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Purpose: This study aims to investigate the impact of perceived subtle and overt discrimination on employees' emotional exhaustion, along with potential mitigating factors such as social support, organizational inclusion and religiosity. Design/methodology/approach: The research is based on a sample of 359 Muslim employees working in US restaurants. The data are analyzed using fuzzy-set Qualitative Comparative Techniques. Findings: The results reveal that high/low emotional exhaustion in tourism and hospitality sector is triggered by multiple combinations of high/low levels of subtle and overt discrimination, family and friends support and religiosity. Such findings hold important implications to both theory and practice. Research limitations/implications: By using fuzzy-set Qualitative Comparative Analysis, this research stands out from studies on discrimination that use conventional statistical methods. It proposes several solutions leading to a single outcome (high/low emotional exhaustion). This new approach contributes to the advancement of theory in this context. Practical implications: This study shows that there is no single best solution for high/low emotional exhaustion. Stated differently, multiple solutions provide several ways for firms to mitigate employees' emotional exhaustion. Originality/value: Religious discrimination in workplaces is increasing at an alarming rate, particularly in customer facing roles, such as the tourism and hospitality industry. This is having detrimental effects on employees from minority groups, often leading to excessive levels of emotional exhaustion. Nonetheless, the extant literature has somewhat understated the consequences of this issue, creating a void that needs to be fulfilled. This study addresses this gap. [ABSTRACT FROM AUTHOR]

Green manufacturing practices (GMP) are promoted by the United Nations through an effort known as Sustainable Development Goals (SDGs), which has been welcomed by Malaysia to address global environmental problems, with manufacturing sectors becoming the primary focus, in line with the National Policy goals to enhance the capacity of the manufacturing sector by 2025. However, Malaysia’s green commitment is less encouraging globally, as most manufacturers are still struggling to implement GMP due to weak leadership, resulting in low acceptance within the organization. Servant leadership is proposed as a mediator to help manufacturers implement GMP effectively, where this leadership is less concerned with the context of green practices in Malaysia. In this paper, the influential factors of GMP implementation will also be identified. A total of 40 factory managers responded to the survey used in a pilot study. The initial results show that the most influential factor is law enforcement, based on mean score, followed by proactive communication and technology advancement. Meanwhile, servant leadership did not mediate the relationships between the business environment and organizational factors, except for individual factors and GMP, as employees are empowered to be creative in their own ways. This study offers new perspectives to manufacturers who intend to maintain their commitment towards GMP. [ABSTRACT FROM AUTHOR]

This systematic review of 55 empirical studies explores the relationship between personal resources and work engagement in various work environments. Its contribution is threefold: first, to identify the constructs that illustrate the ability of personal resources; second, to analyse current methods for studying personal resources and highlighting their limitations in theoretical generalisation; and third, to examine the role of personal resources to influence work engagement. The review identifies notable gaps in existing research and offers valuable perspectives to promote employee engagement in different professional settings. Findings highlight the need for cultural and sector-specific research to understand diverse responses to job demands and resources. It suggests the integration of emerging constructs like growth mindset and emotional intelligence into these models and emphasises the need for a more varied methodological approach, including longitudinal and qualitative studies. Additionally, it highlights the need to explore the impact of social, cultural, and technological factors in this relationship. An implication from this study is that organisations can improve job satisfaction, reduce turnover intentions, and enhance overall performance by creating a supportive environment that encourages personal resources. This can be achieved through offering training and development programmes, fostering a positive work culture, and ensuring a balance between job demands and resources. [ABSTRACT FROM AUTHOR]

The aim of this study is to examine the effect of servant leadership on organisational trust and organisational citizenship behaviour. The population of the study consists of nurses who were employed in three private hospitals owned by a health group in Ankara, Turkey. A survey was applied to 266 nurses through face-to-face interview method, and the data were analysed using various statistical analyses. The results of the analyses showed that servant leadership accounted for 40.8% of the total variance in organisational trust, and the rise in nurses' perceptions of servant leadership statistically improved their perceptions of organisational trust. Also, servant leadership was found to account for 34.6% of the total variance in organisational citizenship behaviour, and the rise in nurses' perceptions of servant leadership statistically improved their perceptions of organisational citizenship behaviours. In conclusion, it appears that it is highly essential for leaders to adopt a servant leadership approach towards their employees in order to increase trust and citizenship behaviour in their organisations. [ABSTRACT FROM AUTHOR]

This research delves into the intricate connections among family support dimensions, specifically instrumental support and emotional sustenance, and their impact on in-role performance, utilizing work engagement as a mediating variable. A comprehensive survey involving 421 Vietnamese employees was conducted, and the data underwent PLS-SEM analysis. The outcomes reveal a positive influence of both instrumental support and emotional sustenance on each dimension of work engagement--cognitive, physical, and emotional engagement. Additionally, all facets of work engagement exhibit a positive relationship with in-role performance. Furthermore, each sub-variable of work engagement acts as a mediator in the relationship between instrumental assistance, emotional sustenance, and in-role performance. Notably, the study emphasizes that instrumental support exerts a more substantial predictive power concerning in-role performance compared to emotional sustenance. These findings contribute significantly to both theoretical understanding and practical applications within the realm of family support dynamics and employee performance, enhancing our comprehension of these critical relationships. [ABSTRACT FROM AUTHOR]

It is an opportune time to reflect on the progress of service failure and service recovery in the field of service marketing, specifically with a focus on perceived justice. Over the past three decades, justice theory has played a pivotal role in explaining these phenomena, prompting the need to evaluate its current standing and contributions. The study reviews the literature on service failure and recovery (SFR) using the hybrid review approach through an integration of bibliometric analysis and a framework‐based review (Theories–Characteristics–Contexts–Methods; Paul and Rosado‐Serrano, 2019, International Marketing Review, 36(6), 830–858). In the bibliometric overview, the publication trend and citation structure of articles dealing with perceived justice in SFR between 1990 and March 2022, the most prolific authors/sources as well as the most active institutions that contribute the most to this field of scientific inquiry have been analysed in detail. Following the performance analysis, the authors carry out scientific mapping that underscores the intellectual corpus as well as the emergent themes of the field. Using network analysis in visualization of similarities viewer software, service failure, service recovery and perceived justice in service failure and service recovery have been grouped into clusters based on co‐citation analysis and bibliographic coupling. The articles in the clusters are critically reviewed in terms of theories, contexts, characteristics and methods to not only synthesize the foundational knowledge in the field and propose avenues for future but also make recommendations for academia and industry. To add scientific rigour, the study uses Scientific Procedures and Rationales for Systematic Literature Reviews (Paul et al., 2021, International Journal of Consumer Studies, 45(4), O1–O16) protocol to guide review decisions in a bibliometric analysis. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Manajemen dan Organisasi is the property of IPB University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Objective: This study aims to identify the influence of work stressors on work performance and the moderating role of social support and leisure in the influence of work stressors on work performance. Design/Methods/Approach: The study respondents were employees who work in various banks. Data was collected using a convenience sampling method by distributing questionnaires through Google Forms. The collected data were analyzed using SEM-AMOS. Findings: This study found that work stressors negatively affect work performance. Social support can be a coping used by individuals to reduce the negative impact of work stressors on work performance. The findings of this study indicate that social support significantly moderates the effect of work stressors on work performance. However, unlike expectations, leisure does not significantly moderate the effect of work stressors on work performance. Originality: Unlike other studies, this research considers the role of two coping strategies, i.e., social support and leisure, as moderators of the relationship between work stressors and work performance among bank employees. Existing studies still show inconsistent results regarding the relationship between work stressors and work performance and the moderating role of social support in the relationship between the two. Leisure is also rarely investigated as a moderator of the relationship between the two, especially in the context of employees who work in the bank. Practical/Policy implication: The findings of this study show the importance of companies and managers recognizing employee conditions that indicate a work stressor. They also need to identify what factors are a source of stress. As a form of concern for employees and their work performance, companies and managers need to consider strengthening social support and leisure, which can reduce the negative response of employees to work pressure. [ABSTRACT FROM AUTHOR]

This study examines the inter-relational aspects of servant leadership, affective commitment, and the interaction of trust on employees' knowledge-sharing tendency in the financial services industry. While much has been known about how trust correlates positively with the leader's approach on knowledge-sharing behaviour; what is unknown is how knowledge-sharing tendency is explained by servant leadership and affective commitment and whether trust has a moderating effect on the relationships between servant leadership and affective commitment, and servant leadership and knowledge-sharing tendency. This study developed a moderated mediated model that examines data from a two-part study of 398 financial services personnel in Singapore. SmartPLS analyses revealed that affective commitment is a complementary mediator between the relationship of servant leadership and knowledge-sharing tendency. Trust moderates the relationship differently in that it positively enhances the relationship between servant leadership and knowledge-sharing tendency but attenuates the relationship between servant leadership and affective organisational commitment. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study was to compare the effect of GHRM practices on employer branding among firms in developed and developing economies. Design/methodology/approach: This study applied a cross-sectional survey for 234 respondents. The sample was derived from multiple databases consisting of firms in developed and developing countries. Findings: The analysis indicates that green competence building practices and green performance management practices are positively related to environmental reputation and hence employer brand. Green employee involvement is exceptional because it has a more positive influence on environmental reputation in developed economies. Originality/value: This study is cross-national in nature and compares GHRM practices in developed and developing economies. [ABSTRACT FROM AUTHOR]

Purpose: This paper investigates whether error management orientation (EMO) of hospitality employees influence their service recovery performance (SRP) through self-efficacy. Design/methodology/approach: In Study 1, data was collected from 161 hotel managers in the USA. In Study 2, data was collected from 215 restaurant employees in Turkey. Partial least squares (PLS) method using SmartPLS 3.3.3 was used for data analysis. Findings: The results indicated that EMO of hospitality employees increases their self-efficacy beliefs which in turn enhance their SRP. The findings were consistent in both studies. Practical implications: Hospitality organizations should consider assessing EMO of individuals when making selection decisions. These organizations should also consider providing error management training to employees to develop their EMO, improve error management skills and performance. Originality/value: To the best of the author's knowledge, this is the first study that focuses on EMO of hospitality managers and employees. Error orientation refers to how individuals cope with and how they think about errors at work. Errors are part of our work lives, and a positive orientation toward errors (i.e. EMO) can have a significant impact on individuals' work attitudes, behaviors and performances. This is the first study that examines EMO as an important predictor of SRP. This study also makes a contribution by studying the mediating effect of self-efficacy to understand the underlying mechanism that links EMO with SRP. [ABSTRACT FROM AUTHOR]

Modern human resource management involves a series of methods that ensure employee satisfaction, intending to achieve organizational goals. The perception of hotel staff as a factor of market success implies the creation of a working environment within which the performance of employees would be adequately used for these purposes. Consequently, the need for extensive research of leaders who will be able to respond to all business and social challenges arises as a basic prerequisite for achieving enviable business results. This paper aims to examine the impact of servant leadership on positive and negative outcomes in the field of hotel business. For the purposes of the survey, 412 hotel workers, employed in various hierarchical positions, were surveyed. The results of the research indicate a positive correlation between servant leadership and job satisfaction and work engagement, that is, a negative correlation between this leadership style and turnover intention and burnout. Furthermore, regression analysis confirmed the direct impact of servant leadership on job satisfaction and work engagement, as well as turnover intention. This study fills theoretical gaps in the aspect of choosing purposeful leadership styles in the sphere of hotel business in Serbia. [ABSTRACT FROM AUTHOR]

Purpose: For human resource (HR) managers, the harmful outcomes of employees' ruminations about external crises, such as a pandemic, represent important, timely concerns. This research postulates that employees' perceptions of pandemic threats might diminish the extent to which they engage in change-oriented voluntarism at work. This negative connection may be attenuated by employees' access to two personal (work-related self-efficacy and organization-based self-esteem) and two relational (goal congruence and interpersonal harmony) resources. Design/methodology/approach: The theoretical predictions are tested with survey data collected among employees who work in a banking organization in Portugal. Findings: Persistent negative thoughts about a pandemic undermine discretionary efforts to alter and enhance the organizational status quo, but this detrimental effect is mitigated when employees (1) feel confident about their work-related abilities, (2) have a positive self-image about their organizational functioning, (3) share a common mindset with coworkers with respect to work goals and (4) maintain harmonious relationships with coworkers. Practical implications: This study pinpoints several ways HR managers can reduce the danger that employees' worries about life-threatening crises may lead to complacent responses that, somewhat paradoxically, might undermine their ability to alleviate the suffered hardships. Originality/value: The findings contribute to research on the impact of external crisis situations on organizations by providing an explanation of why employees may avoid productive, disruptive work activities, contingent on their access to complementary resources. [ABSTRACT FROM AUTHOR]

Copyright of International Journal for Tourism, Archeology & Hospitality (IJTAH) is the property of Beni Suef University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Manuscript type: Research paper. Research aims: This study aims to examine the direct and indirect effects of servant leadership and perceived organisational support on organisational citizenship behaviour through the mediator of lecturer commitment. Design/Methodology/Approach: The research adopts a quantitative approach. Lecturers from private universities in regional higher education service institutions (LLDIKTI) III DKI Jakarta, Indonesia formed the research population. Purposive sampling was employed as the sampling technique. Data collection involved surveys using a questionnaire as the research instrument. Data analysis was conducted using SEM-PLS. Findings: The results demonstrate that servant leadership and perceived organisational support positively and significantly influence lecturer commitment and organisational citizenship behaviour. However, lecturer commitment does not significantly mediate servant leadership or perceived organisational support and organisational citizenship behaviour. Research limitations/Implications: Further research could examine other variables that can mediate servant leadership and perceived organisational support on organisational citizenship behaviour. Practical implications: The managerial implication suggests that university management should prioritise servant leadership and lecturer commitment to enhance lecturers' performance of extra roles (organisational citizenship behaviour). Originality/Value: This study shows that lecturer commitment does not significantly mediate servant leadership or perceived organisational support and organisational citizenship behaviour. [ABSTRACT FROM AUTHOR]

In contrast to the enormous literature on the relationships between creativity and personal values, relatively few studies have addressed the question of the creativity–service quality link. The purpose of this study is to examine the antecedent factors of the motivation and cooperation climate of service quality and to consider the consequences of service quality on banking service employees' creativity. Data were collected from 502 bank employees in China. The results of structural equation modelling (SEM) found multiple mediation roles in a cooperative climate and service quality management that characterise the relationship between employees' motivation and creativity. In addition, the moderate roles of social interaction and knowledge sharing are also discovered. Several alternative models of the first and second factors of motivation and service quality management were examined to determine the robustness of the original proposed models. [ABSTRACT FROM AUTHOR]

Copyright of Entreciencias Diálogos en la Sociedad del Conocimiento is the property of Escuela Nacional De Estudios Superiores, Unidad, Leon of the Universidad Nacional Autonoma de Mexico and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Grounding on social exchange theory and using the creative process engagement as a lens, this article study investigates the influence of servant leadership on employee creativity. In addition, the research examines the role of knowledge sharing in the link between servant leadership and employee creativity. Time lag method was used to collect the data from 242 employees and 57 managers employed in Chinese publicly listed companies. The data collection was divided into two parts. The subordinates were asked to rate servant leadership, their creative process engagement behavior, and knowledge sharing. The supervisors were asked to rate their associates regarding employee creativity. According to the results, employees creative process engagement behaviors mediated servant leadership and employees' creativity. In addition, the link between servant leadership and employees' creativity was strengthened by knowledge sharing. A detailed model is also provided, highlighting the significance of leadership, work engagement, knowledge sharing in fostering employee creativity in the Asian environment. [ABSTRACT FROM AUTHOR]

Purpose: This paper proposes a research model in which work engagement (WE) mediates the effects of corporate social responsibility (CSR) and internal marketing (IM) simultaneously on customer-oriented boundary-spanning behavior (COBSB). Design/methodology/approach: The study deploys structural equation modeling (SEM) to examine data acquired from 355 frontline bank employees (FBE) of private banks. Findings: The findings of this study demonstrate that both FBE's perceptions of CSR and IM are positively related to their WE, proposing that adding CSR practices to existing IM programs is likely to boost anticipated employee work attitudes such as WE, which consecutively increase positive employee job outcomes such as COBSB. This research contributes to the body of knowledge by conceptually and empirically gauging CSR and IM practices simultaneously in the banking sector. Originality/value: This study contributes to the existing body of knowledge by investigating the relationship between CSR and IM to COBSB via WE in frontline service roles in the retail banking sector. [ABSTRACT FROM AUTHOR]

Career adaptability (CA) in terms of concern, control, curiosity, and confidence exhibited like a mediator between servant leadership and positive affectivity and is the main focus of the present study's conceptual model. In Sulaymaniyah city in Kurdistan Region of Iraq, hotel workers collected information. Structural equation modeling was used to assess the collected data from five-star hotel workers at Sulaymaniyah. The constructs are meaningful and dependable via exploratory factor analysis with reliability testing. Factor analysis demonstrates high convergent and discriminative validity of the results. A complete mediator linking servant leadership and good effectiveness were found to be the CA. In hotel business, embracing a servant leadership approach may enhance personal resources and improve career adaptability. [ABSTRACT FROM AUTHOR]

This study examines the mediating role of psychological meaningfulness and safety between leadership styles and employee commitment to service quality (ECSQ) drawing on self-concept theory. A total of 446 hotel employees working in the hotel industry in Bangladesh participated in a cross-sectional survey. Partial least square results indicate that servant leaders have both direct and indirect effects on ECSQ through psychological meaningfulness and safety. Testing the mediating effect of each psychological condition according to self-concept theory reveals the differences between the servant and transactional leadership styles. Transactional leaders do not positively influence ECSQ directly, but do so through psychological meaningfulness, and not through psychological safety. The results of the study imply that hospitality professionals should concentrate on developing psychologically safe and meaningful work environments by inculcating the servant leadership style. [ABSTRACT FROM AUTHOR]

Copyright of RAE: Revista de Administração de Empresas is the property of Fundacao Getulio Vargas and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: This study investigates the effect of supervisor-directed organizational citizenship behavior (OCB) on leader–member exchange (LMX), the moderating role of impression management motives on this relationship, the effect of LMX on organizational and interpersonal deviance and the mediating effect of LMX on the relationship between supervisor-directed OCB and deviant behaviors. Design/methodology/approach: This study uses a survey questionnaire to collect data. Respondents were 342 nonmanagerial employees working in Surabaya Raya, Indonesia. Hypothesis testing is done using Partial least squares structural equation modeling (PLS-SEM). Findings: The results show that supervisor-directed OCB is positively related to LMX, and LMX is negatively related to organizational deviance but not significantly related to interpersonal deviance. The study also finds that impression management motives moderate the positive relationship between supervisor-directed OCB and LMX. Furthermore, LMX mediates the relationship between supervisor-directed OCB and organizational deviance, but not interpersonal deviance. Practical implications: This study suggests the importance of human resource management (HRM) activities and managers being aware of subordinate OCB motives and the impact of LMX on interpersonal and organizational deviance, as well as what supervisors need to do to reduce these negative effects. Originality/value: Few studies examined the relationship between supervisor-directed OCB and workplace deviance behaviors (WDBs). This study provides a mechanism of their relationship by considering LMX as a mediator. Also, heretofore the existing studies tend to focus more on LMX as an antecedent of OCB. This study provides an understanding of OCB as an antecedent of LMX with the moderating effect of impression management motives. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to examine the non-linear effects of work engagement (WE) on the job outcomes' creative performance (CRP), extra-role customer service (ERCS) and turnover intention (TI). Design/methodology/approach: Data were collected from 405 millennial frontline employees (FLEs) working in the hospitality industry in Kenya. Structural equation modeling was used to examine the hypothesized relationships. Findings: The results yielded support for one relationship. WE was found to have a significant non-linear relationship with TI. This finding provides evidence of a ceiling to the positive impact of WE on reduced TI. WE and CRP and ERCS were however found to be non-significant and linear, and significant and linear, respectively. Research limitations/implications: A large number of studies have evidenced positive individual and organizational outcomes associated with WE. This study however, is important, as the "dark side" of WE is empirically examined, therefore providing a different perspective of the concept. Practical implications: The study findings affirm that management must exercise caution with excess levels of WE among millennial FLEs as this may lead to unfavourable outcomes. Originality/value: In this research, the assumption of linearity is challenged. Empirical evidence for the need to systematically explore non-linear associations for a more nuanced understanding of the relationships between variables is provided. Moreover, this study is among the few in which the presence of curvilinear relations between WE and job outcomes is examined in a non-Western context. [ABSTRACT FROM AUTHOR]

Both researchers and practitioners agree that having highly engaged employees results in individuals and organizations reaping various positive consequences related to performance and absenteeism. However, available research syntheses date from the early years of this line of research, thus cover only a small fraction (under 10%) of the available studies. The present meta-analysis updates the results of work engagement and its three facets (vigour, dedication, and absorption) on task performance and includes a substantial number of studies on absenteeism with separate analyses of longitudinal studies. A total of 179 unique correlations representing an overall sample size of N = 139,182 was examined, confirming and enhancing a positive association between work engagement and task performance (ρ =.483) and a negative association between work engagement and absenteeism (ρ = −.171). The three facets of engagement had similar effects on performance, but only vigour and dedication correlated significantly negatively with absenteeism. Work engagement is linked positively to future task performance and negatively to future absenteeism. The influence of several methodical moderators is examined. Finally, we discuss how these findings can inform research and practice in order to contribute to a more effective and healthy work environment for employees. [ABSTRACT FROM AUTHOR]

Although servant leadership is practiced in higher education (HE), most literature on servant leadership has utilized samples with diverse occupational backgrounds and applied single-level analytic approaches. Recognizing the association between servant leadership and community citizenship behavior, our study investigated the factorial validity of a well-developed multilevel servant leadership model, the SL-28, in the HE context. We grouped 1,864 lecturers from Malaysian institutions into 120 clusters, then estimated a seven-factor second-order servant leadership model at two levels using EQS. Results indicated that servant leadership in academic settings was a single-level five-factor secondorder model rather than a hierarchical model. Of the seven hypothesized factors, empirical evidence was not found for two, emotional healing and putting subordinates first. We also investigated the model's consistency with the principles of servant leadership for HE to provide more insight. Finally, practical, theoretical, and methodological implications of the findings and future areas of research are provided. [ABSTRACT FROM AUTHOR]

With today's increasingly dynamic and competitive business environment, creativity is critical for enterprises to enhance their competitiveness. Companies today invest and seek new ways to enhance creativity of employees within the organization. Our study describes the effects of servant leadership, psychological safety, and employee well-being on creativity under the conservation of resources theory. We used a sample of 252 full-time employees in the United Kingdom who had been recruited online and collected their data for analysis. We conducted confirmatory factor analyses to test the validity of the measurement model and regression to evaluate the direct effects. Subsequently, we used bootstrapping to confirm mediation and serial mediation effects. The results showed that servant leadership was positively related to creativity and that psychological safety and employee well-being were serial mediators between them. [ABSTRACT FROM AUTHOR]

Copyright of Service Industries Journal is the property of Taylor & Francis Ltd and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista de Psicologia del Trabajo y de Las Organizaciones is the property of Colegio Oficial de Psicologos de Madrid and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Aims: This study examines the role of servant leadership through the mechanism of psychological safety in curbing nurses' burnout during the COVID‐19 pandemic. Background: During the COVID‐19 pandemic, studies have shown an increased level of stress and burnout among health care workers, especially nurses. This study responds to the call for research to explore the mechanisms of servant leadership in predicting nurses' burnout by employing the perspective of conservation of resources theory. Methods: Through a cross‐sectional quantitative research design, data were collected in three waves from 443 nurses working in Pakistan's five public sector hospitals. Data were analysed by employing the partial least squares path modelling (PLS‐PM) technique. Results: Servant leadership (β = −0.318; 95% CI = 0.225, 0.416) and psychological safety (β = −0.342; CI = 0.143, 0.350) have an inverse relationship with nurses' burnout and explain 63.1% variance. Conclusions: Servant leadership significantly reduces nurses' burnout, and psychological safety mediates this relationship. Implications for Nursing Management: Human resource management policies in health care must emphasize training nursing leaders in servant leadership behaviour. [ABSTRACT FROM AUTHOR]

Copyright of Service Industries Journal is the property of Taylor & Francis Ltd and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Servant leadership has been gaining attention from all types of organizations, whether it be business organizations or public schools. With the increase of studies on the servanthood characteristics of organizational leaders, various scales of servant leadership were used to examine servant leadership behaviors, perceptions, and attitudes in different organizations. In line with the increasing interest on servant leadership, the purpose of the study was aimed at characterizing the Servant Leadership (SL) scale psychometrically through Confirmatory Factor Analysis (CFA) and Rasch analysis. The related data were collected from 461 teachers across several countries. The one-factor structure of the SL was confirmed in CFA along with the Rasch Rating Scale model, with the analyses of rating scale diagnosis, item fit assessment, reliability, unidimensionality, local independence, and differential item functioning (DIF). High person separation and reliability statistics supported the consistency of the SL scores. Only one item (Item 7) did not fit the Rasch model, and another item (Item 1) showed DIF to be in favor of females. Overall CFA and the Rasch models provided enough evidence for the seven-item SL scale. [ABSTRACT FROM AUTHOR]

Research suggests that when leaders, as servant leaders, focus on their followers' needs, this can have a positive effect on organizational functioning. Yet results are inconsistent in establishing the strength of the relationships, limiting understanding of the theoretical impact and practical reach of the servant leadership (SL) construct. Using a quantitative meta‐analysis based on 130 independent studies, the current research provides evidence that SL has incremental predictive validity over transformational, authentic, and ethical leadership. Further, the link between SL and a range of individual‐ and team‐level behavioural outcomes can be partially explained by trust in the leader, procedural justice, and leader–member exchange. The paper also explores moderators to better establish SL's criterion‐related validity and to clarify the magnitude of effects across boundary conditions, such as research design, national culture, and industry. Practitioner points: Servant leadership has predictive validity over other leadership approaches, and therefore, organizations would benefit by developing their current leaders into SLs.Organizations should aim to select SLs into influential positions: Training programmes and selection profiles and processes would need to be aligned and developed to capture attitudes and behaviours associated with SL inside and outside the organization.Servant leaderships should seek to create a culture that positively promotes the development of trust, fairness, and high‐quality leader–follower relationships, as these conditions collectively enable the effects of SL to be transmitted onto desirable follower outcomes. [ABSTRACT FROM AUTHOR]

This paper reports the most comprehensive meta-analytic examination of the relationship between leadership and both followers' creative and innovative performance. Specifically, we examined 13 leadership variables (transformational, transactional, ethical, humble, leader-member exchange, benevolent, authoritarian, entrepreneurial, authentic, servant, empowering, supportive, and destructive) using data from 266 studies. In addition to providing robustly estimated correlations, we explore two theoretically and pragmatically important issues: the relative importance of the different leadership constructs and moderators of the relationship between leadership and employee creativity and innovation. Regrading creative performance, authentic, empowering, and entrepreneurial leadership demonstrated the strongest relationships. For innovative performance, both transactional (contingent reward) and supportive leadership appear particularly relevant. The current study synthesizes an important, burgeoning, diverse body of research, and in doing so, generates nuanced evidence that can be used to guide theoretical advancements, improved research designs, and up-to-date policy recommendations regarding leading for creativity, and innovation. [ABSTRACT FROM AUTHOR]

Today, innovation and its association with leadership are dubiously one of the key challenges faced by the Pakistani banking sector. However, lack of investigation on this issue has led to examining the effect of servant leadership in fostering employee creativity through the mediating role of knowledge sharing, thriving at work and burnout. Further, the study framework was established from theories, namely the social exchange theory, social learning theory and conservation of resource theory. The purposive sampling technique was used to gather 286 useable responses. Findings obtained by using Smart PLS-SEM 3.0 which indicated a significant positive relationship of servant leadership with knowledge sharing, thriving at work, and employee creativity. The results also enlighten the positive relationship of knowledge sharing and thriving at work on employee creativity, and the significant negative relationship of servant leadership on burnout. Whereas, knowledge sharing and thriving at work mediates the relationship between servant leadership and employee creativity. Captivatingly, burnout remains insignificant between servant leadership and employee creativity. Thus, the study findings will redound to organizational benefits by enriching research on the area of servant leadership, which is in its infancy till now. However, the study will be useful for both organizations and employees to achieve desired outcomes. [ABSTRACT FROM AUTHOR]

A research model investigating trust in organization as a mediator of the impact of psychological capital (PsyCap) on intention to leave work early, intention to be late for work, absenteeism, and creative performance is proposed and tested. Data came from 159 hotel employees one week apart in three waves and their immediate supervisors in Russia. The aforementioned relationships were tested using structural equation modeling. The findings suggest that trust in organization is a full mediator between PsyCap and the aforesaid nonattendance intentions and absenteeism, while PsyCap positively affects creative performance directly and indirectly through trust in organization. Our study contributes to the extant hospitality research by investigating the underlying mechanism that links PsyCap to nonattendance intentions, absenteeism, and creative performance. [ABSTRACT FROM AUTHOR]

The majority of leadership studies have centered on various leadership approaches, but there is limited research that has focused on seasonal employee leadership (SEL) in the hospitality literature. Hence, there is a need to develop a new leadership model which could help to understand how to retain seasonal employees in the hospitality industry. This study divided seasonal employees into three types by using semi-structured interviews and document analysis. These are suspended employees (Type-A), seasonal trainee (Type-B), and spoon-feeding employees (Type-C). Three different leadership styles were developed according to each type of seasonal employees; suspending leadership for type A, mentor leadership for type B, and spoon-feeding leadership for type C. The study makes an important contribution to the leadership literature by aligning employee types with different leadership styles in the hospitality industry. [ABSTRACT FROM AUTHOR]