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. 

Authentic way to retain hospitality staff

2016 ◽  
Vol 24 (5) ◽  
pp. 13-15
Author(s):  
Brian Beal
Keyword(s):  
Leadership Style ◽  
Turnover Intention ◽  
Authentic Leadership ◽  
Leadership Behavior ◽  
Self Awareness ◽  
Content Type ◽  
The Usa ◽  
Critical Leadership ◽  
The Impact ◽  
Positive Effect

Purpose The purpose of this paper is to explore whether authentic leadership in hospitality is composed of four distinctive but related substantive components (i.e. self-awareness, relational transparency, balanced processing, and internalized moral), the impact of authentic leadership on employees’ organizational commitment (OC), the impact of employees’ OC on their turnover intention (TI), and the indirect effect of authentic leadership on employees’ TI via OC. Design/methodology/approach The authors tested a sample of 236 students working as employees in hospitality in the USA, with the idea that authentic leadership increases OC which in turn decreases TI. The participants were asked to rate the manager’s leadership style and the frequency of their leadership behavior. Findings Results provide support for the positive effect of authentic leadership on OC in the hospitality industry, and suggest that OC mediates reduced TI. Originality/value The results of the study suggest a variety of significant theoretical contributions and critical leadership and organizational implications. The effects of authentic leadership were empirically tested on employees’ OC and the effects of that OC on TI.

scholarly journals Servant leadership behavior: Effects on leaders’ work–family relationship

2020 ◽  
Author(s):  
Danni Zhou ◽  
Shengmin Liu ◽  
Huanhuan Xin
Keyword(s):  
Servant Leadership ◽  
Sampling Method ◽  
Leadership Behavior ◽  
Eastern China ◽  
Family Relationship ◽  
Conservation Of Resources ◽  
Resource Loss ◽  
Servant Leaders ◽  
Work Family ◽  
The Relationship

We examined the process of leaders’ resource loss through servant leadership behavior (SLB) based on conservation of resources theory. Participants were 72 department managers each paired with 1 of their subordinates, who were employed by 5 enterprises in Eastern China. We used the experience sampling method, and asked the department managers to complete a 10-day diary survey. The employees filled in a conscientiousness scale. A multilayer linear model was used for data analysis. The results showed that as participants’ SLB led to daily resource loss, the relationship between their work and their family life deteriorated. In addition, employee conscientiousness acted as an escape valve, slowing the loss effect of SLB, and indicating that servant leaders experience less resource loss and emotional exhaustion when employees have a strong sense of responsibility. These results broaden understanding of, and provide new i

The Impact of Faith on Servant Leadership and Leadership Behavior

2015 ◽  
pp. 975-994
Author(s):  
Timothy R. Puls
Keyword(s):  
Servant Leadership ◽  
Life Experience ◽  
Leadership Behavior ◽  
Self Awareness ◽  
Servant Leaders ◽  
Spiritual Beliefs ◽  
Constructive Development ◽  
Christian Worldview ◽  
Core Subject ◽  
The Impact

The objective of this chapter is to describe a couple of the deepest, compelling antecedents or schemata that shape personal faith and spiritual beliefs as well as two behaviors that exude outwardly toward followers of servant leaders. The first three core leadership points are strongly based on the theoretical model of Phipps (2012). The first core subject is a leader's personal spiritual beliefs, schema, or worldview. The existential worldview, as categorized by Koltko-Rivera (2004), shares the Christian worldview as a prototypical basis for servant leadership. The second core subject is a leader's constructive development or life experience, which shapes a leader's thinking (Phipps, 2012). This entails how a leader learns, processes, and makes meaning by reflecting on the school of personal experience, including trials and crucibles. The third core subject is more of a leader outcome, called meta-belief. A servant leader utilizes meta-belief or self-awareness in order to make choices in particular places and contexts. Finally, the fourth core essential subject that is evident to followers of servant leaders is vision and hope. A hopeful leader is always optimistically looking ahead with foresight, knowing what has taken place in both the past and present.

scholarly journals Servant Leaders: Umar Bin Khattab (13-23 H / 634-644 M)

2016 ◽  
Vol 22 (1) ◽  
pp. 127-144
Author(s):  
Muhammad Shobahur Rizqi
Keyword(s):  
Servant Leadership ◽  
Leadership Style ◽  
Source Credibility ◽  
Writing Process ◽  
Historical Analysis ◽  
Historical Research ◽  
Servant Leader ◽  
Servant Leaders ◽  
Chronological Order ◽  
Historical Interpretation

Abstrak Tujuan kajian ini adalah pertama, untuk melihat sosok kepemimpinan Umar bin Khattab dalam sudut pandangan konsep servant leadership.  Kedua, untukmelihat kebijakan-kebijakan yang diterapkan Umar bin Khattab dalam memimpinrakyatnya, dan ketiga, melihat implikasi-implikasi dari kebijakan yang diterapkantersebut, baik implikasi positif maupun negatifnya.Metode yang digunakan dalam kajian ini adalah dengan metode deskriptifanalisis, yaitu suatu metode pemaparan peristiwa melalui analisa-analisa. Metode ini dilakukan melalui empat tahap: (1) heuristik atau teknik mencari,mengumpulkan data atau sumber, (2) verifikasi atau kritik sumber, yaitumengidentifikasi otentisitas dan kredibilitas sumber melalui kritik eksteren daninteren, (3) interpretasi atau penafsiran sejarah disebut juga analisis sejarah, yaitumenguraikan segala factor yang menyebabkan terjadinya suatu peristiwa, (4)penulisan, pemaparan atau laporan  hasil penelitian sejarah yang telah dilakukan.Hasil kajian menunjukkan bahwa kepemimpinan Umar bin Khattab sangat identicdengan servant leader. Pola kepemimpinan yang diterapkan Umar bin Khattabmemenuhi syarat sebagai seorang servant leader. Pola tersebut telahmengantarkannya pada kejayaan. Namun demikian, Umar bin Khattab tetaplahsosok manusia biasa yang tak luput dari kesalahan. Hal ini pula yang kemudianmengantarkan Umar pada kematiannya. Kata Kunci:Kepemimpinan, Umar bin Khattab, Servant Leadership  ------- Abstract The goal of this research are: first to know the leadership of Umar bin Khattab on perspective of concept servant leadership. Second, to know the policies applied by Umar Khttab in conducting his government. Third, to know the implication and policies, positive and negative. This research uses deskriptif analysis, by describing the chronological order through analysis. This method is conducted in four steps: (1) heuristics or tracing technic. (2) verivication or source criticism, identifying authentication and source credibility through external and internal criticism, (3) historical interpretation also known as historical analysis, by explaining all factors causing the events (4) writing process, explaining or reporting the result of historical research that has been done.This research concludes that Umar bin Khattab’s leadership is identical to servant leadership. His leadership style had delivered him to the glory. However, Umar bin Khattab is an ordinary human being who can do no wrong and mistakes. This also led him to his death. Keywords: leadership, Umar bin Khattab, Servant Leadership

The Influence of Employee’s Work Values and Leadership Behavior on Employee’s Work Efficiency

2021 ◽  
Vol 7 (5) ◽  
pp. 4509-4519
Author(s):  
Ziteng Shi ◽  
Shitai Wang
Keyword(s):  
Leadership Style ◽  
Turnover Intention ◽  
Work Values ◽  
Leadership Behavior ◽  
Two Dimensions ◽  
Job Burnout ◽  
Work Efficiency ◽  
Paternalistic Leadership ◽  
Intervention Measures ◽  
New Generation

Objectives: How to make employees concentrate on their own work, develop their potential and mobilize their enthusiasm, so as to maximize their own value has become the focus of attention of enterprises. Methods: This study analyzes the influence of employees’ work values and paternalistic leadership behavior on employees’ work efficiency, and puts forward suggestions for career development of new generation employees, as well as efficient management of new generation employees in enterprises. Results: Thereby improving the professional quality of the new generation of employees, improving their work efficiency, reducing the turnover rate of the new generation of employees and achieving a win-win situation for the new generation of employees and enterprises. Two dimensions of work values, ability and growth, status and independence, are positively correlated with turnover intention and negatively correlated with job burnout. Leadership style partially moderates the relationship between job values, turnover intention and job burnout. Conclusion: Enterprises should implement different intervention measures to relieve employees’ work pressure and negative emotions according to their different positions, so as to prevent and reduce employees’ job burnout from the source.

Servant leadership behavior: Effects on leaders' work–family relationship

2020 ◽  
Vol 48 (3) ◽  
pp. 1-12
Author(s):  
Danni Zhou ◽  
Sheng-Min Liu ◽  
Huanhuan Xin
Keyword(s):  
Servant Leadership ◽  
Leadership Behavior ◽  
Eastern China ◽  
Family Relationship ◽  
Conservation Of Resources ◽  
Resource Loss ◽  
Servant Leaders ◽  
Work Family ◽  
The Relationship ◽  
Insight Into

We examined the process of leaders' resource loss through servant leadership behavior (SLB) based on conservation of resources theory. Participants were 72 department managers each paired with 1 of their subordinates, who were employed by 5 enterprises in Eastern China. We used the experience sampling method and asked the department managers to complete a 10-day diary survey. The employees filled in a conscientiousness scale. A multilayer linear model was used for data analysis. The results show that as participants' SLB led to daily resource loss, the relationship between their work and their family life deteriorated. In addition, employee conscientiousness acted as an escape valve, slowing the loss effect of SLB, and indicating that servant leaders experience less resource loss and emotional exhaustion when employees have a strong sense of responsibility. These results broaden understanding of and provide new insight into the role and practice of SLB.

The effects of authentic leadership and organizational commitment on turnover intention

2016 ◽  
Vol 37 (2) ◽  
pp. 181-199 ◽  
Author(s):  
Anthony Gatling ◽  
Hee Jung Annette Kang ◽  
Jungsun Sunny Kim
Keyword(s):  
Organizational Commitment ◽  
Leadership Style ◽  
Turnover Intention ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Leadership Behavior ◽  
Equation Modeling ◽  
Self Awareness ◽  
Content Type ◽  
The Impact

Purpose – The purpose of this paper is to explore whether authentic leadership in hospitality is composed of four distinctive but related substantive components (i.e. self-awareness, relational transparency, balanced processing, and internalized moral); the impact of authentic leadership on employees’ organizational commitment (OC); the impact of employees’ OC on their turnover intention (TI); and the indirect effect of authentic leadership on employees’ TI via OC. Design/methodology/approach – The authors tested a sample of 236 students working as employees in hospitality in the USA, on the idea that authentic leadership increases OC which in turn decreases TI. The participants were asked to rate the manager’s leadership style and the frequency of their leadership behavior. Findings – Results of structural equation modeling provide support for the positive effect of authentic leadership on OC in the hospitality industry, and suggest that OC mediates reduced TI. Practical implications – The findings in the present study are extremely useful to managers, human resource managers, and organizations as a whole. Practitioners looking to increase employee OC and decrease TI can do so by augmenting the authentic leadership qualities of managers. Originality/value – The results of this study suggests a variety of significant theoretical contributions as well as critical leadership and organizational implications. The effects of authentic leadership were empirically tested on employees’ OC and the effects of that OC on TI.

King Frederick the Great – Anti-Machiavellian and Servant Leader?

2020 ◽  
Vol 26 (2) ◽  
pp. 137-164
Author(s):  
Jan G. Langhof ◽  
Stefan Güldenberg
Keyword(s):  
Servant Leadership ◽  
Leadership Style ◽  
Design Methodology ◽  
Leadership Behavior ◽  
Research Area ◽  
Content Type ◽  
Top Executives ◽  
Leadership Research ◽  
Leadership Dimensions ◽  
Historical Examination

Purpose This study aims to include two major objectives. Firstly, Frederick’s leadership is explored and characterized. Secondly, it is examined as to why a leader may (or may not) adopt servant leadership behavior in the case of Frederick II, King of Prussia. Design/methodology/approach The applied methodology is a historical examination of Frederick II’s leadership, an eighteenth-century’s monarch who has the reputation of being the “first servant of the state.” The analysis is conducted from the perspective of modern servant leadership research. Findings This study shows Frederick remains a rather non-transparent person of contradictions. The authors identified multiple reasons which explain why a leader may adopt servant leadership. Frederick’s motives to adopt a certain leadership behavior appear timeless and, thus, he most likely shares the same antecedents with today’s top executives. Research limitations/implications The authors identified various antecedents of individual servant leadership dimensions, an under-research area to date. Originality/value To the best of authors’ knowledge, this study is the first to look at Frederick's leadership style through the lens of modern servant leadership.

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.

Social Entrepreneurs as Servant Leaders

2020 ◽  
pp. 73-100
Author(s):  
Devi Akella ◽  
Niveen Eid
Keyword(s):  
Servant Leadership ◽  
Leadership Style ◽  
Social Enterprises ◽  
Servant Leaders ◽  
Social Entrepreneurs ◽  
Social Mission ◽  
Power And Control ◽  
The Social ◽  
Third Dimension ◽  
And Control

This chapter critically examines the servant leadership style of social entrepreneurs. Qualitative data from social enterprises in Palestine and Lukes third dimension power framework are used to explore the intricate forces of power, manipulation, and domination hidden within the service and follower-oriented model of servant leadership. Insights are provided on how the concept of ‘service', the focal aspect in both social enterprises and servant leadership, could be another facet of soft and insidious power exercised by the social entrepreneurs over their followers. A political model of servant leadership is developed that demonstrates how social entrepreneurs could be imposing power and control over their followers under the guise of social mission, creation of social value, serving and empowering their followers and the community.

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