018 ◽  
Vol 7 (4.15) ◽  
pp. 530
Author(s):  
Noor Ahmed Brohi ◽  
Amer Hamzah Jantan ◽  
Sultan Adal Mehmood ◽  
Mansoor Ahmed Khuhro ◽  
Muhammad Saood Aktar ◽  
...  
Keyword(s):  
Servant Leadership ◽  
Leadership Style ◽  
Turnover Intention ◽  
Leadership Behavior ◽  
Psychological Safety ◽  
Servant Leaders ◽  
Safe Place ◽  
Positive Behaviors ◽  
Robert Greenleaf ◽  
Conceptual Study

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

scholarly journals “Help goes around in a circle”: young unaccompanied refugees’ engagement in interpersonal relationships and its significance for resilience

2019 ◽  
Vol 15 (4) ◽  
pp. 249-261
Author(s):  
Kristina Johansen ◽  
Ingunn Studsrød
Keyword(s):  
Interpersonal Relationships ◽  
Design Methodology ◽  
Participant Observation ◽  
Well Being ◽  
Mutual Support ◽  
Design Data ◽  
Content Type ◽  
Qualitative Research Design ◽  
Concern For Others ◽  
Practical Implications

Purpose The purpose of this paper is to address how young unaccompanied refugees in Norway actively engage in interpersonal relationships. It explores the significance of these relationships in doing well following adversity, according to the young people’s own perspectives. Design/methodology/approach This study is based on a qualitative research design. Data were derived through a combination of participant observation, interviews and research workshops inspired by participatory methods. In total, 12 young unaccompanied refugees, aged 15–20, residing in Norway, participated in the study. Findings Participants described actively searching for help and support in order to do well. In addition, they showed concern for others and often described an explicit intention of helping. They engaged in relationships of mutual support and helped others through acts of kindness or social involvement. Nevertheless, the relationships were not only a source of happiness, safety and well-being, but also of pain and worry. Practical implications Social workers who want to strengthen the resilience of young unaccompanied refugees should consider and build on the young people’s capacity for involvement and mutual support. Originality/value This study offers a unique analysis of young unaccompanied refugees’ engagement in relationships and the significance of these relationships in doing well following adversity.

scholarly journals Leadership beyond Narcissism: On the Role of Compassionate Love as Individual Antecedent of Servant Leadership

2020 ◽  
Vol 10 (2) ◽  
pp. 20 ◽  
Author(s):  
Tim Brouns ◽  
Kai Externbrink ◽  
Pablo Salvador Blesa Aledo
Keyword(s):  
Servant Leadership ◽  
Leadership Behavior ◽  
Positive Association ◽  
Work Behavior ◽  
Leader Effectiveness ◽  
Future Research ◽  
Leader Emergence ◽  
Compassionate Love ◽  
Practical Implications

While we already know a lot about the outcomes and boundary conditions of servant leadership, there is still a need for research on its antecedents. Building on the theory of purposeful work behavior and further theorizing by van Dierendonck and Patterson (2015), we examine if leaders’ propensity for compassionate love will evoke servant leadership behavior. At the same time, we contrast compassionate love to leaders’ narcissism as psychological counterpart to compassionate love, because narcissism is not associated with leader effectiveness, but with leader emergence instead. We collected data from 170 leader-follower-dyads in a field study in Germany, while measuring leaders’ compassionate love and narcissism, and followers’ perceptions of servant leadership. We found a positive association between leaders’ compassionate love and servant leadership behavior, while narcissism was negatively associated with servant leadership. Theoretical and practical implications, as well as pathways for future research are discussed.

Ageism: a study of demographic diversity in Brazil

2012 ◽  
Vol 10 (3) ◽  
pp. 187-207 ◽  
Author(s):  
Anselmo Ferreira Vasconcelos
Keyword(s):  
Older Workers ◽  
Future Research ◽  
Published Data ◽  
Human Beings ◽  
Demographic Diversity ◽  
Age Bias ◽  
Content Type ◽  
Qualitative Research Design ◽  
Practical Implications ◽  
Bias And Discrimination

PurposeThe purpose of this paper is to examine the demographic diversity of the so‐called 100 best companies to work for in Brazil and probe whether they exhibit any age bias and discrimination and, if so, in what degree it occurs.Design/methodology/approachDrawing predominantly on Great Place to Work® Institute Brazil lists, the author develops, through a historical research method, the analysis of the published data of those organizations over the decade between 1998 and 2008.FindingsThe results show that older workers were being sidelined by top‐tier organizations in Brazil. Further, the findings suggest that just some worker groups were being benefited by the 100 best organizations to work for; at the same time, it seemed that they are not interested in other ones.Research limitations/implicationsAlthough some triangulations were done with the Minister of Labor statistics, this investigation it is not completely exempt of bias. In light of this possibility, future research should focus on those organizations that show an undeniable age bias in their workforce demographic diversity composition.Practical implicationsThe paper argues that behind the ageism concept lies an inadequate appreciation for some human beings. As a result, organizations that are concerned with better corporate reputation and images should hunker down to eliminate the signals of ageism and the lack of demographic diversity within their workforces.Originality/valueThis paper shows the results of a qualitative research design focused on Brazilian corporate settings reality. It examines the demographic diversity of the 100 best companies to work for in that country and identifies, in which degree, age bias and discrimination were found inside them, specifically over the period between 1998 and 2008.

Seeking and measuring the essential behaviors of servant leadership

2015 ◽  
Vol 36 (4) ◽  
pp. 413-434 ◽  
Author(s):  
Bruce Winston ◽  
Dail Fields
Keyword(s):  
Leadership Development ◽  
Servant Leadership ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Leader Effectiveness ◽  
Measurement Tool ◽  
Servant Leaders ◽  
Leader Behaviors ◽  
Content Type ◽  
Four Dimensions

Purpose – The purpose of this paper is to clarify the nature of how servant leadership is established and transmitted among members of an organization. The second goal was to identify and evaluate the unique actions by a leader essential to establishing servant leadership. The authors’ efforts resulted in identification and validation of ten leader behaviors that seem to be essential to servant leadership. Design/methodology/approach – The authors’ methodology consisted of two stages. In the first stage, The authors developed an item pool of 116 items drawn from previously developed operationalizations of servant leadership. The authors then engaged a panel of 23 researchers attending a conference focused exclusively on the study of servant leadership to evaluate the. Each participant was asked to independently rate each item using a four-point scale where 1=not useful in describing servant leaders and 4=contributes greatly to describing servant leaders. The authors retained only the most highly rated items. This resulted in retention of 22 leader behaviors for further analysis. In the second stage, the authors developed a questionnaire including these items as well as items measuring transformational leadership behaviors, transactional leader behaviors, servant leadership as measured by the instrument developed by Liden et al. (2008), and a measure of leadership effectiveness developed and used by Ehrhart and Klein (2001). The questionnaire was placed in internet-based survey software and the link provided to students and faculty at a private mid-Atlantic university and to university alumni and colleagues in a variety of organizations. Each respondent was asked to describe a leader he/she had worked for in the past five years and included specification of the job role for both the respondent and the leader. Findings – The ten-item scale accounts for 75 percent of the variance with a scale reliability α=0.96. Convergent validity was determined through comparison to Liden et al. (2008) measure of servant leadership. Discriminant validity was established through confirmatory analysis of leader effectiveness, transformational leadership’s four dimensions, a measure of transactional leadership, and an alternative multi-dimensional measure of servant leadership. Originality/value – This paper clarifies and provides a measure of the essential behaviors of servant leaders. This provides a useful measurement tool for leadership development.

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