Servant Leadership and Job Satisfaction and Organizational Commitment: Empirical Evidence from Surabaya Health Care Sector

Abstract

Background: The concept of Servant Leadership has grown as a distinct management style with numerous applications in management research since its inception. It is likely one of the most successful styles for earnest management and for having a good attitude and concern for those around social organizations' well-being and quality of life. Quality human resources are essential to high commitment and satisfaction at work. Satisfy human resources who are committed will take care of the interests of the organization. Because of the practical nature of the problem among in the organization (Klinik Utama Usada Buana), Surabaya personnel, this research is expected to be conducted as an analytic study with a cross-sectional design. Methods: Therefore, data were collected using simple random sampling and then analyzed and interpreted to test the model. Result :The findings demonstrate that servant leadership styles can help people become more committed to their jobs and feel more satisfied. This model's practical and theoretical aspects have been discussed in the relevant sections of this article.

The ROLE OF ORGANIZATIONAL COMMITMENT AS MEDIATOR FOR SERVANT LEADERSHIP RELATIONSHIP AND COMPENSATION

“…Servant leadership and compensation support the creation of nurses' commitment to the organization, this is in line with previous research which concluded that the nature of leaders with servant leadership patterns seeks to serve the needs of their members (Uktutias et al, 2022), so that these leadership behaviors create dynamic conditions in which employees remain loyal to help the organization achieve its goals (Howladar & Rahman, 2021). The nurse's commitment to the organization shows her partiality to remain faithful to stay in the organization and help achieve its goals, this is realized because the leadership that is applied seeks to provide special attention to meet and serve the needs of nurses to carry out their role as executors of nursing duties, the services provided can be in the form of assistance seeks to direct nurses to be able to carry out nursing services optimally for patients, and also provide career support as a reward for work performance which will make nurse loyalty continue to increase while remaining in the organization to help achieve organizational goals.…”

“…Organizational citizenship behavior is created through the commitment of its members to the organization (Indriati et al, 2017;Planer, 2019) because organizational commitment is the strongest effect, where people identify with requests and are highly motivated to carry them out, even when the source of motivation is no longer present (McShane & Glinow, 2015) and organizational commitment is one of the elements used in evaluating employees which includes loyalty to their work, position and organization, and an employee's loyalty is reflected in the three pillars namely affective, sustainability and normative commitment (Allen & Meyer, 2013). Employee commitment is certainly formed through several factors, one of which is leadership style (Latt, 2019) and servant leadership is a form of leadership capable of increasing employee commitment to the organization (Howladar & Rahman, 2021;Uktutias et al, 2022) because individuals with servant leadership style are service-oriented to their members, rather than prioritizing their ambitions, and seek to build solid cooperation between leaders and members for the achievement of organizational goals (Greenleaf, 2015). In addition, commitment to the organization can be built through a form of work motivation (Erdurmazlı, 2019).…”

“…Based on this information, it can be seen that there are problems with organizational citizenship behavior caused by servant leadership, where the head of the room does not provide effective assistance so that nurses want to make sacrifices through work behavior that exceeds the limits set by the organization to help their team work, and the formation of organizational citizenship. behavior depends on how the leader directs his members to want to sacrifice more for the organization through his work behavior (Abdullahi et al, 2020) as well as with servant leadership will form employee commitment to the organization to help the organization achieve its goals (Howladar & Rahman, 2021;Uktutias et al, 2022).…”

“…Based on this definition, a relationship is illustrated, when the leadership pattern of the leader shows an attitude of trying to meet all the expectations of its members, as well as the concern of the organization in the form of support for fulfilling expectations for fair compensation will create a sense of satisfaction for its members, so they decide to stay and help the organization achieve its goals. Several relevant studies have proven that servant leadership will form employee commitment to the organization to help the organization achieve its goals (Howladar & Rahman, 2021;Uktutias et al, 2022) and compensation to bind employee loyalty to the organization (Azmi, 2022;Pratama & Havidz Aima, 2018), so that it can be assumed the research hypothesis: H 1 : Simultaneously servant leadership and compensation have a significant effect on the organizational commitment of nurses.…”

Servant Leadership in the Healthcare Literature: A Systematic Review

“…Servant leadership can successfully foster employee commitment, 70 , 88 , 89 job embeddedness, 52 servant motivation, 40 psychological well-being, 50 voice behavior, 69 person-organization fit, 70 proactive behavior, 48 and satisfaction at work. 70 , 86 , 87 , 90 Furthermore, servant leadership is positively associated with innovative behavior, 71 job performance, 53 , 71 , 86 and pro-environmental behavior.…”