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Most scholarly attention within sport management leadership research has focused on four main leadership theories: authentic, servant, transactional, and transformational. While recent research included the social construction of leadership and a call to explore more follower-centric aspects of leadership, little empirical research has focused on how leaders develop, or more succinctly -- leader development. Much of the leader development literature to date has mainly focused on large interventions or outcomes, oftentimes overlooking day-to-day, micro-moments of leader development. In sport-related research there has been a paucity of research directly addressing development of women and girls as leaders. The purpose of the current study, therefore, was to determine how female intercollegiate student-athletes develop into leaders through micro-moments. This study employed a qualitative approach using interviews and observations. Participants included two National Collegiate Athletic Association (NCAA) Division III female teams. Three themes emerged from qualitative semi-structured interviews (N = 30) and observations (12 hours total) identifying the micro-moments of development: empowerment, modeling leadership, and peer-to-peer leadership. Findings explain how these micro-moments aid in the leader development process. The study enhances a theoretical understanding of intercollegiate student-athlete leader development. [ABSTRACT FROM AUTHOR]

Tim Argall explores Jesus' role as Sar Shalom (Prince of Peace) and the implications for leadership. Shalom, encompassing peace, wholeness, and divine intention, contrasts with typical human notions of leadership. By analysing Jesus' servant leadership, compassion, and authentic living, Argall suggests that shalom leadership integrates these principles, providing a holistic model for contemporary Christian leadership. [ABSTRACT FROM AUTHOR]

Purpose: The importance of innovation has attracted growing attention due to the complex and rapidly changing business environment. This study aimed, first, to examine the joint effect of servant and authentic leadership (AUL) styles on employee creativity (EC), second, to examine the direct and mediated effect of servant leadership (SL) on employees' innovative work behaviour (IWB), third, to examine the effect of EC on IWB and finally, to investigate the moderating effect of creative self-efficacy (CSE) on the relationship between AUL and EC. Design/methodology/approach: A quantitative approach was used, and the data were collected from 446 employees in the Qatari public sector. The data were then analysed by employing partial least squares structural equation modelling (PLS-SEM) using SmartPLS software to validate the measures before testing the proposed model. Findings: The results of this study emphasized the strong hypothesized link between EC and IWB. It also endorsed the mediating role of EC between SL and IWB and the moderating role of CSE in the AUL-EC relationship. Originality/value: The originality of this study comes from various aspects. First, it is unique in separately examining EC and innovation and the link between them. Second, it investigates the joint impact of servant and AUL styles on EC. Third, it explores the mediating role of EC between SL and IWB. Fourth, the moderating effect of CSE on the AUL-EC link also was examined to gain a full understanding of the relation effect. Finally, the value of the current study also comes from the integration of the triangular theory of creativity, SL and AUL theories and self-efficacy theory to explain the proposed model of the study. Moreover, this study serves as a guideline for decision-makers on how to enhance IWB among employees by focusing on leadership programmes and the creative and innovative culture. [ABSTRACT FROM AUTHOR]

Purpose: This study examines the relationship between servant leadership and its dimensions on firm performance, with big data playing the role of a mediator. Design/methodology/approach: Survey responses used for analysis in this study have been taken from business managers associated reputed private sector organizations in India. A conceptual model is proposed grounded to the Conservation of Resource Theory (COR). Structural equation modeling has been used to test the proposed model. Findings: Servant leadership significantly relates to firm performance, whereby Big Data is seen to play the role of a mediator. The results also indicate that none of the dimensions of servant leadership independently affect firm performance. Originality/value: The study adds to extant research by examining the mediating mechanism of Big Data in servant leadership and firm performance. It also suggests that each dimension of servant leadership gets reflected in overall servant leadership. Here it is important to note that Big Data analytics partially mediate the effectiveness of servant leadership. [ABSTRACT FROM AUTHOR]

Thriving at work has gained considerable research attention over the past decades. This study aimed to systematically unpack the knowledge of the past, present, and future of thriving at work by using bibliometric analysis. Following the PRISMA protocol, this study assesses 281 peer‐reviewed papers published between 2005 and 2024. Results are as follows: (1) We identify the prominent authors, significant publications, top countries, leading affiliations, and journals in thriving at work. (2) Six clusters (i.e., work–family enrichment, career commitment, servant leadership, challenge stressors, job satisfaction, and psychological capital) are identified based on the keywords that map the emergent core themes via content analysis. (3) Based on the job demands–resources model, we map a detailed framework of thriving at work about its antecedents, moderators, and outcomes. (4) We propose prospective directions for future research using the TCCM (Theory, Context, Characteristics, Method) framework. [ABSTRACT FROM AUTHOR]

Extant research has uniformly demonstrated that servant leadership is beneficial for followers, teams, and even organizations. Drawing upon social information processing theory and social exchange theory, we challenge this prevalent conclusion by analyzing the dual impact mechanism of servant leadership on followers' work–family conflict. A total of 402 Chinese working adults responded to a three‐wave online questionnaire survey. The results revealed that: on the one hand, servant leadership can enhance thriving at work and reduce the work–family conflict of subordinates; on the other hand, servant leadership can also trigger workaholism in subordinates, which can increase work–family conflict. Traditionality of followers moderates the dual mechanism of servant leadership on work–family conflict. This study reveals the benefits and perils of servant leadership and the important role that traditionality plays in this unique leadership process. [ABSTRACT FROM AUTHOR]

This study examines how managers' servant leadership style affects employee service quality, focusing on employees' impression of relational energy with managers and emotional energy toward work roles. It also examines the moderating effect of emotional energy on the relationship between relational energy and service quality and the moderating effect of relational energy on the relationship between emotional energy and service quality. The sample consisted of 377 hotel employees from Bangladesh. Partial least squares were used to analyze the data by applying structural equation modeling. The results show that relational and emotional energies mediate the positive and significant correlation between servant leadership and service quality. Emotional energy positively moderates the relationship between relational energy and service quality. Similarly, relational energy positively moderates the relationship between emotional energy and service quality. These findings contribute to the conservation of resources and servant leadership theories anld add value to the hospitality literature in the Asian context by linking servant leadership, relational energy, emotional energy, and service quality. The findings suggest that hoteliers practice servant leadership and increase employees' relational and emotional energies to provide service quality. [ABSTRACT FROM AUTHOR]

Based on the conservation of resources theory, this study integrates the positive and negative aspects of the impact of servant leadership behaviors in the hospitality industry on leaders themselves. Using leaders' and followers' paired data from 346 employees nested in 101 teams and analyzed using path regression methods. The results reveal that servant leadership behaviors were positively related to the leader's ego depletion, and the leader's ego depletion was positively associated with the leader's intention to leave. Servant leadership behaviors were positively related to leaders' perceived work meaningfulness, and followers' agreeableness significantly moderated the relationship between servant leadership behaviors and leaders' ego depletion and the relationship between servant leadership behaviors and leaders' perceived work meaningfulness. These findings broaden our understanding of the effects of servant leadership behaviors and provide new ideas on how to intervene in the negative effects of servant leadership behaviors. [ABSTRACT FROM AUTHOR]

Talent management (TM) can contribute to improving sustainable business performance in the face of a competitive and socially responsible environment. The use of TM to improve tourism staff skills and motivation is contentious, given such jobs are seen as routine and low-paid. Indeed, the precise processes through which TM techniques support sustained performance outcomes in tourism enterprises requires examination. This paper provides empirical evidence for the impact of TM practices on sustainable organizational performance (SOP). This effect of TM on performance is mediated by green intellectual capital (GIC). The moderating role of green servant leadership (GSL) on the link between GIC and SOP is also examined. PLS-SEM was employed to analyze 327 responses collected from travel agencies employees in Egypt. The results reveal that as expected, TM practices have significant effects on GIC, which in turn significantly impacts SOP. The mediating role of GIC on the relationship between TM practices (apart from talent retention) and SOP is supported. However, the moderating role of GSL is not confirmed. These results demonstrate the importance of an inclusive approach to developing staff, leading to intellectual capital and improved organizational sustainability. The study highlights the importance of strategic workforce planning and succession management. [ABSTRACT FROM AUTHOR]

Servant Research is a new term to describe a framework, grounded in social responsibility and humanistic principles, that is designed to improve the lives of people and communities. Servant Research uses various methodologies to address individual or societal problems, inequities, or needs. The term Servant Research, as well as Research Humility, allows counselors to label and define the meaningful work they do and allows conversations about strategies to conduct and support this work. [ABSTRACT FROM AUTHOR]

Workplace loneliness has emerged as a prevalent phenomenon, garnering the interest of numerous researchers. Until now, few studies have explored the effects of workplace loneliness on employee withdrawal behavior and factors that might moderate this relationship. In this research, guided by the conservation of resources theory, we posit that emotional exhaustion acts as a mediator linking workplace loneliness to employee withdrawal behavior. Furthermore, we investigate a crucial personal resource and job resource—namely, trait mindfulness and servant leadership, respectively—that could potentially jointly moderate the indirect effect. We collected survey data from 296 pairs of subordinates and their immediate supervisors at three time points. The analysis revealed workplace loneliness affects employee withdrawal behavior via emotional exhaustion, and this process is jointly moderated by trait mindfulness and servant leadership. Specifically, workplace loneliness had a stronger relationship with emotional exhaustion when trait mindfulness and servant leadership were low rather than high, and the indirect effect was stronger and significant under conditions of low trait mindfulness and low servant leadership. However, it became nonsignificant when trait mindfulness or servant leadership was high. This study expands the existing literature on workplace loneliness and offers practical recommendations for organizations to reduce the negative impact of work loneliness. [ABSTRACT FROM AUTHOR]

Employees' workplace green behavior is essential for achieving organizational competitive advantage, sustainable success, and natural environment protection. Despite significant progress in identifying predictors of employees' workplace green behavior, there is still a dearth of research to explore how green servant leadership triggers employees' workplace green behavior and its underlying mechanisms. Drawing on the overarching underpinnings of the social learning theory, we investigate the mediating role of employees' green self-efficacy and green work engagement and the moderating effect of employees' harmonious environmental passion. Systematic random sampling was introduced to gather data from 403 dyads (employees-supervisors) from 3-star and 4-star hotels in Pakistan and analyzed using a partial least squares structural equation modeling technique (PLS-SEM). Consistent with the hypotheses, the results reveal that green servant leadership positively affects employees' workplace green behavior, and this relationship is mediated by employees' green self-efficacy and green work engagement. Further, the influence of green servant leadership on employees' workplace green behavior is notably more substantial for employees with a high level of harmonious environmental passion. These findings offer valued suggestions for organizational practitioners along with theoretical implications. [ABSTRACT FROM AUTHOR]

This study aims to enhance the understanding of how servant leadership (SL) influences organizational citizenship behavior (OCB) in the specific context of Chinese private enterprises. Applying social exchange theory, social identity theory, and psychological contract theory, this study examines not only the mediating roles of relational identification and perceived organizational support (POS) but also how workplace loneliness negatively moderates the sequential mediating effect of SL on OCB. The analyzed survey included 335 employees from private enterprises in Zhejiang Province, China. Partial least squares structural equation modeling results show that relational identification and POS sequentially mediate the relationship between SL and OCB. Moreover, workplace loneliness significantly moderated these relationships. By presenting a framework that captures sequence mediation and includes a moderator, this study not only contributes methodologically to its field of study but also extends the literature by providing critical theoretical and practical insights for leadership and organizational behavior studies. [ABSTRACT FROM AUTHOR]

Servant leadership is characterized by a core altruistic calling and central attributes of genuine caring, humility, and empathy, and in recent years, has become a style of leadership recommended to be addressed in sports management classrooms because of its associated positive outcomes and emphasis on ethical behavior and decision-making. As the relevance and popularity of servant leadership continue to grow, it gives rise to matters of how this approach to leadership can be better studied and taught to current and aspirant sports professionals. Thus, the purpose of this qualitative case study is to analyze a community-based service-learning project as a mode for developing servant leaders as part of a college sports management curriculum. Nineteen upper-level college sports management students participated in this study by serving as mentors in an after-school program for underprivileged elementary school students for 12 h across the course of six weeks. Participants then completed a written reflection upon the conclusion of the service project. Content analysis of these reflections suggests that service learning may be a positive method for developing servant leaders. The article closes with a discussion of findings, proposed future research questions, as well as ideas for future service-learning projects aimed at developing servant leaders. [ABSTRACT FROM AUTHOR]

In crisis scenarios, trust and knowledge sharing are rare and crucial for moderating the relationship between leadership and performance. This paper examines how leadership influences the performance of civil servants during crises in the public sector, mediated by trust and knowledge sharing. The authors develop a theoretical model and empirically test it with survey data from 346 civil servants in the public sector related to epidemic response in China. A structural equation model is used to examine the paths through which leadership affects performance. This research indicates that crisis leadership can directly enhance contextual performance but does not directly impact task performance. However, both explicit and tacit knowledge‐sharing behaviour can exert significant mediating effects. Furthermore, cognition‐based trust can indirectly influence task performance through a chain mediation effect involving explicit knowledge sharing. This research underscores the multifaceted impact of crisis leadership and elucidates how leaders can effectively navigate crises through different types of trust and knowledge‐sharing strategies. [ABSTRACT FROM AUTHOR]

Servant leadership has emerged as a novel area of Management research. One of the most debated leadership styles is servant leadership, which indicates that a person must first be a human and then a leader. This literature review comprehensively examines the historical origins of servant leadership, its core attributes, the measurements that have been developed, and the findings obtained from pertinent empirical investigations. The primary objective of the present paper is to study the leadership style using various analyses, evaluations, and research from available sources to identify proposed facts about leadership activities using bibliometric analysis of servant leadership theory. [ABSTRACT FROM AUTHOR]

This article examines the concept of servant leadership and its impact on organizational trust and conflict resolution. It draws inspiration from Herman Hesse's novel "The Journey to the East" and Robert Greenleaf's work on servant leadership. The article emphasizes the importance of trust within organizations and the role of leaders in establishing trust. It also discusses the need for effective conflict resolution strategies, particularly in relation to affective conflict. The author proposes a theoretical model and evidence-based propositions to illustrate the connections between servant leadership, organizational trust, and affective conflict. The article introduces the Walk-In-The-Woods process as a structured approach to conflict resolution that promotes principled negotiation and a win-win focus. It consists of four steps: revealing self-interests, enlarging interests, exploring enlightened interests, and aligning interests. The process encourages transparency, understanding, and problem-solving to reach mutually beneficial solutions. A case study involving a merger dispute between two academic medical centers demonstrates the effectiveness of the Walk-In-The-Woods method. The article highlights the benefits of the process for servant leaders, but acknowledges the need for further research to support its potential advantages. [Extracted from the article]

Academic advisors hold a crucial leadership role on campus, embodying servant and transformational leadership styles in their interactions with students. Through their selfless commitment, they prioritize students' success by offering guidance, support, and resources tailored to individual needs. They serve as mentors, advocates, and motivators, helping students navigate challenges, set goals, and realize their academic and personal potential. Beyond their direct support for students, advisors also contribute significantly to institutional development. Their expertise and insights inform the creation of student-centered policies and practices, fostering a campus environment that promotes inclusivity and success for all. By advocating for innovative solutions and collaborating with stakeholders across campus, advisors play a vital role in shaping the direction and sustainability of their institutions. [ABSTRACT FROM AUTHOR]

This article explores the development of Christian leaders and compares it to secular leadership development. It emphasizes that Christian leadership development goes beyond knowledge and skills and focuses on personal faith formation and character development. The article discusses the distinguishing characteristics of Christian leadership development, including the concept of calling and the mission to fulfill Christ's purposes. It also highlights the aim of Christian leadership development, which is to pursue God's purpose rather than personal agendas. The article further examines various strategies for Christian leadership development, such as mentorship, followership, discipleship, and coaching. The article discusses the importance of coaching as a professional development component for educational leaders. It highlights the impact of coaching on leadership development and suggests that incorporating spirituality into coaching can enhance leaders' effectiveness. The article also emphasizes the role of experience and everyday interactions in developing leadership identity and skills. It concludes by stating that there is a need for a clear and comprehensive strategy for Christian leadership development that includes relational approaches and practical experiences. [Extracted from the article]

Today’s rapidly changing culture faces a leadership crisis as church and political leaders falter. Aguas (2019) notes emerging generations value leadership that influences, drives results, and serves with a heart, prioritizing team needs with transparent communication. Leadership evolves with generational shifts and global changes (Zehetner et al., 2022). This article explores Transformational Servant Leadership (TSL), a blend of servant and transformational leadership. TSL, rooted in the values and example of Jesus Christ, emphasizes service, humility, shared vision, and empowerment. By integrating these styles, TSL creates a more effective approach for Christian ministry, business, and non-profits, appealing to and benefiting Generation Z. [ABSTRACT FROM AUTHOR]

Generation Z, defined as the generation born in the late 1990s and early 2000s, is known for valuing authenticity and ethics. This skepticism extends to Christianity, with young Christians being wary of spiritual abuse, sexism, and racism within the church. Gen Z also exhibits different leadership characteristics, such as embracing new technology, valuing diversity and inclusivity, and prioritizing work-life balance. The Journal of Applied Christian Leadership explores how to better reach Gen Z, address their skepticism, and apply their unique outlook and skill set to improve the church and the world. [Extracted from the article]

The purpose of this study is expected to make a significant contribution to the development of freight forwarder companies in Jakarta as well as human resource management literature. This study uses a quantitative approach to examine the relationship between the variables studied, namely service leadership, training, employee performance, and employee engagement in freight forwarder companies in Jakarta. The population in this study is all freight forwarder companies operating in DKI Jakarta, which number 337 companies. From this population, 6 freight forwarder companies were selected that were considered representative and able to represent the characteristics of the population as a whole. Sample selection is carried out by purposive sampling, namely selecting companies that meet certain criteria such as company size, operational volume, and geographical location. Of the 6 companies, a sample of 105 respondents consisting of EMKL (Sea Cargo Expedition) operational staff was taken. The selection of respondents was carried out by stratified Random sampling to ensure that each sub-group in the population was proportionally represented. Servant Leadership has a significant positive influence on the Employee Performance variable, Training has a positive but not significant influence on the employee performance variable, Servant Leadership shows a significant positive influence on the Employee Engagement variable, Training also has a significant and positive influence on Employee Engagement, as well as Employee Engagement has a significant positive influence on Employee Engagement Employee Performance variable. No Effect of Servant Leadership through Employee Engagement on Employee Performance, and No Effect of Training through Employee Engagement on Employee Performance. [ABSTRACT FROM AUTHOR]

Servant leaders serve others and the public altruistically. Knowledge of the relationship between servant leadership and followers' attitudes and behaviors in the public sector remains limited, despite its benefits. Drawing on social learning theory and the theory of leader–member exchange (LMX), this study analyzes the mechanism through which servant leadership influences employee voice behavior in the public sector and explores the moderating effect of LMX. To test our research hypotheses, we employ two-wave data from 134 leader–employee dyads working in the Administrative Approval Service Center in a northeastern Chinese city. The results indicate that servant leadership predicts employee prosocial values motives and further influences voice behavior. Moreover, LMX strengthens the relationship between servant leadership and prosocial values motives, and its indirect effect. Our study sheds light on how and when servant leadership affects employee voice behavior, with implications for public administration practices and promoting civil servants' voice behavior. [ABSTRACT FROM AUTHOR]

To better understand the effect of workplace well‐being on employee creativity, we examine the effect of servant leadership on employee creativity. Using the social exchange and conservation of resources theories, we constructed a research model to identify how servant leadership affects employee creativity and to investigate its mechanism and boundary conditions. Using data collected from employees and their supervisors, we adapted the hierarchical regression analysis and bootstrapping approach to test our research model. The results showed that servant leadership positively affected workplace well‐being, which enhances employee creativity. Psychological availability moderated the relationship between workplace well‐being and employee creativity. We also found that the indirect effect of servant leadership on employee creativity via workplace well‐being was significant when the employees had a high level of psychological availability. Moreover, the results indicated that experienced creative time pressure was negatively related to employee creativity and negatively moderated the link between workplace well‐being and employee creativity. The indirect effect of servant leadership on employee creativity was significant when the employees had a low level of experienced creative time pressure. The results of this study provide important theoretical and practical implications for servant leadership and employee creativity. [ABSTRACT FROM AUTHOR]

Servant leadership's unique focus on care and concern for multiple stakeholders has caught the attention of academic and practitioners alike. Its theoretical novelty, however, remains underutilized as a means to contribute unique insights to the leadership literature. We draw on servant leadership's moral foundation—utilitarian consequentialism—and social learning theory to identify cognitive mechanisms (follower other‐orientation and cognitive reflection) through which servant leadership affects employee behavior benefiting two stakeholder groups: a community nonprofit organization and the employing organization. Furthermore, we evaluate the degree to which an employee's moral identity internalization acts as a boundary condition of servant leadership's effects. Data were collected from 274 employee‐supervisor dyads across three waves with objective cognitive reflection scores and objective measures of workplace charitable giving and employee performance. Results supported all hypothesized predictions even after accounting for three alternative mediators. In particular, servant leadership had a positive indirect effect on workplace charitable giving through follower other‐orientation; it also had a positive indirect effect on objective follower financial performance through other‐orientation and cognitive reflection. Both indirect effects were significant at low levels of moral identity internalization but not at high levels. We discuss the implications of these findings and delineate directions for future research. [ABSTRACT FROM AUTHOR]

This study explores the relationship between community engagement and Service delivery in Lira District. Specially, the study sought to: explores the Leadership Style and Service Delivery in Lira District, establish the relationship between employee engagements and service delivery in Lira District and to assess the relationship between elected officials' engagements and service delivery in Lira District. A descriptive, correlational, and cross-sectional survey design was adopted, incorporating both qualitative and quantitative techniques. A sample size of 110 participants was selected using purposive and simple random sampling techniques. Data was collected from both primary and secondary sources, with the help of questionnaires, interview guides, and documentary checklists. The correlation between community engagement and service delivery in Lira District local government was (r=0.489) and was significant. This correlation indicates that as community engagements increase, service delivery in the district also improves. The correlation between employee engagements and service delivery in Lira District Local Government was (r=0.749) and significant as well. This strong positive correlation shows that as employee engagements increase, service delivery in the district also improves significantly. The correlation between elected officials' engagements and service delivery in Lira District Local Government was (r=0.721) and also significant. This positive correlation indicates that as engagements with elected officials increase, service delivery in the district also improves significantly. Based on these findings, it was recommended that; to enhance service delivery effectiveness in Lira District, emphasis should be on strengthening community engagement practices, empowering employees of Lira District Local government, and fostering collaborations with elected representatives. These findings contribute to the understanding of leadership styles and their impact on service delivery in local government settings, offering insights for policymakers and practitioners to improve governance processes and stakeholder engagement strategies. [ABSTRACT FROM AUTHOR]

Based on the social exchange theory, this paper constructs a moderated mediation model to explore the influence of after-hours work challenges after-hours on employee creativity. By collecting 268 questionnaires from Chinese employees and employing hierarchical regression and bootstrapping to test the hypotheses, the results show that after-hours work challenges can enhance employee creativity by improving their perceived insider status. Servant leadership, as a moderator, strengthens both the direct effect of after-hours work challenges on perceived insider status and the indirect effect on employee creativity. This research enriches the creativity and work design literature by addressing the previously unexplored relationship between after-hours work challenges and employee creativity. The study reveals that after-hours work assigned to employees needs to be challenging so that employees can experience personal development through completing it. Additionally, leaders' support and care during the after-hours work process are essential. [ABSTRACT FROM AUTHOR]

This article discusses the life of Catalina Alvarez, a free Black woman who petitioned the Council of the Indies in Madrid in 1584 for a license to return to Lima, Peru. Catalina had traveled to the Iberian Peninsula in the service of Viceroy Francisco de Toledo's entourage and served as a cook in Spain for three years before longing to return home. The article explores the challenges of reconstructing the lives of plebeian and enslaved subjects like Catalina and highlights the patterns of mobility and migration within the Iberian Empire. The author reflects on the significance of Catalina's story and her role as an Atlantic creole cosmopolitan. [Extracted from the article]

This study aims to analyze the effect of servant leadership, self-efficacy, and work stress on teachers’ performance. Aside from that, the study will also investigate if work stress can mediate the effect of servant leadership and self-efficacy on teachers’ performance. The approach used in this study is a quantitative approach, to confirm relationships between the variables. This is done by using a 36-person sample and a questionnaire modified from a number of other research. Data was collected by giving questionnaires to the teachers of a Christian High School and Middle School in Bandung. Then, the data was processed using Partial Least Square Structural Equation Modelling, by testing the validity and reliability first, and then testing the hypothesis. The result of this research shows that servant leadership has a positive effect on performance, although not significant. Meanwhile, self-efficacy has significant positive effect on performance. Work stress can affect performance negatively, although it wasn’t found to be significant in this study. For the mediation effect, work stress can mediate the positive effect of servant leadership and self-efficacy on performance, but not significantly. So in order to maintain or increase the quality of school, teachers need to have high self-efficacy level, and the school can help with that by mentoring and coaching, or other methods.

This study aims to analyze the effect of implementing servant leadership practices on adopting digital transformation among employees at Algeria Telecom’s commercial agencies in Laghouat. The independent variable, Servant Leadership, is explored through five dimensions: Moral Love, Empowerment, Humility, Vision, and Trust. Conversely, the dependent variable, the Adoption of Digital Transformation, is assessed through three dimensions: Operational, Relational, and Transformational. To fulfill the objectives of this research, a questionnaire was developed and administered to a sample of 74 employees. The data were analyzed using SPSS software version 25. To test the hypotheses, the study employed Structural Equation Modeling via Partial Least Squares (PLS-SEM) and the Bootstrapping method of testing the hypotheses of the study, through the Smart -PLS (4) software. The findings reveal that servant leadership practices notably influence the adoption of digital transformation among employees, with significant effects observed specifically in empowerment and trust, which recorded probability values of 0.008 and 0.024, respectively. In contrast, the dimensions of Moral Love, Humility, and Vision were found to exert no significant effect, as their probability values were 0.388, 0.183, and 0.167, respectively, which are above the significance level of 0.05. Based on these results, the researchers propose several recommendations: granting a portion of decision-making autonomy to employees to foster empowerment, encouraging teamwork towards common organizational goals, streamlining communication channels for efficient information delivery, and enhancing trust and job satisfaction through both material and moral incentives within the organization.

Leadership plays a crucial role in the performance of organizations and is a fundamental element in the construction of capital. This paper aims to measure the relationship between servant and collaborative leadership with organizational performance and the mediating role of social capital in small companies in the Peruvian tourism sector. The methodology used the quantitative approach at an explanatory level. Data were obtained from 623 representatives of tourism organizations using a 19-item questionnaire; the hypotheses were tested using the SEM model through AMOS and SPSS. The results indicate that servant leadership is largely related to organizational performance (β = 0.566, p < 0.001) and explains 20.5% of this variable. Collaborative leadership has a moderate relationship with organizational performance (β = 0.454, p < 0.001) and explains 21.3%. No evidence demonstrated the relationship between servant leadership and social capital. Collaborative leadership has a low relationship with social capital (β = 0.163, p < 0.001) and explains only 2%. Social capital has a low relationship with organizational performance (β = 0.293, p < 0.001) and explains 10.8%. Furthermore, social capital fully mediates the relationship between servant leadership and organizational performance and partially mediates the relationship between collaborative leadership and organizational performance.

Ludwig Wittgenstein, I Tractatus Logico-Philosophicus i [1] I I n i Work as a Calling, I Garrett W. Potts suggests that our language about work - specifically our academic discourse around workplace callings - is problematically individualistic. "Work as a calling", Potts creatively suggests, aligns with MacIntyrean practice. [Extracted from the article]

Purpose – This study applies the target similarity model to examine the effects of servant leadership on supervisor commitment and supervisor citizenship behavior. The mediating role of supervisory commitment is explored to determine the relationship between servant leadership and supervisor citizenship behavior. The difference in supervisor gender is examined in the linkage between servant leadership and supervisory commitment. Design/methodology/approach – The data were collected through a survey of 478 salespeople in the retail industry. Structural equation modeling (SEM) techniques were used to verify the hypotheses of this study. Findings – The findings showed significant support for the direct and indirect effects of servant leadership on supervisor commitment and supervisor citizenship behavior. Furthermore, the positive relationship between servant leadership and supervisory commitment was stronger among female supervisors than male supervisors. Originality/value – Due to the scarcity of studies conducted on the linkages of servant leadership, supervisory commitment and supervisory citizenship behavior, this study theoretically and empirically contributes to the leadership literature as it is the first study to investigate these direct and indirect relationships. Similarly, this study examined gender differences in servant leadership to fill the gap in the research field.

Objective: This study aims to understand the influence of servant leadership on employees’ voluntary green behavior and green innovative work behavior, with psychological empowerment and autonomous motivation for the environment playing a role as sequential mediators in the energy sector. Design/Method/Approach: Data was gathered through an online questionnaire sent to potential participants. A total of 328 eligible respondents were collected for analysis. This study utilized Covariance-Based Structural Equation Modelling (CB-SEM) to examine the connections between servant leadership, psychological empowerment, autonomous motivation for the environment, employees’ voluntary green behavior, and green innovative work behavior. Findings: A servant leader who influences employees' voluntary green behavior and green innovative work behavior must build psychological empowerment and autonomous motivation for the environment. In line with previous research, the role of mediation, psychological empowerment, and autonomous motivation for the environment simultaneously strengthen servant leaders to form environmentally friendly behavior. Originality: The novelty of this study lies in adding the variable green innovative work behavior as a dependent variable that can be influenced by servant leadership. Previous studies have not combined green innovative work behavior with psychological aspects, including psychological empowerment and autonomous motivation for the environment. This research is conducted in the energy sector, which is expected to yield diverse results depending on the influencing factors. Practical/Policy implication: Based on the findings, leaders, and management should promptly consider implementing employee development through servant leadership interventions. In the era of energy transition, these behaviors are crucial, with servant leadership, psychological empowerment, and autonomous motivation for the environment playing pivotal roles. Implementing these practices meets green bond criteria, indicating the company's commitment to environmentally friendly practices and enhances its reputation as an environmentally responsible entity, attracting stakeholders supportive of such initiatives.

Happiness is important in maintaining the stability of human resources, including in the educational sector. However, studies on happiness at work are still neglected. In the organizational scale, the discussion on happiness is compelling as it relates to work achievement or productivity. Moreover, studies on factors affecting happiness at work are still limited, especially in teachers who work under the auspices of Muhammadiyah. The present study determines the influence of work passion, servant leadership, and perceived organizational support on teachers' levels of happiness in the workplace. The study used quantitative research with a correlation method. The research population is the teachers of 54 Muhammadiyah schools in Yogyakarta. The sample was determined using proportional cluster random sampling with 28 schools and 263 teachers. The instruments evaluated were work passion (α=0.975), servant leadership (α=0.952), perceived organizational support (α=0.869), and happiness at work scales (α=0.877). The data were analyzed using multiple regression analysis. The results showed that work passion, perceived organizational support, and servant leadership influence Muhammadiyah teachers' happiness at work in Yogyakarta. The teachers' personal factors (work passion) and organizational factors (principal leadership style) at work are essential to pay attention to in order to increase teachers' happiness.

Purpose – This paper aims to examine the influence of the interplay between servant leadership behaviors and Machiavellianism on leader effectiveness. Design/methodology/approach – Drawing on trait activation theory and motivation to lead theory, the authors hypothesize that the effect of servant leadership behaviors on perceived leadership effectiveness is manifested differently in teams with high-Machiavellian vs. low-Machiavellian leaders. In teams with low-Machiavellian leaders, servant leadership behaviors are expected to be associated with a cooperative way of handling team conflicts, which enhances employees' leader effectiveness ratings. In contrast, in teams with high-Machiavellian leaders, this mediation role vanishes due to the incongruency between Machiavellian traits and the cooperative context. The authors conducted a two-wave survey-based study and tested the hypotheses with a matched supervisor-employee sample from 310 employees and their leaders in 91 teams. Findings – The results showed that servant leadership behaviors positively impact leadership effectiveness and that this effect takes place through cooperative team conflict management (TCM) without controlling for leaders' Machiavellian trait. Further analysis shows this mediation mechanism is only strong and significant in teams led by low-Machiavellian leaders, but not high-Machiavellian leaders. Originality/value – To the authors’ best knowledge, this is the first study that examines the interplay of servant leadership behaviors and Machiavellianism on perceived leader effectiveness. 研究目的 – 本文旨在探討僕人式領導行為與馬基雅維利主義之間的相互作用會如何影響領導效能。 研究設計/方法/理念 – 我們根據特質激活理論和領導動機理論、建立了一個假設，這個假設就是： 僕人式領導行為對感知的領導效能所產生並顯示出來的影響、是會視乎團隊是高/強馬基雅維利主義，還是低/弱馬基雅維利主義而有所分別的。若團隊的領導者是低/弱馬基雅維利主義的話，僕人式領導行為大概會與使用合作的方式去處理團隊衝突有相互之關聯，這會提高僱員對領導效能的評分。與此相反，若團隊的領導者是高/強馬基雅維利主義的話，這調節作用和角色將會因馬基雅維利主義的特質與合作的環境之間存在著不協調而消失。我們進行了一個兩波的、以及基於調查的研究，在這研究中，我們利用管理者和員工相應的樣本來測試各個假設;這些樣本包括91個團隊內的310名員工及其領導者。 研究結果 – 研究結果顯示、僕人式領導行為對領導效能會產生積極的影響，而這影響是透過以合作方式管理團隊衝突而產生的，亦沒有對領導者的馬基雅維利主義特質加以管控。我們進一步的分析顯示、這調節機制只會在由低/弱馬基雅維利主義的領導者領導的團隊內顯得強烈和顯著，但若領導者是高/強馬基雅維利主義的話，情況就不一樣了。 研究的原創性 – 盡我們所知，本研究為首個研究、去探討僕人式領導行為與馬基雅維利主義之間的相互作用會如何影響感知的領導效能。

Purpose – This paper aims to examine how leadership style in audit firms influences audit quality. The paper further explores the mediating role of knowledge sharing in the relationship between leadership style and audit quality. Design/methodology/approach – The present paper studies the effects of transformational and servant leadership styles on audit quality through knowledge sharing. Data are collected from 396 Iranian external auditors via a questionnaire. Findings – The results show that both transformational and servant leadership style significantly influence audit quality through knowledge sharing. Moreover, the impact of transformational leadership style is stronger than the impact of servant leadership style. Originality/value – In audit quality literature, little attention has been devoted to both leadership style and knowledge sharing. This paper develops a parsimonious model which shows how leadership style improves audit quality, and how knowledge sharing strengthens the impact of leadership style on audit quality. The results have important implications particularly for audit industry. 研究目的 – 本文探討審計公司內的領導風格會如何影響審計質量; 本文亦進一步探索、在領導風格與審計質量的關聯上、知識共享所扮演的調節角色。 研究設計/方法/理念 – 本文旨在研究透過知識共享、轉型領導風格和僕人式領導風格會如何影響審計質量。數據取自396名伊朗外聘審計員，方法是透過一份調查問卷而進行的。 研究結果 – 研究結果顯示、轉型領導風格和僕人式領導風格兩者均會透過知識共享、影響著審計質量，而且，這影響是頗為顯著的。就影響的程度而言，轉型領導風格的影響則較僕人式領導風格的更為強烈。 研究的原創性/價值 – 在研究審計質量的文獻裡，學者對領導風格和知識共享這兩個課題均沒多大關注。本文建立了一個簡約模型，去顯示領導風格如何能改善審計質量，以及知識共享如何能增強領導風格對審計質量的影響。研究結果給予我們重要的啟示，尤對審計行業而言。