Does servant leadership better explain work engagement, career satisfaction and adaptive performance than authentic leadership?

Kaya, Bahar; Karatepe, Osman M.

doi:10.1108/ijchm-05-2019-0438

Cited by 160 publications

(226 citation statements)

References 57 publications

Supporting

Mentioning

200

Contrasting

Unclassified

Order By: Relevance

“…This is to assure that the questionnaire when translated to Turkish language did not lose the initial intent of the questions (Tarkang, Alola, Nange, & Ozturen, 2020). A pilot study was conducted with a sample of five questionnaires; this is to ensure that the questions are readable and comprehensive (Kaya & Karatepe, 2020). However, there was no need for modifications of the questionnaire after the pilot study.…”

Section: Methodsmentioning

confidence: 99%

Achieving environmental sustainability through green transformational leadership policy: Can green team resilience help?

2020

View full text Add to dashboard Cite

The race to gain competitive advantage through the formulation of a sustainable business strategy is key for the survival in the global business sphere. Even more importantly is the quest to deploy an effective green strategy to combat the numerous negative impact industrialization has on the environment. Researches pointed out the role of leaders and stakeholder's engagement in bringing about reform. This research focuses on how to build a robust psychological capital within an organization through the leader's transformative ability in combating environmental issues. This is necessary because research related to green transformational leadership and the effect on green team resilience has not been considered in literature. Drawing from the combination of three theories; broaden‐and‐build theory, job demand–resource theory, and conservation of resource theory, this study contributes to the extant literature by testing the effect of green transformational leadership via the mediating role of green work engagement to green team resilience. Using Amos 20 version to analyze 351 questionnaires that were collected from employees in four and five star hotels in Turkey, the result reviews that green transformational leadership has a positive effect on green work engagement and green team resilience, and green work engagement fully mediates the relationship between the variables. The theoretical and practical implications are discussed.

show abstract

Section: Methodsmentioning

confidence: 99%

Achieving environmental sustainability through green transformational leadership policy: Can green team resilience help?

2020

View full text Add to dashboard Cite

show abstract

“…Empirical evidences also have supported job engagement as the precursor of organizational performance (Bhatti et al, 2018;Huang et al, 2018). Engaged employees work with their physical energy, emotional energy, and affective energy with dedication (Albrecht et al, 2018;Kaya & Karatepe, 2020;Adil & Khan, 2020;Truss et al, 2013).…”

Section: Introductionmentioning

confidence: 96%

“…Job engagement has become a thought-provoking topic among the academic researchers in recent years Rabiul & Yean, 2021;Adil & Khan, 2020). Job engagement is consistently found to be the key antecedent of organizational performance (Albrecht et al, 2018;Attridge, 2009;Kaya & Karatepe, 2020;Adil & Khan, 2020). Empirical evidences also have supported job engagement as the precursor of organizational performance (Bhatti et al, 2018;Huang et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

Influence of Job Engagement on Transformational Leadership Style and Organizational Performance

et al. 2021

View full text Add to dashboard Cite

In recent years, job engagement has received considerable attention among academic community and business professionals. Still such issue needs to be prioritized in the research especially as it is an essential antecedent of organizational performance. This study aims at examining the relationship between transformational leadership style and organizational performance and to explore whether job engagement can influence on this relationship. Study data were collected from the employees working in a mobile phone company in Bangladesh and collected data were analyzed using SPSS version 20. In order to test the study hypotheses Partial Least Squares-Structural Equation Modeling (PLS-SEM) was used. The result of measurement model indicates that the relationship between transformational leadership style and organizational performance is statistically significant. In terms of mediation effects, job engagement mediates the relationship between transformational leadership style and organizational performance.

show abstract

“…The long-term satisfaction and retention of employees is an important domain of SHRM. Research has generally showed a positive linkage between employee work engagement (EWE), work satisfaction, and stay intention [5,6]. As a result, an important SHRM issue is to increase EWE, reduce turnover rates, and achieve sustainable long-term employee retention.…”

Section: Introductionmentioning

confidence: 99%

Sustainable HRM through Improving the Measurement of Employee Work Engagement: Third-Person Rating Method

Zhang

Hui-xin

et al. 2020

Sustainability

View full text Add to dashboard Cite

The purpose of the paper is to present the survey findings of two alternative methods (self-rating (SR) and third-person rating (TPR)) of measuring employee work engagement (EWE). The potential impacts of gender, job tenure, position, and work condition on TPR vs. SR were also investigated. A sample of 649 of hotel service workers, supervisors, and managers in China participated in the study. An accurate measure of employee work engagement serves as a leading indicator of turnover intention and an early diagnostic tool for sustainable human resource management. Despite its popularity as a work engagement measure, SR method has many limitations. This research attempted to demonstrate that TPR is a viable and better alternative measure of EWE. The results indicated that TPR does possess desirable measurement characteristics, such as convergent validity, nomological validity, and structure invariant. TPR also provides a more conservative, and perhaps more accurate as well, measure of EWE. The difference in mean EWE scores as measured by SR vs. TPR was found to be affected by the specific dimension under study, with the least observable absorption dimension the most affected. The difference was also found to be significantly higher for males than for females, bigger as an employee’s position moves higher, and larger as the length of job tenure increases. Additionally, the difference in satisfaction–EWE correlations, as measured by TPR vs. SR, were much higher when the work conditions were poor. For practitioners, the importance of this study lies in the fact that TPR, as a conservative measure of EWE, can play an important role in detecting early signs of employee troubles sooner and lead management to take timely actions, making human resource management more sustainable. For academics, the results that SR and TPR of EWE generally result in similar pattern of findings offer strong encouragement to build future research on EWE through the TPR method.

show abstract

Does servant leadership better explain work engagement, career satisfaction and adaptive performance than authentic leadership?

Cited by 160 publications

References 57 publications

Achieving environmental sustainability through green transformational leadership policy: Can green team resilience help?

Achieving environmental sustainability through green transformational leadership policy: Can green team resilience help?

Influence of Job Engagement on Transformational Leadership Style and Organizational Performance

Sustainable HRM through Improving the Measurement of Employee Work Engagement: Third-Person Rating Method

Contact Info

Product

Resources

About