Servant Leadership and Enhancement of Organizational Performance

Abstract

The Servant Leader Model is a theory that advances administration, supports trust, coordinates effort, future-arranges and utilizes moral capacity to engage others, focusing on good ethical practices. This study inspects the faculty of public and private universities in Peshawar for elements of servant leader behavior (wisdom, emotional healing and persuasive mapping) and effect on performance. Drawing on information from 95 teaching faculty members from different universities, we discovered help for the immediate impact of the all elements of servant leader behavior administration on universities performance. The findings add to servant leadership practices, in like manner to values-based administration, which conceivably may include novel literature regarding the relationship between servant leadership and performance of universities teachers. Implications form the last part of the paper.

Revealing the role of job involvement and employee loyalty as mediation variables

“…The findings show that servant leaders will inspire their employees to serve as well, in this case showing loyalty in carrying out their duties in the company (Shah et al, 2019). Employee loyalty can be seen when they want to fight for business success, because they feel they have a role in the sustainability and development of the company (Hashim et al, 2019). Based on this explanation, the hypothesis proposed in this study is as follows: H1.…”

“…Servant leadership is able to assist the company in achieving its goals because the leader not only acts as a supervisor, but is also directly involved in the process of work activities and communication, so that employees will be more motivated to do their work more optimally. Servant leadership is ideally applied in companies that prioritize service and social welfare because superiors are able to position themselves as friends to employees, so that there are no barriers and boundaries between superiors and subordinates at work (Hashim et al, 2019).…”

“…Employee loyalty has a positive and significant effect on employee performance Hung et al (2016) said that serving leaders have several key principles that they always hold, namely the willingness to listen, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment to growth, and commitment to organization and the people in it. Leaders with servant leadership style also have a tendency to prioritize the interests of others, especially their subordinates or followers (Hashim et al, 2019). They listen and are able to understand the thoughts and demands of their followers, which can help solve problems that individuals face in organizations.…”

“…Individuals will also identify themselves with the work they do, and this will have a positive effect on the performance they show in the company (Oduobisa-Darko, 2020;Varshney, 2020;Harwiki, 2016;Stollberger et al, 2019). Hashim et al (2019;Akbari et al 2014) mentioned that a good leader is a leader who has the will to serve others, and automatically, other people will also have the loyalty to serve him. In the context of servant leadership, Shah et al (2019) highlighted this interrelationship by looking at the influence of servant leadership on employee loyalty.…”

Educational Leadership Processes as Predictors of Positive Work Attitude at Higher Education Level

“…Another aspect of strong organizational commitment relates to the positive work environment. It means that in addition to leadership processes, the work environment plays a vital role in job commitment and involvement (Hashim, Khan & Adnan, 2019). The more encouraging the work environment is, the stronger commitment towards the job is (Hanaysha, 2016).…”