Servant leaders inspire servant followers: Antecedents and outcomes for employees and the organization

Hunter, Emily M.; Neubert, Mitchell J.; Perry, Sara Jansen; Witt, L. A.; Penney, Lisa M.; Weinberger, Evan

doi:10.1016/j.leaqua.2012.12.001

Cited by 420 publications

(412 citation statements)

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“…In its application, this leadership has been observed to be related to effective performance, organizational citizenship behavior, job satisfaction, commitment and the appearance of organizational trust climate, among others (e.g. Hunter et al, 2013; van Dierendonck, 2010, for a review).Based on its value, the global context brings also the challenge of studying SL within a cross-cultural setting so that attention for possible culture differences should be brought to the front (Mooij & Hofstede, 2010 Abstract. Servant Leadership emphasizes employee's development and growth within a context of moral and social concern.…”

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Leading People Positively: Cross-Cultural Validation of the Servant Leadership Survey (SLS)

et al. 2014

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Esta es la versión de autor del artículo publicado en: This is an author produced version of a paper published in: El acceso a la versión del editor puede requerir la suscripción del recurso Access to the published version may require subscription Spanish Journal of PsychologyThe current way of organizing and working together in organizations is undergoing continual change.Organizations face challenges and difficulties to which they must adapt in order to be competitive, particularly when facing the current recession, new technology improvements, merges and differences that come with a global market, and changes in both customer and employee needs and values (Rodríguez-Carvajal, Moreno-Jiménez, de Rivas-Hermosilla, Álvarez-Bejarano, & Sanz-Vergel, 2010). At the same time, there is an increasing demand for a more ethical peoplecentered management (van Dierendonck, 2011), a management that can combine the constant demand for efficiency and efficacy with a moral focus. Within this context, leadership has been pinpointed as a key factor to achieving committed workers as well as prosperous organizations (Luthans, 2002;van Dierendonck, 2011). In this line, servant leadership (SL) may play an important contribution in achieving those goals. At this respect, SL has been proposed as a leadership style specifically focused on people and their development (Greenleaf, 1977). Greenleaf described a servant leader as follows: "The servant-leader is servant first. It begins with the natural feeling that one wants to serve. Then conscious choice brings one to aspire to lead." (Spears, 1998, p. 1). Therefore, a servant leader is one who is mainly concerned about his followers (Greenleaf, 1977). In contrast to other leadership theories as for example transformational leadership, inspiring leadership or Level 5 leadership, SL makes explicit the moral and social concerns and it sets first followers´ needs even over organizational goals (Hunter et al., 2013, van Dierendonck, 2011. In its application, this leadership has been observed to be related to effective performance, organizational citizenship behavior, job satisfaction, commitment and the appearance of organizational trust climate, among others (e.g. Hunter et al., 2013; van Dierendonck, 2010, for a review).Based on its value, the global context brings also the challenge of studying SL within a cross-cultural setting so that attention for possible culture differences should be brought to the front (Mooij & Hofstede, 2010 Abstract. Servant Leadership emphasizes employee's development and growth within a context of moral and social concern. Nowadays, this management change towards workers´ wellbeing is highlighted as an important issue. The aims of this paper are to adapt to Spanish speakers the Servant Leadership Survey (SLS) by van Dierendonck and Nuijten (2011), and to analyze its factorial validity through confirmatory factor analysis and measurement invariance in three countries. A sample of 638 working people from three Spanish-speaking countries (Spain, Argentina and Me...

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Leading People Positively: Cross-Cultural Validation of the Servant Leadership Survey (SLS)

et al. 2014

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“…Por exemplo, o comprometimento organizacional (Morris, 2013), desempenho (Choudhary et al, 2013), efetividade em equipes de trabalho (Mahembe & Engelbrecht, 2014), engajamento no trabalho (Villiers, 2015), criatividade e inovação (Yoshida, Sendjays, Hirst, & Cooper, 2014), inteligência emocional (Barbuto, Gottfredson, & Searle, 2014;Plessis, Wakelin, & Nel, 2015) e comportamentos proativos (Hunter et al, 2013).…”

Section: Discussionunclassified

Tradução, adaptação e validação do Servant Leadership Questionnaire (Escala de Liderança Servidora)

Almeida¹,

Faro²

2016

Rev. Psicol., Organ. Trab

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Este estudo objetivou traduzir e validar o Servant Leadership Questionnaire (SLQ) buscando adaptar a Escala de Liderança Servidora (ELSE) para o português brasileiro. Empreendeu-se um estudo psicométrico com 337 participantes (alunos e servidores da Universidade Federal de Sergipe, maiores de 18 anos), que possuíssem chefe imediato. Utilizou-se um questionário sociodemográfico, a SLQ (traduzida e adaptada neste estudo), a Escala de Satisfação com o Trabalho (EST) e uma escala de liderança transformacional. Realizaram-se análises descritivas e, para a validade fatorial da ELSE, utilizou-se a Análise Fatorial Exploratória (PAF, rotação Promax), além da avaliação da confiabilidade (α). Para a validade convergente empregou-se a correlação de Pearson (r) e para a validade preditiva utilizou-se a regressão linear (stepwise). A análise de dados realizou-se no Statistical Package for the Social Science (v.19). A solução final apresentou 3 fatores, totalizando 47,7% de variância explicada: (a) influência visionária (α=0,87; 9 itens), (b) abnegação(α=0,88; 9 itens), e (c) intendência organizacional (α=0,83; 5 itens). Constatou-se a validade convergente da ELSE, que apresentou correlações moderadas e significativas com a liderança transformacional. A validade preditiva também foi confirmada, visto que as dimensões da ELSE explicaram 48% da variância explicada da satisfação com a chefia. As limitações do estudo relacionam-se à falta de grupos comparáveis e à amostragem não probabilística. Sugere-se, para pesquisas futuras, a investigação da estrutura fatorial confirmatória e aplicações empíricas da ELSE. Palavras-chave: Liderança; estudos de validação; psicometria.This study aimed to translate and validate the Servant Leadership Questionnaire (SLQ) seeking to adapt the Escala de Liderança Servidora (ELSE) for Brazilian Portuguese. A psychometric study was conducted with 337 participants (students and employees of the Federal University of Sergipe, over 18 years of age), who had an immediate boss. The study used a sociodemographic questionnaire, the SLQ (translated and adapted in this study), the Escala de Satisfação no Trabalho (EST) [Work Satisfaction Scale], and a transformational leadership scale. Descriptive analyses were done, and for the factor validity of the ELSE, the Exploratory Factor Analysis (PAF, Promax rotation) was used, in addition to reliability testing (α). For convergent validity, the Pearson correlation (r) was used, and for predictive validity, (stepwise) linear regression. Data analysis was performed using Statistical Package for the Social Science (v.19). The final solution presented three factors, totaling 47.7% of explained variance: (a) visionary influence (α=.87; 9 items), (b) abnegation (α=.88; 9 items), and (c) organizational stewardship (α=.83; 5 items). The convergent validity of the ELSE was determined, which showed moderate and significant correlations with transformational leadership. Predictive validity was also confirmed, since the dimensions of the new scale accounted for 48% of the expl...

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“…The study suggests 16 related personality traits from questionnaires that were globally adopted. Notable fields that adopted the 16 personality factors scale include business for employee testing and selection, career and marital counselling (Tellegen and Waller, 2008;Hunter et al, 2013;Spradley, 2016). The study adopted a closed-ended questionnaire in which the respondents were required to choose one among three alternatives.…”

Section: Literature Review Concepts Of Personality Factorsmentioning

confidence: 99%

The Predicting Role of the Big Five Personality Traits on the Internal Marketing in the Nigerian Banking Industry

Yusuf

Olamide

2018

AFMJ

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Abstract:The bank reformations often led to higher workloads on the remaining staff which affected the quality of service. This is due to extra workloads on employees who remain working in the banking sector to carry out several jobs or workloads due to downsizing exercise which contribute to many stress-related sicknesses. This stress laden employment environment has greatly affected employee personality make up. Therefore, this study aimed to investigate the impact of employee personality factors, comprises of extroversion, neuroticism, agreeableness, conscientiousness and openness to experience on the internal marketing of employees in Nigerian banking industry. Purposive convenient sampling technique was used to select 221 frontline bank employees in Nigeria as respondents in the study. Questionnaires served as the main instrument of the study for data collection. Multiple regression analysis was used as the major method of data analysis. The big five personality traits theory and the mediated theory of internal marketing were used to underpin the research framework. Findings from this study could serve as future guidelines for Nigerian banks to inculcate the spirit of personality factors, comprises of extroversion, neuroticism, agreeableness, conscientiousness and openness to experience in the bank employee as well as incorporate internal marketing as a core strategy in order to meet employees' demands and fulfil customers' needs.

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Servant leaders inspire servant followers: Antecedents and outcomes for employees and the organization

Cited by 420 publications

References 79 publications

Leading People Positively: Cross-Cultural Validation of the Servant Leadership Survey (SLS)

Leading People Positively: Cross-Cultural Validation of the Servant Leadership Survey (SLS)

Tradução, adaptação e validação do Servant Leadership Questionnaire (Escala de Liderança Servidora)

The Predicting Role of the Big Five Personality Traits on the Internal Marketing in the Nigerian Banking Industry

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