Manufacturing Motivation in the Mundane: Servant Leadership’s Influence on Employees’ Intrinsic Motivation and Performance

Hartnell, Chad A.; Christensen-Salem, Amanda; Walumbwa, Fred O.; Stotler, Derek Jonathon; Chiang, Flora F. T.; Birtch, Thomas A.

doi:10.1007/s10551-023-05330-2

Cited by 7 publications

(4 citation statements)

References 101 publications

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“…By attending to this issue, we advance servant leadership theory and scholarship in distinctive and unique ways rather than retreading old ground covered by other forms of leadership. Our findings build on growing academic interest in documenting the moral influence employees learn by observing servant leadership behavior (e.g., Hartnell et al., 2023; Neubert et al., 2022). This research demonstrates how utilitarian consequentialism's concern for others is transmitted to followers through social learning.…”

Section: Discussionsupporting

confidence: 64%

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Moral minds: How and when does servant leadership influence employees to benefit multiple stakeholders?

Lemoine

Hartnell

Hora

et al. 2023

Personnel Psychology

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Servant leadership's unique focus on care and concern for multiple stakeholders has caught the attention of academic and practitioners alike. Its theoretical novelty, however, remains underutilized as a means to contribute unique insights to the leadership literature. We draw on servant leadership's moral foundation—utilitarian consequentialism—and social learning theory to identify cognitive mechanisms (follower other‐orientation and cognitive reflection) through which servant leadership affects employee behavior benefiting two stakeholder groups: a community nonprofit organization and the employing organization. Furthermore, we evaluate the degree to which an employee's moral identity internalization acts as a boundary condition of servant leadership's effects. Data were collected from 274 employee‐supervisor dyads across three waves with objective cognitive reflection scores and objective measures of workplace charitable giving and employee performance. Results supported all hypothesized predictions even after accounting for three alternative mediators. In particular, servant leadership had a positive indirect effect on workplace charitable giving through follower other‐orientation; it also had a positive indirect effect on objective follower financial performance through other‐orientation and cognitive reflection. Both indirect effects were significant at low levels of moral identity internalization but not at high levels. We discuss the implications of these findings and delineate directions for future research.

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Section: Discussionsupporting

confidence: 64%

“…Our findings build on growing academic interest in documenting the moral influence employees learn by observing servant leadership behavior (e.g., Hartnell et al, 2023;Neubert et al, 2022). This research demonstrates how utilitarian consequentialism's concern for others is transmitted to followers through social learning.…”

Section: Theoretical Implicationssupporting

confidence: 65%

Moral minds: How and when does servant leadership influence employees to benefit multiple stakeholders?

Lemoine

Hartnell

Hora

et al. 2023

Personnel Psychology

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“…Supervisors' average age was 29.2 years old with 46.7 months average tenure in the organization; 62.2% were female; 89% had high school education or below, and 11% had a college or university degree. The same sample participated in one prior study (Hartnell et al, 2023), but none of the variables in the hypothesized theoretical model (see Figure 1) overlapped and the nature of the research questions are significantly different.…”

Section: Sample and Proceduresmentioning

confidence: 99%

When Charismatic Leadership Loses its Luster: Examining the Interactive Effect of Charismatic Leadership and Abusive Supervision on Follower Prosocial Motivation and Citizenship Behavior

Christensen-Salem,

Hartnell,

Walumbwa

et al. 2024

Journal of Leadership & Organizational Studies

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We develop a multilevel framework that examines the simultaneous co-occurrence of charismatic leadership and abusive supervision and how they jointly diminish followers’ prosocial motivation. Furthermore, we tested a mediated moderation model to examine whether followers’ prosocial motivation mediates the link between charismatic leadership and followers’ citizenship behavior under high and low levels of abusive supervision. Results from a field study based upon 296 employees and 44 supervisors in 44 teams across three organizations provided support for the predicted relationships. Charismatic leadership positively influenced followers’ prosocial motivation when abusive supervision was low but not high. Furthermore, followers’ prosocial motivation mediated the link between charismatic leadership and followers’ organizational citizenship behavior when abusive supervision was low but not high. We discuss theoretical implications for abusive supervision's neutralizing effect, identify avenues to advance charismatic leadership and prosocial motivation research, and provide recommendations for practitioners to cultivate an environment that nurtures employees’ prosocial motivation.

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“…According to Kiikkilä (2021) it is defined as the measurement of how well an organization maintains the mechanism and procedures to ensure an intact and secure workstation. Safety performance is considered as one of the important factors that effects employees' commitment and productivity (Gray et al, 2023;Hartnell et al, 2023). Thus, lack of commitment and productivity causes lags in the achievement of tactical and strategic goals of organization.…”

Section: Safety Performancementioning

confidence: 99%

Exploring The Impact of Principals’ Safety Management On Safety Performance: A Case Study of the Private Education Sector

2023

IJSSES

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The aim of this paper is to analyze the effect of safety management practices on safety performance of staff working at private schools in education sector in Erbil city of Kurdistan region, Iraq. This research is unique as it contributes to the literature on safety management in schools. It is one of the earliest research projects on occupational safety conducted in the Kurdistan region. The research methodology used a quantitative approach, utilizing a survey questionnaire to collect data from a sample of 200 staff members. A total of 172 completed questionnaires were returned and analyzed using SPSS ver. 25. The results of the study showed a positive effect of management commitment and safety training on safety performance. However, the study also concluded that there is no statistically significant effect of safety policy, safety communication, and safety incentive on safety performance, the results also showed that male staff are more prone to experience incidents and injuries during work compared to female staff. This study recommends the leadership of schools to pay utmost attention to commitment to the implementation of measures and procedures of safety and continuously provide training programs to keep staff aware of safety measures and procedures.

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Manufacturing Motivation in the Mundane: Servant Leadership’s Influence on Employees’ Intrinsic Motivation and Performance

Cited by 7 publications

References 101 publications

Moral minds: How and when does servant leadership influence employees to benefit multiple stakeholders?

Moral minds: How and when does servant leadership influence employees to benefit multiple stakeholders?

When Charismatic Leadership Loses its Luster: Examining the Interactive Effect of Charismatic Leadership and Abusive Supervision on Follower Prosocial Motivation and Citizenship Behavior

Exploring The Impact of Principals’ Safety Management On Safety Performance: A Case Study of the Private Education Sector

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