Servant leadership and positive organizational behaviour: the road ahead to reduce employees’ turnover intentions

2017 ◽  
Vol 25 (1) ◽  
pp. 60-82 ◽  
Author(s):  
Sumedha Dutta ◽  
Puja Khatri
Keyword(s):  
Servant Leadership ◽  
Organizational Context ◽  
Turnover Intentions ◽  
Empirical Studies ◽  
Academic Research ◽  
Extensive Literature ◽  
Research Attention ◽  
Content Type ◽  
Organizational Behaviour ◽  
Ebsco Host

Purpose Over time, interest in servant leadership has increased manifold both in academic research and the popular press. These rampant developments have set the stage for addressing the worthiness of servant leadership’s theory. Empirical studies undertaken by numerous scholars (Farling et al., 1999; Bass, 2000; Page and Wong, 2000; Russell and Stone, 2002; Sendjaya and Serros, 2002; Dennis and Winston, 2003; Smith et al., 2004; Stone et al., 2004; Dennis and Bocarnea, 2005; Humphreys, 2005) have surfaced significant findings supporting relevance of servant leadership in organizational context; however, an absence of universal definition and its measures impinges on this concept. Noticeably missing from research attention has been the effect of servant leadership in promoting positive organizational behaviour among organizational employees. Thus, this paper aims to explore the available literature on servant leadership with a view to establish a servant leader’s role in instilling and facilitating positive organizational behaviour in the workplace. Moreover, the purpose is also to determine whether the positive organizational behaviour inculcated among the employees through a servant leader helps in reducing their turnover intentions. Design/methodology/approach Using different keywords, relevant research papers on Google Scholar were selected. Also, several online databases like Emerald Management, Elseiver, EBSCO Host, etc., were accessed for conducting this exploratory study. Findings To examine the various convergent and divergent dimensions of the major constructs, numerous definitions and scholarly work of renowned practitioners have been collated through an extensive literature review. To put forth a comprehensive picture encompassing the noteworthy findings of the studies pertaining to the major construct, a tabular representation has been made. Originality/value This is the first study wherein the linkage about servant leadership and positive organizational behaviour in organizational context has been talked about. The paper carries value as the literature pertaining to servant leadership in published domain is still in its nascent stage. The repertoire of literature, presented here, will provide a clear direction to the future researchers who wish to pursue their study in this area.

Engagement platforms in the sharing economy

2017 ◽  
Vol 27 (4) ◽  
pp. 761-777 ◽  
Author(s):  
Christoph F. Breidbach ◽  
Roderick J. Brodie
Keyword(s):  
Empirical Studies ◽  
Theoretical Perspective ◽  
Academic Research ◽  
Sharing Economy ◽  
Service Research ◽  
Future Research ◽  
Information Communication ◽  
Content Type ◽  
Future Studies ◽  
Service Ecosystem

Purpose The purpose of this paper is to identify and delineate research directions that guide future empirical studies exploring how engagement platforms facilitate value co-creation and actor engagement in the context of the sharing economy. Design/methodology/approach The authors adopt a midrange theorizing approach with service-dominant logic as the integrating meta-theoretical perspective to develop a theoretical framework about service platforms, engagement platforms, and actor engagement in information communication technology (ICT) mediated environments. The authors then contextualize the framework for the sharing economy. Findings The authors introduce 20 unique research questions to guide future studies related to service ecosystems, engagement platforms, and actor engagement practices in the context of the sharing economy. Research limitations/implications The sharing economy is an emerging phenomenon that is driven by the development and proliferation of engagement platforms. The engagement platform concept therefore provides a novel perspective for exploration of how ICT can be utilized to facilitate value co-creation and engagement amongst interdependent economic actors in a service ecosystem. Practical implications The purpose of this paper is to guide future academic research, rather than managerial practice. Future research based on the framework can help guide decision-makers to implement and use engagement platforms more effectively. Originality/value This paper offers new insight into the important intersection of ICT and service research, and guides future studies exploring the role of engagement platforms in the context of the sharing economy.

The influence of servant leadership on employees' outcomes via job embeddedness in hospitality industry

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Qamar Zia ◽  
Muhammad Naveed ◽  
Muhammad Adnan Bashir ◽  
Asif Iqbal
Keyword(s):  
Servant Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Performance ◽  
Turnover Intentions ◽  
Job Embeddedness ◽  
Work Outcomes ◽  
Citizenship Behavior ◽  
Hotel Management ◽  
Content Type

PurposeDrawing from social exchange theory, the purpose of this study is to investigate the influence of servant leadership on organizational citizenship behavior, turnover intentions and work performance through mediating role of job embeddedness.Design/methodology/approachThe data were gathered from 252 frontline employees of Pakistan's hotel industry in two-time lags with an interval of two months by using purposive sampling. PLS-SEM was applied for the analysis of data and hypothesis testing.FindingsThe study ascertained that job embeddedness is a potent mediator between the nexus of servant leadership and aforementioned work outcomes. The study results portray that servant leadership promotes job embeddedness, OCB, work performance and reduces turnover intentions.Research limitations/implicationsHotel management can use job embeddedness to boost servant leadership and reduce turnover intentions. In addition, management should also increase servant leadership by organizing training and workshops for their managers, which ultimately improves followers' organizational citizenship behavior and work performance.Practical implicationsHotel management can use job embeddedness to boost OCB, work performance and reduce turnover intentions. In addition, management should also increase servant leadership by organizing training and workshops for their managers, which ultimately improves followers' citizenship behavior and work performance.Originality/valueThere are numerous calls for research to ascertain as well as sparse literature available whether job embeddedness act as a mediator in the nexus of servant leadership and work outcomes or not. The current study fills these voids and contributes to the literature by empirically examining the mechanism of job embeddedness between servant leadership and the work outcomes.

Servant leadership, organizational identification and turnover intention: an empirical study in hospitals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sunil P. Omanwar ◽  
Rakesh Kumar Agrawal
Keyword(s):  
Servant Leadership ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Service Sector ◽  
Turnover Intentions ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Using Data

Purpose This paper aims to study the relationship between servant leadership (SL), employee turnover intention (TI) and organizational identification (OI) in hospitals. Design/methodology/approach The study uses a quantitative approach to investigate the relationships between SL, OI and TI, using data collected from a sample of 266 front-facing employees in a private Indian hospital setup. Structural equation modeling is used to analyze the data and test the hypotheses. Findings The findings reveal that servant leadership has a positive relationship with organizational identification and negatively impacts turnover intentions of the front-facing employee. Further, the study also reveals, contrary to expectations, organizational identification has no significant mediating effect between servant leadership and turnover intentions. Research limitations/implications This research is limited to front-facing employees in hospitals and the study may be extended to other industries in the service sector. Future studies may consider other mediating and moderating variables to fully understand the mechanism of impact of servant leadership on turnover intention. Multi-level studies can also be carried out. Practical implications With the ever-increasing expectations for better patient care, robust leadership models have required that address front-facing employee’s well-being, enabling their attention toward patients. This paper provides the impetus for the development and adoption of servant leadership specifically within hospitals and the service sector. Originality/value This study is one of the few studies that empirically examines servant leadership in the health-care domain. The study also contributes to the extant literature on servant leadership by empirically examining the mediation effect of organizational identification between SL and TI. To the authors’ best of knowledge, this study may be the first of its kind, providing evidence of servant leadership’s impact on turnover intention and organizational identification in hospitals using data from the Indian context.

Minority perceptions of the police: a state-of-the-art review

2015 ◽  
Vol 38 (1) ◽  
pp. 173-203 ◽  
Author(s):  
Jennifer H Peck
Keyword(s):  
Literature Search ◽  
Empirical Studies ◽  
Systematic Literature Search ◽  
Content Type ◽  
Perceptions And Attitudes ◽  
Meta Review ◽  
Current Events ◽  
The Media ◽  
Exclusion Restrictions ◽  
Ebsco Host

Purpose – The purpose of this paper is to provide a comprehensive literature review of empirical studies that have examined perceptions and attitudes of the police across various racial and ethnic groups. The specific focus aimed to highlight if minorities perceive the police differently compared to their white counterparts. Design/methodology/approach – A systematic literature search of various academic databases (Criminal Justice Abstracts, EBSCO Host, Web of Science, etc.) was conducted. Searches on Google Scholar were also conducted to locate empirical articles that are presently forthcoming in academic journals. Findings – The meta-review identified 92 studies that matched the selection criteria. The majority of the studies focussed on black/white, non-white/white, and black/Hispanic/white comparisons. Overall, individuals who identified themselves as black, non-white, or minority were more likely to hold negative perceptions and attitudes toward the police compared to whites. This finding held regardless of the measures used to operationalize attitudes and various dependent variables surrounding the police. Hispanics tended to have more positive views of the police compared to blacks, yet more negative views than whites. Originality/value – The present study provided a systematic literature search of studies that were included in two prior reviews (i.e. Decker, 1985; Brown and Benedict, 2002), but also updated the literature based on research that was conducted after 2002. Different exclusion restrictions were also used in the current study compared to earlier research. These restrictions add to the originality/value of the present meta-review in light of current events in the media which have focussed on minority perceptions of the police.

The effects of old-age stereotypes on organizational productivity (part one)

2016 ◽  
Vol 48 (4) ◽  
pp. 181-188 ◽  
Author(s):  
Steven H. Appelbaum ◽  
Richard Wenger ◽  
Carolina Pachon Buitrago ◽  
Ravneet Kaur
Keyword(s):  
Old Age ◽  
Organizational Context ◽  
Empirical Studies ◽  
Relevant Literature ◽  
Culture Industry ◽  
Learning Ability ◽  
Organizational Productivity ◽  
Age Stereotypes ◽  
Content Type ◽  
Employment Education

Purpose – The purpose of this paper is to examine common stereotypes regarding old-age workers and the effect of these stereotypes on organizational productivity, as well as to suggest practical solutions for accommodating old-age workers and increasing productivity in all employees. Design/methodology/approach – This three part paper will present a thorough review of relevant literature (1991-2014, with the exception of two studies from 1976) that were conducted on the topics of old-age stereotyping, the effect of old-age stereotyping on organizational productivity, and methods for adequately motivating and managing old-age workers. Studies concerning psychology theories are also examined in order to provide a framework for practical solutions, as well as demographic statistics on population age and employment trends. Findings – This paper identifies a number of old-age stereotypes that have decreased organizational productivity in empirical studies, including reluctance to change, decreased learning ability, intelligence and memory, poor health and accidents, higher organizational costs, decreased motivation, and low innovation and productivity. Findings also suggest that old-age workers can positively affect productivity, and that low productivity is often a result of stereotyping. Research limitations/implications – The prevalence of old-age stereotyping and its impact on organizational productivity may differ by culture, industry, type of employment, education level, and other factors, and thus further research may be necessary. The literature reviewed may not adequately represent worldwide organizational trends, as the literature is largely comprised of studies performed in North America and Europe. Practical implications – Solutions based on these findings are taken directly from the literature or derived from literature on psychology theories, which include self-determination theory, socio-emotional selectivity theory, and selective optimization and compensation theory. The practical solutions proposed address work environment, motivation, rewards, flexibility, and the loss and gain of resources in old-age workers. Social implications – The proportion of old-age workers is increasing and it is therefore necessary to determine ways to adequately integrate old-age workers in the workforce. Furthermore, this can raise productivity in all employees. Originality/value – This paper demonstrates that old-age stereotyping is both prevalent and detrimental within an organizational context. These findings and solutions can potentially be used by organizations in order to increase individual and overall productivity.

Faculty engagement in higher education: prospects and areas of research

2015 ◽  
Vol 23 (4) ◽  
pp. 285-308 ◽  
Author(s):  
Khushboo Raina ◽  
Puja Khatri
Keyword(s):  
Higher Education ◽  
Faculty Members ◽  
Faculty Engagement ◽  
Extensive Literature ◽  
Content Type ◽  
Higher Education System ◽  
Online Databases ◽  
Comprehensive Picture ◽  
Ebsco Host ◽  
Teaching In Higher Education

Purpose – The purpose of this paper is to explore the available literature on engagement of faculty members teaching in higher education institutions and present forth a strong foundation for researchers of the same area to gain insight into the available literature and prospects of faculty engagement. Design/methodology/approach – Exploratory study has been conducted using different keywords to draw a list of relevant research papers on Google Scholar and several online databases like Emerald Management, EBSCO Host, Elseiver, etc. Findings – Various definitions of the major constructs have been captured from which dimensions have been explored. Identification of dimensions and factors has been done by performing extensive literature review. Studies so conducted on the major construct have been tabulated to present a comprehensive picture. Universities across the world have been studied to find out differences with respect to India in terms of their higher education system and practices related to faculty. Originality/value – The paper is original and holds significance as not much literature is available on faculty engagement in published domain and higher education has become an area of keen interest in present times. This paper will give a strong foundation of literature to future researchers who want to pursue their studies in this area.

The effect of servant leadership on turnover intentions: mediating effects of perceived organizational support, job satisfaction and job embeddedness

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Turnover Intentions ◽  
Job Embeddedness ◽  
Mediating Effect ◽  
Full Time ◽  
Mediating Effects ◽  
Content Type

Purpose The purpose of this study is to provide a theoretical foundation for the effects of servant leadership and to examine the mediating effects of perceived organizational support, job satisfaction and job embeddedness on employees turnover intentions. Design/methodology/approach Data is gathered from the responses of 115 full-time employees from a number of organizations in a metropolitan area in the southeastern United States to a questionnaire survey. Findings Servant leadership is a significant predictor of POS, job embeddedness and job satisfaction. Support is found for the mediating effect of POS and job embeddedness on the servant leadership-turnover intentions relationship. Practical implications Organizations can put steps into place to decrease turnover intentions through increasing links between individuals within the workplace and community, increasing potential sacrifices and adopting a servant leadership style of management. Originality/value This paper has an original approach as it examines the mechanisms through which servant leadership affects turnover intentions.

The effect of servant leadership, perceived organizational support, job satisfaction and job embeddedness on turnover intentions

2020 ◽  
Vol 8 (2) ◽  
pp. 177-194 ◽  
Author(s):  
Tobias M. Huning ◽  
Kevin J. Hurt ◽  
Rachel E. Frieder
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Turnover Intentions ◽  
Job Embeddedness ◽  
Content Type ◽  
Positive Effects ◽  
Mediating Mechanisms ◽  
The Relationship

PurposeThe purpose of this study is to provide insights into the effect of servant leadership on turnover intentions. The authors investigate the mediating effects of perceived organizational support (POS), job embeddedness and job satisfaction on the relationship between servant leadership and turnover intentions. In doing so, the authors seek to make the following contributions. First, the authors seek to provide additional empirical evidence for servant leadership as an effective organizational theory. Additionally, the authors seek to establish POS, embeddedness and job satisfaction as underlying mechanisms that transmit the positive effects of servant leadership.Design/methodology/approachThe data were collected from a paper and pencil survey questionnaire provided to employees of different organizations in a metropolitan area in the southeastern United States. The sample consisted of 150 participants; complete (listwise) data were available for 115 participants.FindingsThe study shows that POS and embeddedness are mediating mechanisms through which servant leadership is related to employee turnover intentions. The authors found POS and job embeddedness to be significant mediating constructs which help explain the nature of the relationship between servant leadership and turnover intentions.Originality/valueBy investigating these constructs in the present framework, we help to provide answers to the questions of how and why servant leadership affects employee outcomes. These answers are an important step towards more fully understanding the complex ways by which followers respond to servant leadership.

scholarly journals The relationship between organizational learning and sustainable performance: an empirical examination

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anna Zgrzywa-Ziemak ◽  
Katarzyna Walecka-Jankowska
Keyword(s):  
Organizational Learning ◽  
Organizational Performance ◽  
Empirical Studies ◽  
Model Verification ◽  
Equation Modeling ◽  
Extensive Literature ◽  
Empirical Examination ◽  
Content Type ◽  
Sustainable Performance ◽  
The Relationship

Purpose The purpose of this study is to investigate the relationship between organizational learning (OL) and business sustainability (BS) and to carry out its empirical examination. Design/methodology/approach Extensive literature research was carried out. Then, an empirical study was conducted in 694 Polish and Danish companies. Two phenomena related to OL were adopted: OL processes and organizational learning capability (OLC). BS was examined through the concept of sustainable performance (SP). Research models were tested using structural equation modeling. Findings The empirical studies have shown a positive, statistically significant relationship between OL and BS. The research supports the view that the intensification of the OL processes is substantial for BS, whereas the OLC concept is less relevant to the development of BS. The effect of OL on total SP was stronger than on any SP dimension. OL supports the synergies of the results obtained by the organization for the benefit of BS. Research limitations/implications The model verification is based on the samples from two countries, and, therefore, the hypothesis requires further verification in different business contexts. In addition, there are different factors influencing BS, which have not been included in the research and should be analyzed in the future. Originality/value An in-depth, critical literature analysis shows that the theoretical foundation of the role of OL in shaping BS is fragmented and poorly empirically verified. The value of this paper is the presentation of large-scale empirical studies comparing the relationship between BS and two phenomena: OLC and the OL processes. The results obtained in the course of the research open up new research directions with respect to both the relationship between OL and BS as well as between OL and organizational performance.

scholarly journals Evaluating the effectiveness of corporate boards

2019 ◽  
Vol 19 (2) ◽  
pp. 372-387 ◽  
Author(s):  
Donald Nordberg ◽  
Rebecca Booth
Keyword(s):  
Academic Research ◽  
Policy Formation ◽  
Extensive Literature ◽  
Corporate Boards ◽  
Policy And Practice ◽  
Theoretical Understanding ◽  
Content Type ◽  
External Evaluators ◽  
Policy Direction ◽  
Practical Implications

Purpose This paper aims to examine how board evaluations have emerged as an important tool in public policy and corporate practice for enhancing board effectiveness. Design/methodology/approach The authors review the extensive literature on effectiveness and the emerging literature on board evaluation to identify ways to assess the current policy direction for external evaluation of corporate boards. Findings The paper develops an integrated framework of effectiveness that can be used as a tool for board evaluation, in particular for externally facilitated exercises. Research limitations/implications Through its integration of prior conceptual work this paper advances our theoretical understanding of this emerging part of policy and practice, with to-date lack much empirical basis. Practical implications The framework that is developed shows ways to focus how the practice is conducted by boards and external evaluators alike. Social implications It can also help policy formation by pointing out the limitations as well as benefits of various policy options. Originality/value In pointing to ways to develop study of the field through empirical research, it provides direction for future academic research. It also identifies a need for and direction toward the professionalization of practice.

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