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.

The Impact of Faith on Servant Leadership and Leadership Behavior

2014 ◽  
pp. 162-181
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 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

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.

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 Influencing Fairtrade consumption through servant leadership: Bruce Crowther’s story

2018 ◽  
Vol 13 (2) ◽  
pp. 170-183 ◽  
Author(s):  
Anthony Samuel ◽  
Gareth R.T. White ◽  
Helen Martin ◽  
Martyn Rowling
Keyword(s):  
Servant Leadership ◽  
Social Movement ◽  
Driving Force ◽  
Design Methodology ◽  
The Novel ◽  
Servant Leaders ◽  
Structured Interviews ◽  
Content Type ◽  
Ethical Consumerism ◽  
The Impact

Purpose This study aims to expand understanding of servant leadership beyond organisational boundaries by making an examination of its role in the establishment and growth of a social movement. Design/methodology/approach This paper’s findings are developed from four sequential, semi-structured interviews and a narrated tour of Garstang with the founder of the Fairtrade Towns (FTT) movement. It follows a theoretical framework of servant leadership (SLship) from Spears (1996; 2009). Evidence is gathered through in-depth investigation of the activities of Bruce Crowther, the architect and driving force behind the FTT initiative. Findings The findings discovered how SLship operates in a social, place-based setting to influence Fairtrade consumption. The paper argues the success of the FTT movement is linked to Bruce Crowther’s leadership. The findings presented draw and expand upon Spears’ ten characteristics of SLship. Utilisation of this framework sees Crowther emerge as a servant leader operating at a community level to influence FT consumption via the FTT movement. Originality/value The paper makes a contribution to theory by identifying the novel characteristic of servant leaders that is exploring affinity and proffers it as an extension of Spears’ framework. It also provides valuable information about the impact and importance of SLship in the efficacious advance of ethical consumerism.

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.

Does climate for creativity mediate the impact of servant leadership on management innovation and innovative behavior in the hotel industry?

2020 ◽  
Vol 32 (8) ◽  
pp. 2497-2517 ◽  
Author(s):  
Osman M. Karatepe ◽  
Mohammed Aboramadan ◽  
Khalid Abed Dahleez
Keyword(s):  
Servant Leadership ◽  
Social Exchange ◽  
Structural Equation ◽  
Equation Modeling ◽  
Management Innovation ◽  
Servant Leaders ◽  
Innovative Behavior ◽  
Content Type ◽  
Hotel Employees ◽  
The Impact

Purpose Drawing from theory of organizational creativity, servant leadership (SEL), social exchange and social learning theories, this paper aims to propose a research model where climate for creativity mediates the influence of SEL on management innovation and innovative behavior. The model also investigates the linkage between innovative behavior and management innovation. Design/methodology/approach Data collected from Arab hotel employees in Palestine were used to gauge the aforesaid linkages through structural equation modeling. Common method variance was checked through an unmeasured latent method factor. Findings The results reveal that climate for creativity mediates the impact of SEL on management innovation and innovative behavior. Successful SEL practices enable the organization to have climate for creativity, which, in turn, leads to management innovation and innovative behavior. Furthermore, hotel employees’ innovative behavior fosters management innovation. Practical implications Top management should have a high level of commitment to the SEL philosophy, which boosts climate for creativity and innovative behavior. It should also capitalize on climate for creativity to activate management innovation. In such an environment, management has to ensure that the supervisors are servant leaders and non-managerial employees are the potential servant leaders. Once employees are trained, empowered and rewarded in an environment which highlights effective SEL practices, they will be more eager to contribute to the company by exhibiting innovative behavior at elevated levels. Originality/value Despite a number of studies in the current literature, evidence concerning the effect of SEL on management innovation and innovative behavior simultaneously is scarce. There is still a dearth of evidence pertaining to the underlying mechanism through which SEL fosters management innovation and innovative behavior. In addition, evidence appertaining to the impact of innovative behavior on management innovation is scarce. The study fills in these voids.

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.

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