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.

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

Moral leadership and employee work–family conflict: A moderated mediation model

2019 ◽  
Vol 47 (12) ◽  
pp. 1-12
Author(s):  
Lei Yao ◽  
Ping Li
Keyword(s):  
Indirect Effect ◽  
Family Conflict ◽  
Moderated Mediation ◽  
Moral Leadership ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Family ◽  
The Relationship

We applied conservation of resources theory to propose a moderated mediation model explaining how and when moral leadership influences employees' work–family conflict (WFC). Specifically, we hypothesized that both job clarity and workplace anxiety would mediate the relationship between moral leadership and employees' WFC, and that trust in supervisor would moderate the indirect effect of moral leadership and WFC through job clarity and workplace anxiety. We collected data from 258 employees of 3 companies in China, and their spouses. The findings indicated that job clarity and workplace anxiety mediated the relationship between moral leadership and employees' WFC, and that trust in supervisor strengthened the indirect effect through job clarity and workplace anxiety. Theoretical and practical implications of our findings are discussed regarding how and when moral leadership style reduces employees' WFC.

Work–family conflict and firefighters’ satisfaction with life: The autonomous motivation role

2021 ◽  
Vol 19 (3) ◽  
pp. 307-315
Author(s):  
Daniel Dominguez, MSc, CICPSI ◽  
Maria José Chambel, PhD ◽  
Rui Pedro Ângelo, PhD ◽  
Hugo Raposo, PhD
Keyword(s):  
Family Conflict ◽  
Satisfaction With Life ◽  
Work Motivation ◽  
Autonomous Motivation ◽  
Well Being ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Theoretical Frameworks ◽  
Work Family ◽  
The Relationship

Using the Conservation of Resources Theory and the Self-Determination Theory1-3 as theoretical frameworks, a model for this study was tested, which considers firefighters’ autonomous motivation, work–family conflict, and well-being. The hypothesized model was tested using a sample of 201 firefighters from the Special Civil Protection Force in Portugal. Results revealed that autonomous work motivation was significantly related to both work–family conflict and satisfaction with life. In addition, work–family conflict was negatively related to satisfaction with life. More interestingly, the results showed that work–family conflict acted as a mechanism that helped to explain the relationship between autonomous motivation and satisfaction with life. These results underline the importance of understanding the mechanisms through which higher satisfaction with life occurs, with a view to the creation of appropriate interventions.

Servant leadership and work-family enrichment among hotel employees in Russia

2021 ◽  
Vol 26 (2) ◽  
pp. 362-385
Author(s):  
Anastasia Ozturk ◽  
Osman M. Karatepe
Keyword(s):  
Servant Leadership ◽  
Structural Equation ◽  
Survey Design ◽  
Customer Contact ◽  
Propensity To Leave ◽  
Service Recovery Performance ◽  
Time Lagged ◽  
Work Family ◽  
The Relationship ◽  
Family Enrichment

This study investigates work-to-family enrichment (WFE) and family-to-work enrichment (FWE) as the two intervening mechanisms linking servant leadership to propensity to leave work early (PLE) and service recovery performance (SRP). Data gathered from hotel customer-contact employees via a time-lagged survey design and their immediate supervisors in Russia were used to assess the aforesaid relationships through structural equation modelling. As predicted, servant leadership stimulates both WFE and FWE and boosts SRP, while it alleviates PLE. Consistent with the study prediction, WFE partly mediates the linkage between servant leadership and SRP. As hypothesized, FWE partly mediates the relationship between servant leadership and PLE. The rest of the linkages are not supported by the empirical data.

Enabling the engine of workplace thriving through servant leadership: The moderating role of core self-evaluations

2020 ◽  
pp. 1-19 ◽  
Author(s):  
Muhammad Usman ◽  
Yuxin Liu ◽  
Haihong Li ◽  
Jianwei Zhang ◽  
Usman Ghani ◽  
...  
Keyword(s):  
Servant Leadership ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Theory And Practice ◽  
Conservation Of Resources ◽  
Work Behaviors ◽  
Core Self ◽  
The Relationship ◽  
Moderating Role

Abstract Grounding our research in social exchange theory and the conservation of resources perspective, we hypothesized a model that examines the effects of servant leadership (SL) on employees' workplace thriving via agentic work behaviors. To clarify the effects, employee core self-evaluations (CSEs) were investigated to determine boundary conditions on the relationship between SL and thriving. Data were collected at three points in time from 260 professionals across diverse functional backgrounds and industries. The analysis results confirmed an indirect effect from SL to workplace thriving via agentic work behaviors. Importantly, the moderation results demonstrated that the relationship between SL and workplace thriving is stronger when individuals have high CSEs. Implications for theory and practice are discussed.

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. 

Exploring the differential impact of work passion on life satisfaction and job performance via the work–family interface

2019 ◽  
Vol 48 (5) ◽  
pp. 1100-1119 ◽  
Author(s):  
Sheryl Chummar ◽  
Parbudyal Singh ◽  
Souha R. Ezzedeen
Keyword(s):  
Life Satisfaction ◽  
Job Performance ◽  
Family Relationship ◽  
Work Life ◽  
Conservation Of Resources ◽  
Differential Impact ◽  
Content Type ◽  
Work Family ◽  
The Impact ◽  
Work Passion

Purpose The purpose of this paper is to examine the impact of work passion on life satisfaction and job performance through a work–life conflict path and a work–life enrichment path. The authors also consider individual and contextual factors under which these relationships are affected. Implications for researchers and HR practitioners are highlighted. Design/methodology/approach The conceptual paper draws mainly on conservation of resources theory to explore the differential impact of work passion on the work–life interface and, consequently, on life satisfaction and job performance. Findings The authors theorize how two types of passion – harmonious and obsessive – relate to both work–family conflict and work–family enrichment. Given the emphasis on resources in these relationships, the authors also consider the moderating effects of psychological detachment and a supportive work–family organizational culture. Finally, the authors demonstrate the significant impact of studying the passion/work–family relationship by illustrating its effects on two important outcomes for individuals and organizations, namely life satisfaction and job performance. Originality/value Although the study of work passion is gaining attention from management scholars, little research has examined its influence on job performance and the work–life interface. This paper advances the authors’ knowledge in these areas. Furthermore, the authors argue the importance of considering both the individual and organizational contexts wherein the experience of work passion plays out.

Exploring the relationship between entrepreneurial failure and conflict between work and family from the conservation of resources perspective

2020 ◽  
Vol 31 (3) ◽  
pp. 417-440
Author(s):  
Xiaoyu Yu ◽  
Xiaotong Meng ◽  
Gang Cao ◽  
Yingya Jia
Keyword(s):  
Family Conflict ◽  
Perceived Control ◽  
Work And Family ◽  
Organizational Slack ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Work ◽  
Work Family ◽  
The Relationship

Purpose Conflict between work and family is a significant issue for entrepreneurs. The purpose of this study is to explore the effect of entrepreneurial failure on both family–work conflict (FWC) and work–family conflict (WFC) and the moderating role of perceived control of time and organizational slack based on conservation of resources (COR) theory. Design/methodology/approach This study used a questionnaire to explore the relationship between entrepreneurial failure, FWC/WFC, perceived control of time and organizational slack. Data were collected from the Chinese context in 2018 and as a result received 318 valid questionnaires, obtaining a response rate of 63.6 per cent. Findings The study finds that entrepreneurial failure has a significant relationship with FWC but a nonsignificant relationship with WFC and that perceived control of time and organizational slack moderate the relationship between entrepreneurial failure and FWC/WFC. Originality/value This study aligns the field of family–work (work–family) conflict and entrepreneurial failure. It addresses a research gap in the conflict literature by introducing one form of resource loss: entrepreneurial failure as a source of conflict between work and family based on COR theory and the work–home resources model. The study also enriches the literature on the social cost of entrepreneurial failure by exploring the crossover effect of entrepreneurial failure on conflicts in the family domain. Furthermore, the study advances the understanding of managing conflict between work and family after entrepreneurial failure.

scholarly journals The Unprecedented Lockdown: The consequences of job loss

2021 ◽  
Vol 24 (2) ◽  
pp. 1-23
Author(s):  
Soujata Rughoobur-Seetah
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Voluntary Turnover ◽  
Role Overload ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Occupational Burnout ◽  
Work Family ◽  
Future Work ◽  
The Relationship

Abstract Various studies have analyzed employees’ perceptions with regards to voluntary turnover and very few studies have attempted to identify and assess the consequences of involuntary turnover on the employees. Thus, this study attempts at analyzing the consequences of any potential involuntary turnover on employees that can take place as a response to the economic crisis that will occur with the COVID-19 pandemic. Factors like role overload, job stress, occupational burnout and Work Family Conflict (WFC) has been identified as the resulting effects of any job losses. Significant and positive relationship was recorded among variables and the relationship between involuntary turnover and WFC and between job stress and WFC were rejected. The Conservation of Resources theory (COR) and the Spillover and Crossover theory were used to better understand the complexities of the matter. The limitations and future work prospects have also been discussed.

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