scholarly journals Why is the Influence of Servant Leadership on Affective Commitment to Change Insignificant? Proposing Objective Workplace Spirituality as the Mediator

2021 ◽  
Vol 4 (1) ◽  
pp. 33-43
Author(s):  
Sindu Prawira
Keyword(s):  
Servant Leadership ◽  
Social Exchange ◽  
Affective Commitment ◽  
Affect Theory ◽  
Workplace Spirituality ◽  
The Other ◽  
Commitment To Change ◽  
Dominant Dimension ◽  
Exchange Structure ◽  
Research Gap

The ability to quickly adapt to change has been one of the mandatory requirements for every organization to succeed in this disruptive era. While commitment to change is the most desirable attitude when an organization faces major changes, an affective commitment to change is the dominant dimension of commitment to change. On the other hand, leadership is known as one of the most important antecedents of commitment to change. However, researches on this relationship have not been conclusive. Using the affect theory of social exchange and servant leadership theory, this theoretical review argues that the study method, type of exchange structure in the research context, and the need for mediation are the three main reasons for the research gap. This literature review proposes objective workplace spirituality as the mediator between servant leadership and affective commitment to change relationships.

scholarly journals Servant Leadership: Antecedent Factors, Impact, and Education Theories Used as Researcher's Perspective

2020 ◽  
Vol 9 (5) ◽  
pp. 60
Author(s):  
Fransiskus Sawan ◽  
Suryadi Suryadi ◽  
Nurhattati Nurhattati
Keyword(s):  
Servant Leadership ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Organizational Level ◽  
Motivation To Lead ◽  
Individual Level ◽  
The Social ◽  
Dependent Variables ◽  
Research Gap ◽  
The Impact

A comprehensive understanding of the antecedent factors, and the impact of servant leadership and also about the education theories used as a perspective are so essential for leaders and researchers. However, there is not enough information about it. This paper was made to fill this gap by using the literature review approach. It was done to 71 Scopus indexed articles, which were published in the 2015 – 2020. There are several results of the review, those are: (1) servant leadership is influenced by the emotional intelligence, self-efficacy, motivation to serve, non-calculative as one dimension of motivation-to-lead, and mindfulness; (2) servant leadership have an impact on 38 dependent variables in individual level and 16 dependent variables in the organizational level both directly and indirectly; (3) there are 31 theories, which are used as a researcher's perspective, and two between them, which are mostly used are the social exchange theory and social learning theory. The result of this research gives contribution, which enriches the theoretical scope of servant leadership. This academic contribution is for sure will be so beneficial for leaders who commit to developing the best potential owned by their staff for a better organization. The result of this research will also be essential for future researchers because it shows a state of the art and research gap about servant leadership.

Analisis Dimensi Komitmen Organisasional yang Mempengaruhi Organizational Citizenship Behavior Karyawan PT KAI DAOP VI Yogyakarta

2020 ◽  
Vol 15 (2) ◽  
Author(s):  
Yati Suhartini
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Regression Coefficient ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Normative Commitment ◽  
Dominant Dimension ◽  
Significance Level

The research was carried out to find the influence of three dimensions of organizational commitment, namely affective commitment, continuity commitment, and normative commitment, toward organizational citizenship behavior (OCB) of employees.The research was conducted respectively from seven stations in operation areas of PT Kereta Api Daop VI Yogyakarta.The subject of research are 55 employees Data was derived from a survey, collected by applying questionnaires, analized by using multiple linier regression,and assisted by the application of SPSS 21 program.Based on the result of data analysis, it is showed that the three dimensions of organizational commitment, namely affective commitment (X1), continuity commitment (X2), and normative commitment (X3) influence partially or simultaneously on organizational citizenship behavior (Y) of employees, thus partially or simultaneously supporting the 5 hypotheses. These were indicated by the value of regression coefficient and the significant level of each factor which are 0.250 and 0.042; 0.386 and 0.001; 0.481and 0,000, respectively. Likewise, the value of F amounting to 30.520 with the significance level of 0,000, whereas adjusted R2 counting to 0.621. Furthermore, normative commitment indicates as the most dominant dimension that influences on organizational citizenship behavior of employees.

Relationship among social tactics, job embeddedness, and affective commitment in newcomers: the moderating effect of workplace spirituality

2021 ◽  
pp. 1-21
Author(s):  
Hsien-Long Huang ◽  
Li-Keng Cheng ◽  
Pi-Chuan Sun ◽  
Yi Shiuan Jiang ◽  
Hsin Hua Lin
Keyword(s):  
Work Experience ◽  
Affective Commitment ◽  
Human Resources Management ◽  
Workplace Spirituality ◽  
Job Embeddedness ◽  
Moderating Effect ◽  
Empirical Examination ◽  
Employee Survey ◽  
The Cost ◽  
The Relationship

Abstract The cost of recruitment and training of newcomers can be a burden for enterprises, causing adverse effects on human resources management. Although much research has addressed employee turnover, less attention has been paid to methods of improving the retention of new hires. This study is an empirical examination of the increase in predictive strength of antecedents of affective commitment for comparing newcomers’ workplace spirituality. The results of an employee survey completed by 237 newcomers with under two years of work experience indicate that socialization tactics have a direct impact on job embeddedness, which in turn has a direct effect on affective commitment. Workplace spirituality has a significant moderating effect on the relationship between socialization tactics and job embeddedness. Also, workplace spirituality has a significant moderating effect on the relationship between job embeddedness and affective commitment.

Generalized Generosity: How the Norm of Generalized Reciprocity Bridges Collective Forms of Social Exchange

2021 ◽  
pp. 000312242110074
Author(s):  
Monica M. Whitham
Keyword(s):  
Social Exchange ◽  
Causal Model ◽  
Social Bonds ◽  
Strong Support ◽  
Affect Theory ◽  
Small Scale ◽  
Group I ◽  
The Subject ◽  
Generalized Exchange ◽  
Strong Norm

This study examines the potential for small-scale acts of giving that are not directly reciprocated, or generalized generosities, to build social bonds and promote contributions to the group. Social exchange theorists define such acts as generalized exchange. The potential for generalized exchange to build strong social bonds relative to other forms of exchange is the subject of theoretical debate. In this article, I build on two prominent theories of social exchange—affect theory and the theory of reciprocity—to propose that a strong norm of generalized reciprocity may bridge the connective benefits of generalized exchange with the connective benefits of productive exchange, which is a collaborative form of social exchange that involves sharing pooled resources. I argue that a strong norm of generalized reciprocity will activate mechanisms theorized to build strong social bonds in generalized and productive exchange systems, and will promote additional behavioral investments into the group. I test my argument with a controlled laboratory experiment, finding strong support for the proposed causal model. The results of this study have implications for research on generosity, collective action, collaboration, sense of community, and social capital.

Leadership credibility and change success: mediating role of commitment to change

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Noufou Ouedraogo ◽  
Michel Zaitouni ◽  
Mohammed Laid Ouakouak
Keyword(s):  
Structural Equation ◽  
Affective Commitment ◽  
Employee Commitment ◽  
Organisational Change ◽  
Normative Commitment ◽  
Commitment To Change ◽  
Continuance Commitment ◽  
Content Type ◽  
Negative Effect

PurposeThe purpose of this study is to investigate the effects of leadership credibility on employees' behaviours and attitudes towards organisational change through the lens of employee commitment to change.Design/methodology/approachThe authors conducted a quantitative study in which 239 participants from diverse organisations participated.FindingsUsing structural equation modelling techniques, the results reveal that leadership credibility has a positive effect on both affective and normative commitment to change but a negative effect on continuance commitment to change. The authors also report that change success is positively impacted by affective commitment to change and negatively impacted by continuance commitment to change but is not significantly affected by normative commitment to change.Research limitations/implicationsThus, the authors contribute to closing a knowledge gap in change management theory while making practical recommendations for leading people during times of organisational transition.Originality/valueThis study sheds light on the role of leadership credibility and employee commitment during organisational change.

scholarly journals IMPLEMENTASI SERVANT LEADERSHIP SERTA DAMPAKNYA TERHADAP SIKAP KERJA KARYAWAN

NIAGAWAN ◽  
2020 ◽  
Vol 9 (2) ◽  
pp. 144
Author(s):  
Tri Wulida Afrianty ◽  
Arina Kusumaningtias ◽  
M. Cahyo Widyo Sulistyo
Keyword(s):  
Servant Leadership ◽  
Employee Engagement ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Exchange Theory

Meskipun penelitian tentang topik kepemimpinan telah banyak dilakukan, namun penelitian serta publikasi yang sistematis tentang servant leadership (kepemimpinan melayani) di Indonesia masih terbatas. Oleh karena itu, dengan menggunakan Social Exchange Theory (Teori Pertukaran Sosial), penelitian ini bertujuan untuk menganalisis pengaruh servant leadership dan peran mediasi kepuasan kerja terhadap employee engagement (keterikatan karyawan) di PT. ASABRI (Persero), Indonesia. Analisis hierarchichal regression (regresi hirarkikal) digunakan untuk menguji hipotesis penelitian ini dengan bantuan software SPSS versi 25. Hasil penelitian ini menunjukkan bahwa: 1) servant leadership memiliki pengaruh yang signifikan terhadap employee engagement, 2) servant leadership memiliki pengaruh signifikan terhadap kepuasan kerja 3) kepuasan kerja memiliki pengaruh yang signifikan terhadap employee engagement 4) kepuasan kerja terbukti memiliki peran mediasi pada pengaruh servant leadership terhadap employee engagementKata Kunci: Servant Leadership, Kepuasan Kerja, Employee Engagement, Social Exchange Theory

Employability and Temporary Workers’ Affective Commitment: the Moderating Role of Voluntariness

2013 ◽  
Vol 16 ◽  
Author(s):  
Mafalda Espada ◽  
Maria José Chambel
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Affective Commitment ◽  
Temporary Workers ◽  
Positive Attitudes ◽  
The Social ◽  
The Relationship ◽  
Moderating Role ◽  
Temporary Agency Workers

AbstractThe development of either internal or external employability of temporary workers has been considered a mechanism of protection since it ensures that employment can be maintained. According to the social exchange theory and the norm of reciprocity, when temporary workers perceive that the training promoted by the organization furthers employability, they are inclined to feel obligated to reciprocate with positive attitudes toward the organization. With a sample of temporary agency workers from three distinct industry organizations (N = 279), the current study investigated the relationship between training that promotes both internal and external employability and affective commitment as well as the role of voluntariness as a moderator of these relationships. The hypotheses were tested by using regression analysis. The results indicated that the perception held by temporary workers that the training they received is a promoter of their internal employability is positively correlated with their affective commitment towards the organization. Furthermore, the data revealed that this relationship is weaker for the group of temporary workers with high voluntariness. On the other hand, there was not a significant relationship between the training that promotes external employability and the affective commitment of temporary workers. Likewise, voluntariness did not moderate this relationship.

Dimensionality and Consequences of Customer Engagement: A Social Exchange Perspective

2019 ◽  
Vol 23 (3) ◽  
pp. 255-266 ◽  
Author(s):  
Raouf Ahmad Rather ◽  
Jyoti Sharma
Keyword(s):  
Factor Analysis ◽  
Social Exchange ◽  
Customer Loyalty ◽  
Hospitality Industry ◽  
Affective Commitment ◽  
Academic Research ◽  
Customer Engagement ◽  
Marketing Theory ◽  
Empirical Results ◽  
The Impact

Based on social exchange theory (SET), as well as relationship marketing theory (RMT), this study investigates the impact of customer engagement (CE) underlying dimensions, namely, enthusiasm, attention, absorption, interaction and identification on customer loyalty and affective commitment in hospitality industry. This study also validates and confirms the multidimensionality of CE in hospitality industry. Perceptions of 240 hotel customers were used to explore the relationships. Exploratory factor analysis and confirmatory factor analysis followed by multiple regression analysis were employed to examine the data. The empirical results indicate that by contrasting two rival models, five dimensional model provides the solid foundation and accomplishes excellent fit for data. Empirical results suggest that CE dimensions have influential impact on customer loyalty. Similarly, results demonstrate that CE has significant and positive influence on affective commitment. These findings offer insight into dimensionality and consequences of CE for academic research and bring value to service contexts particularly hospitality.

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.

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