scholarly journals Servant Leadership and Job Satisfaction among Academicians

2020 ◽  
Vol 12 (2) ◽  
pp. 08-17
Author(s):  
Muhammad Hashim ◽  
Haider Ali Malik ◽  
Anam Bhatti ◽  
Mahboob Ullah ◽  
Ghazala Haider
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Direct Effect ◽  
Leadership Practices ◽  
Public Universities ◽  
Faculty Satisfaction ◽  
Human History ◽  
Leadership Model ◽  
Four Dimensions ◽  
Emotional Healing

Servant leadership model is not something to have recently been explored that integrates subjects towards better teaming and productivity but playing well in the field ever since the recorded human history. The lives of the known Messengers of the God would explicitly reveal that they displayed servant leadership every now and then by dint of which they are yet followed yet in all social, political and economic spheres of lives. Here, in this study, four dimensions of servant leadership like: Altruistic Calling. (AC), Wisdom (W), Emotional Healing (EH), Organizational Stewardship.(OS) and Persuasive Mapping.(PM), have been examined to find whether, do they have an impact on workplace related outcome (job satisfaction)? Drawing on an information of 335 academicians of public universities in Khyber Pakhtunkhwa, Pakistan, uncovered that all components of servant leadership have direct effect on faculty satisfaction. These results add to the commitment of servant leadership practices, in like manner to values-based authority, which may conceivably demonstrates as originality to the literature about the effect of servant leader model practices on the efficiency of the academicians.

scholarly journals The influence of servant leadership on job satisfaction with individual character as a moderating variable

2021 ◽  
Vol 19 (1) ◽  
pp. 445-455
Author(s):  
Bakri Hasanuddin ◽  
Mustainah M ◽  
Pricylia Chintya Dewi Buntuang
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Correlation Coefficient ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Multiple Linear Regression Analysis ◽  
Emotional Healing ◽  
A Value ◽  
Individual Character ◽  
Central Sulawesi

This study aims to investigate the influence of servant leadership on job satisfaction with individual character as a moderating variable. It used a quantitative approach with multiple linear regression analysis. The population of this study were employees of the Central Sulawesi province industry and trade office. It involved 72 samples selected using a purposive sampling technique. The results showed that servant leadership significantly influence job satisfaction with a value of 82.5%. The most significant factor affecting job satisfaction is wisdom (correlation coefficient = 0.863) in which the higher the wisdom, the higher the job satisfaction. The next factor is persuasive mapping in which the higher the persuasive mapping, the higher the job satisfaction (correlation coefficient = 0.697). Then, it was followed by altruistic calling with the correlation coefficient value of 0.524 in which the higher the altruistic calling, the higher the job satisfaction. The last is emotional healing with a correlation coefficient value of 0.291 in which the higher the emotional healing, the higher the job satisfaction. On the other hand, organizational stewardship is the only factor does not influence the job satisfaction (correlation coefficient = 0.009).

scholarly journals Generation Y’s Perception of Servant Leadership and Job Satisfaction

Economies ◽  
2021 ◽  
Vol 9 (1) ◽  
pp. 24
Author(s):  
Hurriyet Bilge ◽  
Florina Oana Virlanuta ◽  
Deniz Zungun ◽  
Nicoleta Barbuta-Misu ◽  
Pinar Comuk ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Generation X ◽  
Generation Y ◽  
Latent Variables ◽  
Leadership Practices ◽  
Structural Equation ◽  
Equation Model ◽  
Validity And Reliability ◽  
Personal Success

Generation Y wants to know the reason for everything in their lives, they are curious and most importantly, their characteristic of questioning everything makes them stand out. At the same time, it is hard to influence their characteristic features such as their lack of social skills, little respect for authority, and low level of commitment to their employers when Generation X management tactics are used. The purpose of this study is to better understand Generation Y, to examine their relations with servant leadership practices, and to determine what effects they have on businesses. The field study was made at an established organized industrial zone (OIZ) dating back to 1963. This OIZ is built on an area bigger than 10 million m2 and is divided into 5 subzones. It is currently home to 53,500 employees, has a gross foreign trade volume of $7,200,000,000 and is located in the western Aegean Region of Turkey. The data for the study was collected from 248 participants and scales tested for validity and reliability in Turkish. A model was developed using the data and then it was tested using the confirmatory factor analysis method. The study used Structural Equation Model (SEM) to define the causal relationships between latent variables with a model in the analysis of the data and test its compliance. The result of the analysis reveals that dimensions of accountability and forgiveness from servant leadership practices have a statistically significant effect on personal success, whereas empowerment, accountability, and personal success dimensions have statistically significant effects on job satisfaction. Modesty dimension does not have a significant effect on the personal success and job satisfaction and the dimensions of accountability and forgiveness do not have a significant effect on job satisfaction. In addition, empowerment dimension does not have a meaningful effect on personal success. There is need for more studies to support the accuracy of the result for modesty dimension, since it seems like there is no effect on personal success and job satisfaction. This is a pioneer study since it is an empirical one looking at the application of the servant leadership theory on Generation Y employees.

scholarly journals Servant Leadership Improves the Knowledge Sharing Behavior of Employees: A Case of Higher Education Sector in Pakistan

ETIKONOMI ◽  
2019 ◽  
Vol 18 (1) ◽  
Author(s):  
Hina Amin ◽  
Farhan Ahmed ◽  
Riaz Hussain Soomro
Keyword(s):  
Servant Leadership ◽  
Knowledge Sharing ◽  
Primary Data ◽  
Leadership Model ◽  
Emotional Healing ◽  
Knowledge Sharing Behavior ◽  
Level Of Knowledge ◽  
Quantitative Design ◽  
Sharing Behavior

The purpose of this paper is to investigate the role of servant leadership in organizations in Karachi and to investigate the level of knowledge sharing (KS) behavior among employees.  This study will explore the key qualities of servant leadership to be extracted from the literature and relate each trait with KS tendency. The study would base on quantitative design & followed post positivism research paradigm. The primary data has been collected from respondents of specific industry through survey questionnaire. Multiple regression has been used for model testing. The findings of the study enlightened benefits of knowledge sharing behavior that can be prevailed through servant leadership model and encourage employees’ participation. Four traits of servant leadership which are altruistic calling, emotional healing persuasive mapping and organizational stewardship has impact on knowledge sharing behavior of employees at workplace. The findings of the study will be beneficial for the managers and employees of the organization to understand the importance of servant leadership & its application in enterprises.

Servant Leadership Practices in a Volunteer-Led Organization

2014 ◽  
pp. 71-91
Author(s):  
Kristen M. Bowers
Keyword(s):  
Servant Leadership ◽  
Leadership Practices ◽  
Leadership Behavior ◽  
Shared Vision ◽  
Structured Interviews ◽  
Leadership Model ◽  
Volunteer Leaders ◽  
Exemplary Leadership ◽  
Five Practices ◽  
Community Service Organization

Recent research on the leadership behavior of leaders in a large, volunteer-led community service organization uncovered several leadership practices that are consistent with those of servant leadership. Semi-structured interviews were conducted with eight volunteer leaders whose scores on the Leadership Practices Inventory (LPI) indicated they engaged in the five practices of exemplary leadership: Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Heart. During the course of the interviews, evidence of servant leadership behavior emerged. This chapter identifies the specific leadership behavior described, connects these findings to other research on servant leadership, and provides initial conclusions, implications for practice, and possible avenues for further research.

scholarly journals Job Satisfaction and the Priority of Valuing People

SAGE Open ◽  
2017 ◽  
Vol 7 (1) ◽  
pp. 215824401668681 ◽  
Author(s):  
Michael E. McNeff ◽  
Justin A. Irving
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Leadership Practices ◽  
Positive Relationship ◽  
Leadership Behaviors ◽  
Survey Results ◽  
Quantitative Analyses ◽  
The Subject ◽  
Or Organization

The servant leadership literature has a growing body of evidence pointing to the positive relationship between servant leadership and job satisfaction. Because many of these studies have focused on quantitative analyses of the subject, the present study brings a complementary qualitative perspective. This article presents the findings of a case study focused on the servant leadership practices of the McNeff family in their network of family-owned companies in Anoka, Minnesota. Using the six servant leadership themes developed by Laub, the study focused on interviews with the owners and survey results from employees. The researchers found that the servant leadership practices of the owners are contributing to the job satisfaction of the employees. In addition, the researchers found evidence to suggest that the theme of valuing people may have a disproportionately strong effect on the culture of a business or organization, and serve as the foundation on which other servant leadership behaviors may occur.

COVID-19 and the Call for Elder Change Leadership

2021 ◽  
pp. 218-239
Author(s):  
Stan Amaladas
Keyword(s):  
Leadership Practices ◽  
Change Leadership ◽  
Story Telling ◽  
Leadership Model ◽  
Four Dimensions ◽  
Leadership Framework ◽  
Change Leaders

The author argues that post-COVID-19 change leadership is neither a matter of technically improving what change leaders are already doing or refining existing systems and regulation. Within the context of abrupt, sudden, and unexpected change, two questions are raised. First, if it is not a matter of technically improving what change leaders are already doing, or refining existing systems, what more do post-COVID-19 change leaders need to do? Second, what new qualities would change leaders need to embrace (theory) so that they can meaningfully fulfill their change leadership practices in a post-COVID-19 era? Approaching various paradigms of change leadership as stories, the author addresses (1) the seduction of pre-COVID-19 story of change leadership, (2) offers a post-COVID-19 elder change leadership model, (3) offers a post-COVID-19 elder change leadership framework centered around four dimensions: humility, generating meaning amid chaos, compassion and empathy, and affirming hope through story telling.

Impact of Job Stress and Social Support on Job Satisfaction among Academic Staff

2016 ◽  
Vol 7 (1) ◽  
Author(s):  
Kumari Kumkum ◽  
R. N. Singh ◽  
Yogershi Rajpoot
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Job Stress ◽  
Positive Impact ◽  
Academic Staff ◽  
Two Dimensions ◽  
The Other ◽  
Human Beings ◽  
Negative Consequences ◽  
Four Dimensions

There may be so many negative consequences of stress for human beings and dissatisfaction among employees happens to be one of the major problems. It indicates negative feelings that individuals have regarding their jobs or its facets. On the other hand, social support is assumed to be mitigating the relationship between negative aspects of the work environment and job satisfaction. Job stress is said to be associated with job dissatisfaction as well as experience of strain. In view of the above, this study examined the role of job stress and social support in job satisfaction. The sample consisted of 30 school teachers from different school of Varanasi (U.P.). The job stress, job satisfaction and social support scales were administered on the participants. The responses of the participants were converted into scores for statistical analyses. The scores of participants on the scales were correlated. The findings revealed that job stress led to increased job satisfaction. It is against the proposed hypothesis and it appears as if the social support received by the participants is a factor behind it. Two of the four dimensions of social support were found to exert positive impact on job satisfaction but the other two dimensions were not found to be correlated with it. The findings are thoroughly discussed and interpreted.

The Domestication of the Convention on the Rights of Persons with Disabilities

2018 ◽  
Author(s):  
Lisa Waddington
Keyword(s):  
Direct Effect ◽  
Legal Status ◽  
Case Law ◽  
Legal Systems ◽  
Persons With Disabilities ◽  
International Treaty ◽  
Four Dimensions ◽  
Relevant Case ◽  
Similarities And Differences ◽  
Domestic Law

This chapter reflects on jurisdiction-specific approaches to the domestication of the Convention on the Rights of Persons with Disabilities (CRPD), considering in particular the domestic legal status of the CRPD and the relevance of that legal status for case law. The chapter explores four dimensions of the CRPD’s legal status: direct effect; indirect interpretative effect (where the CRPD influences the interpretation given to domestic law); use of the CRPD because of commitments to another international treaty; and absence of domestic legal status. With the exception of the first category, all dimensions can potentially present themselves in legal systems which tend towards the monist approach as well as in those which tend towards the dualist approach. The chapter discusses examples of relevant case law and reflects on similarities and differences emerging from a comparison of that case law.

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