How servant leadership motivates young university teachers’ workplace well-being: The role of occupational commitment and risk perception

Abstract

Drawing on the integration of social exchange theory and situational power theory, this paper explores the effect of servant leadership on young university teachers’ workplace well-being and explores the mediating effect of occupational commitment and the moderating effect of risk perception on the indirect effects of servant leadership on workplace well-being. A questionnaire was distributed using the Questionnaire Star online questionnaire platform and a two-wave time-lagged design was used to collect 215 survey samples of young teachers from Chinese higher education institutions. SPSS 23.0 was used to test the hypothesized relationship between the variables. Results revealed that servant leadership was positively related to young university teachers’ workplace well-being. Occupational commitment plays a partial mediating role in linking servant leadership and young university teachers’ workplace well-being. Risk perception plays a moderating role in the indirect relationship between servant leadership, occupational commitment, and workplace well-being. When risk perception has a low level, the mediating effect of occupational commitment is stronger.

Servant leadership, brand love, and work ethic: important predictors of general health in workers in the education sector

“…Servant leadership has emerged as an alternative to mitigate some of the stress experienced by professionals in their fields of work; in this context, the application of the PERMA model is proposed, a model that establishes the way in which each individual chooses to carry out activities that make them happy, contributing these activities to generate a feeling of wellbeing, this feeling being what allows the individual to have a positive experience (Turner, 2022). The service leader brings together certain qualities of honesty, righteousness and selflessness that make his collaborators feel good, as they are immersed in an atmosphere of harmony, thus opening the way to a greater likelihood of greater wellbeing for both the collaborators and the leader (Siu et al, 2015;Zeng et al, 2022). And servant leadership, beyond being an admirable quality, has a special recognition for fostering positive behavioral outcomes and active participation that contributes to the wellbeing of workers (Yuan et al, 2020).…”

The Demand for Healthy Aging Services among Young and Middle-Aged People in Zhuang inhabited Regions and its influencing factors: A cross-sectional study

“…A stable, safe and harmonious working environment can signi cantly reduce the life pressure on young people. 38,39 Affected by the COVID-19 pandemic, many enterprises are facing a crisis of survival and development, and many employees are suffering from enterprise closures, layoffs, and salary cuts. As a result, the tense work situation has led to a more urgent healthy aging demand in younger enterprise employees for retirement.…”

Effects of person-job fit on occupational commitment among kindergarten teachers: occupational well-being as mediator and perceived organizational support as moderator

“…Occupational well-being, a constructive emotional experience that emerges within the workplace, serves as a viable metric for assessing employees' emotional experiences and evaluative judgments of their occupations [40]. Improving the occupational well-being of employees is of great significance because occupational well-being is essential to the survival and development of any organization in the world [41]. The occupational well-being of teachers has a significant effect on education, teaching, and research within the school field.…”

“…Occupational well-being has the function of retaining and motivating high-quality employees [44]. Educators with elevated levels of occupational well-being exhibit greater willingness to dedicate their time and effort to teaching and research, as well as a higher inclination to remain within the educational institution [41]. The cultivation of occupational well-being can expand the social and resourceful domains for employee growth, enhance their motivation to contribute to the organization, and elevate productivity, attendance, and retention rates [45].…”