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

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Amjad Iqbal ◽  
Iftikhar Ahmad ◽  
Khawaja Fawad Latif
Keyword(s):  
Public Sector ◽  
Servant Leadership ◽  
Self Efficacy ◽  
Deviant Behaviour ◽  
Content Type ◽  
Mediating Role ◽  
Public Sector Organizations ◽  
The Relationship ◽  
Trust In Leader

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

The dimensional linkage between public service motivation and innovative behavior in public sector institutions; the mediating role of psychological empowerment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Asim Rafique ◽  
Yumei Hou ◽  
Muhammad Adnan Zahid Chudhery ◽  
Nida Gull ◽  
Syed Jameel Ahmed
Keyword(s):  
Public Sector ◽  
Public Service ◽  
Psychological Empowerment ◽  
Public Service Motivation ◽  
Innovative Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Relationship Of ◽  
The Relationship

PurposeInnovations are imperative for organizational growth and sustainability. This study focuses on the employees' innovative behavior, a source of organizational innovations, which has received substantial attention from the researchers. Based on the psychological empowerment theory, the study exposes the effect of the various dimensions of public service motivation (PSM) on employees' innovative behavior (IB) in public sector institutions especially in the context of developing countries such as Pakistan. Moreover, the study also investigates the mediating role of psychological empowerment (PSE) between the dimensions of PSM and IB.Design/methodology/approachThis study used the cross-sectional research design. By using random sampling, the adapted survey questionnaires were used to collect data from 346 faculty members of public sector universities located in provincial capitals of Pakistan. A partial least square–structural equation modeling (PLS-SEM) tool was used to assess the proposed hypotheses through SMART-PLS software.FindingsResults revealed that attraction to policymaking (APM), compassion (COM), self-sacrifice (SS) have a significant impact on employees' PSE and their innovative behavior, while the relationship of commitment to the public interest (CPI) with PSE and IB was found insignificant. Moreover, PSE partially mediated the relationship between PSM dimensions and employees' IB.Originality/valueThere was a scarcity of research on IB especially in public sector institutions such as academia. This study theoretically contributed to the literature by providing a refined picture in assessing the proposed relationship of the constructs. This is also one of the original studies that examine the relationship between the dimensions of PSM and IB.

Organizational identification and employees’ innovative behavior: the mediating role of work engagement and the moderating role of creative self-efficacy

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Guangning Zhang ◽  
Yingmei Wang
Keyword(s):  
Work Engagement ◽  
Organizational Identification ◽  
Self Efficacy ◽  
Innovative Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Creative Self ◽  
The Relationship ◽  
Moderating Role

Purpose This study aims to investigate the effect of organizational identification to employees’ innovative behavior, the mediating role of work engagement and the moderating role of creative self-efficacy in the relationship between organizational identification and employees’ innovative behavior. Design/methodology/approach This study adopted questionnaires to gather data. The sample of 289 employees working in diverse organizations in China was applied to examine the hypotheses. Findings The results indicates that organizational identification is positively related to employees’ innovative behavior and work engagement mediates the relationship between organizational identification and employees’ innovative behavior. In addition, creative self-efficacy enhances the relationship of work engagement and employees’ innovative behavior. Originality/value This study builds a system from psychological aspect to behavior, which includes the effect of individual cognition to explain the mechanism of organizational identification on employees’ innovative behavior.

The interplay of personal values, relational mobile usage and organizational citizenship behavior

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bilal Ahmad ◽  
Sajid Iqbal ◽  
Mahnoor Hai ◽  
Shahid Latif
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Personal Values ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship ◽  
Academic Self Efficacy

Purpose This paper aims to examine the mediating role of relational mobile usage on the relationship between personal values (individualism, collectivism and academic self-efficacy) and organizational citizenship behavior (OCB) among the faculty members of higher education/degree-awarding institutes (DAIs) in Pakistan. The paper also examines the moderating role of gender on the relationship between relational mobile usage and OCB. Design/methodology/approach Cross-sectional data from 217 faculty members of higher education/DAIs in Pakistan were collected through an online questionnaire. Structural equation modeling technique using SmartPLS was used to assess the measurement and structural model. Statistical Package for the Social Sciences (SPSS) version 21 was used for data normality analysis, missing value analysis and variable calculation. Response and non-response bias were also examined. Findings The findings confirmed that individualism was not significantly related to relational mobile usage; however, collectivism and academic self-efficacy were significantly related to relational mobile usage. The relationship of relational mobile usage and OCB was also significant. The mediating role of relational mobile usage on the relationship between individualism and OCB was not significant; however, the mediating role of relational mobile usage between collectivism and OCB, and academic self-efficacy and OCB was significant. The moderating role of gender on the relationship between relational mobile usage and OCB was also significant. Practical implications DAIs’ administration should strive to encourage individuals to value group priorities over the individualistic interests. Valuing group interest over the individualistic interest would promote the usage of mobile technology for relational purpose. This relational perspective of mobile usage will ultimately develop OCB among individuals. Also, academic self-efficacy through relational mobile usage can lead to OCB; therefore, another important policy implication for the administration of DAIs is to develop academic self-efficacy among the stakeholders of the institutions. Originality/value Although OCB has become a theoretically mature concept, the framework proposed for this study has rarely been discussed in previous scholarships, particularly from the perspective of relational mobile usage. Arguably, this study is the first in testing the mediating role of relational mobile usage between the personal values and OCB within the context of academia in Pakistan.

My meaning is my engagement: exploring the mediating role of meaning between servant leadership and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Mumtaz Khan ◽  
Muhammad Shujaat Mubarik ◽  
Syed Saad Ahmed ◽  
Tahir Islam ◽  
Essa Khan ◽  
...  
Keyword(s):  
Servant Leadership ◽  
Work Engagement ◽  
Structural Equation ◽  
Service Sector ◽  
Survey Design ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

PurposeThe purpose of the study is to ascertain the mediating role of meaning between servant leadership and work engagement. The study also explores the relationship between servant leadership and work engagement.Design/methodology/approachThe data were collected from 704 service sector employees working in Pakistan through survey design. The data analysis was done through structural equation modeling using PLS-Smart and hierarchical regression using SPSS.FindingsThe results revealed that servant leadership was related to meaning and work engagement. Moreover, meaning was found to be related to work engagement. Finally, meaning was found to mediate the relationship between servant leadership and work engagement.Originality/valueThe research has ascertained the previously unexplored mediating role of meaning between servant leadership and work engagement.

Change management through leadership: the mediating role of organizational culture

2017 ◽  
Vol 25 (4) ◽  
pp. 723-739 ◽  
Author(s):  
Abdulla Ahmed Al-Ali ◽  
Sanjay Kumar Singh ◽  
Moza Al-Nahyan ◽  
Amrik Singh Sohal
Keyword(s):  
Organizational Culture ◽  
Public Sector ◽  
Change Management ◽  
Planned Change ◽  
Service Organizations ◽  
Content Type ◽  
Mediating Role ◽  
Public Sector Organizations ◽  
Public Sector Service

Purpose This paper aims to examine the influence of change leadership on organizational culture and change management practices in public-sector firms in the United Arab Emirates (UAE). It also examines the mediating role of organizational culture on the interactions between leadership and change management programmes in the organization. Design/methodology/approach An empirical test of the hypotheses using confirmatory factor analysis and structural equation modelling were applied to data collected from 210 middle-management respondents of public-sector organizations in the UAE. Findings The findings suggest that change-oriented leadership has a positive and significant direct effect on planned change (ß = 0.20, p < 0.01) and a positive and significant but indirect effect on planned change (ß = 0.279, p < 0.01) and emergent change (ß = 0.262, p < 0.01) change. Furthermore, hierarchical culture was found to positively and significantly impact directly on both planned (ß = 0.480, p < 0.001) and emergent (ß = 0.245, p < 0.01) change management in the UAE public-sector service organizations. Practical implications Based on the study’s findings, the role of the hierarchical culture in effecting change in the UAE public-sector organizations provides new and significant insights into the research literature on organizational culture as regards change management issues and the challenges facing these organizations. Originality/value The study makes a significant original contribution toward knowledge on the management of organizational change in UAE public-sector service organizations. It has practical implications for managers and leaders confronting organizational change management in the UAE.

The influence of servant leadership, trust in leader and thriving on employee creativity

2017 ◽  
Vol 38 (1) ◽  
pp. 2-21 ◽  
Author(s):  
Neeraj Kumar Jaiswal ◽  
Rajib Lochan Dhar
Keyword(s):  
Servant Leadership ◽  
Servant Leaders ◽  
Employee Creativity ◽  
Content Type ◽  
Creative Behavior ◽  
Mediating Role ◽  
Proposed Model ◽  
Trust In Leaders ◽  
Trust In Leader

Purpose The purpose of this paper is to investigate how servant leadership, trust in leader and thriving drive employee creativity. Design/methodology/approach Using a dyadic sample of 48 teams (each team comprising a supervisor and the subordinates under him), the authors investigated the role of servant leadership in predicting employee creativity, the mediating role of trust in leader and interactive role of thriving therein. Findings Findings of the study revealed that servant leaders instilled trust within followers, which acted as a mediator in predicting creativity. Further, thriving was found to act as a moderator that influenced the relationship between trust in leader and employee creativity. Findings also indicated that thriving employees exhibited a greater degree of creative behavior when they trusted their leader. Research limitations/implications Based on these findings, the study draws the attention of managers toward the role of servant leadership, trust in leaders and thriving in promoting employee creativity. Originality/value This is one of the first studies to integrate servant leadership, trust in leader, thriving and creative behavior into a single theoretical model. The study further provides evidence to validate the proposed model in context of predicting employee creativity.

How and when servant leadership enhances life satisfaction

2018 ◽  
Vol 47 (5) ◽  
pp. 1077-1093 ◽  
Author(s):  
Yanping Li ◽  
Diwan Li ◽  
Yidong Tu ◽  
Jie Liu
Keyword(s):  
Life Satisfaction ◽  
Servant Leadership ◽  
Leadership Style ◽  
Self Efficacy ◽  
Hierarchical Regression ◽  
Content Type ◽  
Mediating Role ◽  
Time Lagged ◽  
The Relationship ◽  
General Self Efficacy

Purpose The purpose of this paper is to investigate the relationship between servant leadership and life satisfaction through the mediating role of workplace positive affect (WPA), and the moderating roles of collectivistic orientation and general self-efficacy. Design/methodology/approach Using a sample of 304 employees in a two-wave survey, the hypotheses were demonstrated with hierarchical regression analyses. Findings The results revealed that servant leadership was positively related to employee life satisfaction, and WPA served as a mediator between them. Moreover, collectivistic orientation and general self-efficacy moderated the relationship between servant leadership and WPA, and the indirect effect of servant leadership on life satisfaction via WPA. Research limitations/implications The time-lagged research design of this study may limit the ability to draw causal conclusions. Moreover, as this research was conducted in a Chinese context, the question of the generalizability of our findings calls for more attention. Practical implications Leaders are encouraged to adopt the servant leadership style to facilitate employee life satisfaction and organizations should select and recruit managers with servant leadership qualities. Furthermore, because employees’ collectivistic orientation and general self-efficacy moderate the effects of servant leadership on followers’ outcomes, managers need to take individual differences into consideration when they implement managerial strategy. Originality/value This research contributed to a burgeoning stream of servant leadership literature by investigating the functions of servant leadership in promoting life satisfaction, and exploring the affective mechanism linking servant leadership and life satisfaction as well as the boundary conditions of collectivistic orientation and general self-efficacy.

scholarly journals PASSIVE LEADERSHIP AND ITS OUTCOMES IN PUBLIC SECTOR ORGANIZATIONS; MEDIATING ROLE OF WORKPLACE INCIVILITY

2016 ◽  
Vol 04 (01) ◽  
pp. 38-46
Author(s):  
Ayesha Akhtar ◽  
Keyword(s):  
Public Sector ◽  
Interpersonal Conflict ◽  
Workplace Incivility ◽  
Work Place ◽  
Mediating Role ◽  
Government Sector ◽  
Public Sector Organizations ◽  
The Relationship ◽  
Analyze Data

The objective of the study was to examine the relationship between passive leadership and its outcomes in public sector organizations, with mediating role of workplace incivility. Data was collected from 245 government sector employees of Pakistan. SPSS was used to analyze data. Mediation analysis was carried out as per Preacher and Hayes (2008) bootstrapping method. Results indicate that both burnout and interpersonal conflict are not the direct outcomes of passive leadership; however, work place incivility is fully mediating the relationship between passive leadership and its outcomes that includes burnout and interpersonal conflict.

Servant leadership and affective commitment: the role of psychological ownership and person–organization fit

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Khalid Abed Dahleez ◽  
Mohammed Aboramadan ◽  
Anjali Bansal
Keyword(s):  
Higher Education ◽  
Servant Leadership ◽  
Affective Commitment ◽  
Psychological Ownership ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Person Organization Fit ◽  
The Relationship

Purpose Building on social exchange theory, this study aims to propose a research model to examine the relationship between servant leadership (SL) and employee affective commitment (AC) where psychological ownership (PO) and person–organization fit are theorized to play a mediating role. Design/methodology/approach The study used quantitative research methods with a deductive approach to examine the proposed relationships and the underlying mechanisms. Data were collected from 346 employees working at higher education sector in Palestine. Data were analyzed using structural equation modeling. Findings The results reveal a significant mediating role of PO and person – organization (P-O) fit in explaining the relationship between SL and employee AC. Results indicate that the service orientation and humble attitude of servant leaders toward employees help employees develop a sense of ownership, leading to a better fit with organizational values and thus to a more committed workforce. Practical implications The results of this study may be useful for managers working in higher education in a non-Western context who are considering using SL behaviors to improve outcomes. Originality/value The study advances SL research currently in its early stages (Zhang et al., 2019). Moreover, it increases understanding of the mediating roles played by PO and P-O fit.

Does psychological climate affect task and contextual performance through affective commitment? Evidence from public sector companies

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ram Shankar Uraon ◽  
Manish Gupta
Keyword(s):  
Public Sector ◽  
Task Performance ◽  
Affective Commitment ◽  
Contextual Performance ◽  
Psychological Climate ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship ◽  
Practical Implications

PurposeThis paper has two main purposes. One purpose is to examine the mediating role of affective commitment in the relationship between psychological climate and contextual and task performance. Another purpose is to conceptualize and measure the psychological climate.Design/methodology/approachData were analyzed using a sample of 514 employees working in 12 public sector companies in India. Partial least squares (PLS) technique was used to test the proposed research framework.FindingsThe results of this study revealed that affective commitment has a mediating role in the relationship between psychological climate and contextual performance as well as between psychological climate task performance.Research limitations/implicationsThe findings of this study augment the theory of psychological climate by suggesting that individuals perceiving high a psychological climate are likely to have the high affective commitment that ultimately leads to higher performance.Practical implicationsPublic sector companies are encouraged to provide a favorable psychological climate that can emotionally commit the employees to perform well.Originality/valueThis study is one of its kinds to overcome the limitations of the earlier studies such as in examining the effect of higher-order psychological climate on task and contextual performances.

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