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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]

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]

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]

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]

At present, there are few researches on the causes of servant leadership, and it is considered that servant leadership is a static characteristic of managers. At the same time, research on the effects of sleep has generally focused on our own psychology and behavior. This study explores the effect of manager sleep on servant leadership, using emotional exhaustion as the mediating variable and extending the effect to employee work engagement. Based on the self-regulation theory and the combination of neuroscience, a research hypothesis was proposed, 385 units of daily samples were collected through experience sampling, and multilevel path analysis and Monte Carlo simulation test were carried out on the data. The conclusion was drawn: Manager sleep quality was positively correlated with manager servant leadership, and emotional exhaustion played an intermediary role; Manager servant leadership is positively related to employee work engagement. Manager sleep quality affects employee work engagement through manager emotional exhaustion and manager servant leadership. Finally, we discuss theoretical contribution, practical implication and the future prospect of this research. [ABSTRACT FROM AUTHOR]

Work and family are closely interconnected domains of human life. The past of three decades have witnessed the increasing research interest in exploring the crossover effect from employee work domain to their family domain. However, we know little about how and when servant leadership has crossover effects on the family member of employees. Drawing on work-family enrichment theory, the study focus on how servant leadership as an other-oriented leadership style enhances employee spousal ratings of family life quality through its effect on employees' other-orientedness. Specially, we propose that servant leadership can increase employees' social mindfulness (i.e., perspective taking and empathic concern) so that to understand spouses' thoughts and care for their feelings, which improve their perception of family life quality. Besides, the study examines the moderating effect of job demands for the relationships. Survey method is hired in this paper. The study collected the employee-spouse dyad data in three waves, each with an interval of two weeks, and examined the whole model through a path analysis using Mplus 8.3. The statistical analysis shows that both perspective taking and empathic concern mediate the positive effect of servant leadership on employee spouses' family life quality. Job demands positively moderates the relationship. The indirect effect of servant leadership on employee spouses' family life quality be strengthened when employees are in high job demands context. Finally, we discuss the theoretical and practical implications as well as future research directions of the findings. [ABSTRACT FROM AUTHOR]

Of all the most prominent business concepts (e.g., DE&I, employee well-being, employee engagement, organizational culture, etc.) none rivals leadership in terms of public interest and annual monetary investment. Despite the obvious importance of leadership as a determinant of many important outcomes, the concept of leadership has been surprisingly hard to pin down, lacking consensus as to its precise meaning. As numerous authors introduce ever more constructs (e.g., servant leadership, toxic leadership, sustainable leadership, transformational leadership, etc.), the leadership concept has become emblematic of the problem of construct proliferation. Like the related fields of employee engagement, subjective well-being, and organizational culture, the leadership field is in desperate need of a clearly articulated meta-theory to house its many constructs, allowing theory and measurement to build up instead of continuing to pile up. This paper argues for grounding the concept of leadership within the psychological literature on human needs. In reviewing the leading definitions of leadership in the literature we find that they are reducible to a core set of follower needs that can be facilitated or inhibited by leaders. We propose that there is substantial value in adopting a comprehensive needs-based taxonomy over current approaches. We consider the impact of setting the concepts of leadership within existing need constructs for each of the following: (a) theory, especially the development of leadership frameworks and particularly how the concept of leadership relates to the concepts of organizational culture, employee well-being, and employee engagement; (b) methods, including the value of applying a comprehensive, structured model; and (c) practice, where we emphasize the practical advantages of clear operational definitions. [ABSTRACT FROM AUTHOR]

Drawing from social learning theory, this study aims to explore the mediating effects of team learning orientation and team agility on the relationship between servant leadership and project success in the context of construction projects. Based on data collected from 306 construction project members in China, the findings reveal that servant leadership exerts a positive influence on project success. Additionally, servant leadership significantly enhances both team learning orientation and team agility, which in turn contribute to project success. Furthermore, the results demonstrate the serial and parallel mediating roles of team learning orientation and team agility between servant leadership and project success. Theoretical and practical implications were also provided based on the findings. [ABSTRACT FROM AUTHOR]

Despite the recent proliferation of scholarly investigations on servant leadership, clarity remains elusive regarding the specific mechanisms and conditions underpinning employee cognitive processes and their responses to servant leadership. Drawing upon social cognitive theory, proposes a moderated mediation model tested through a time-lagged field data from 489 employees in Study 1 and an experimental data in Study 2. We found that servant leadership indirectly enhances employee voice behavior through increased employee work reflection. Additionally, we considered employee proactive personality as a boundary condition for the positive effect of servant leadership. Our results show that servant leadership prompts employee work reflection only when the level of employee proactive personality is high, which in turn increases employee voice behavior. This study presents significant theoretical and practical implications through the integration of social cognitive theory with servant leadership research. [ABSTRACT FROM AUTHOR]

AbstractThe Servant Leadership Scale has been developed in the context of the university. This scale has seven dimensions: behaving ethically, development, emotional healing, empowerment, pioneering, relationship building, and wisdom. Furthermore, this scale was modified into six dimensions: authenticity, behaving ethically, development, emotional healing, humility, and wisdom. To date, this scale has only been tested in universities and the public sector, while it has never been studied in Indonesian Christian higher education. This study aimed to validate the scale of servant leadership of Christian education leaders in Indonesia. The method is quantitative, with second-order confirmatory factor analysis. This study used a survey of 180 lecturers in Christian higher education in East Java, Indonesia. The analysis was carried out with the help of SmartPLS 4. The analysis employing pretest, first and second-order (post-test) indicates that all indicators of servant leadership are valid, reliable, and constitute a multidimensional construct with nine dimensions. These dimensions include behaving ethically, development, emotional healing, empowerment, pioneering, relationship building, wisdom, transcendental spirituality, and motivation to serve. This study concludes that the Servant Leadership Scale suits Indonesian culture and can be used for research in religious universities. [ABSTRACT FROM AUTHOR]

In this paper, we develop novel theoretical insights regarding employees' reactions to servant leadership. Drawing on social exchange theory and the servant leadership literature, we propose that the needs–supplies fit between servant leaders and narcissistic employees can urge narcissistic employees to feel more grateful in response to servant leadership. In turn, employee gratitude is positively associated with organizational citizenship behavior and negatively associated with workplace deviance. We test our model across two studies, including a two-wave field survey study of 344 employees and their 80 leaders (Study 1) and a scenario-based experimental study of 100 participants (Study 2). The findings support our theoretical model that, at a higher (versus lower) level of employee narcissism, servant leadership enhances organizational citizenship behavior and reduces workplace deviance through enhanced employee gratitude. We discuss our contributions to the servant leadership literature and present practical implications for organizations. [ABSTRACT FROM AUTHOR]

Moving beyond the current emphasis on the frequency of helping, this study aims to emphasize the importance of help quality. Utilizing a social network design, this study incorporates both the help provider's and recipient's perspectives and develops a multilevel model to demonstrate the incremental validity of help quality over frequency in the prediction of key organizational outcomes (i.e., satisfaction and performance at both individual and team levels). We further identify servant leadership as a crucial predictor of help quality, more so than help frequency, at both levels. Data were collected from 416 nurses and 42 supervisors from a large hospital in Beijing, China. Results show that help quality significantly predicted the supervisor-rated performance of the help provider, the job satisfaction of the help recipient, and team satisfaction, after controlling for the effects of help frequency. Contrary to our expectations, help quality did not significantly predict team performance. Moreover, servant leadership was a stronger predictor of help quality than of help frequency at both individual and team levels. Our results suggest that organizations and managers should aim to cultivate employee helpfulness, instead of merely encouraging more helping behavior. Avenues for future research are discussed. [ABSTRACT FROM AUTHOR]

This document summarizes an article titled "The Posttraumatic Stress Disorder Moral Injury Nexus: A Challenge for Military Psychology" published in the International Journal of Psychology. The article explores the complex relationship between moral injury and posttraumatic stress disorder in the military. It discusses the challenges faced by mental health professionals in diagnosing and treating these conditions, as well as the impact of moral injury on military leaders and the importance of teamwork. The document also includes several studies on topics such as resilience, training effectiveness, coping resources, and the utilization of virtual behavioral healthcare among military personnel. Additionally, it examines the link between radicalization and violence in the Philippines and the social and psychological dimensions of the Russo-Ukrainian war. [Extracted from the article]

This study investigates how academic staff achieves career satisfaction (CS) and life satisfaction (LS) under direct and different configurations of servant leadership (SL) dimensions. Using a survey of academics in Spain, China, and Pakistan, this study uses Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the direct relationship, and fuzzy-set Qualitative Comparative Analysis (fsQCA) to find configurations of SL dimensions that lead to career and LS. Direct relationships revealed that in each country, almost all dimensions failed to create any individual impact on CS and LS. The fsQCA results revealed an asymmetric relationship between the different SL dimensions and outcomes. Prior SL, CS, and LS research has primarily relied on symmetrical correlational methods. This is one of the first studies to use fsQCA in SL, CS, and LS in higher education literature. Furthermore, there is significantly limited research on SL in a cross-country setting. [ABSTRACT FROM AUTHOR]

Cyberloafing is a form of counterproductive work behaviour (CWB), that is increasingly prominent yet easily concealed. This organizational phenomenon poses numerous detrimental effects on organizations, underscoring the importance of understanding the factors that can mitigate employee cyberloafing. Drawing on social exchange theory (SET) and social information processing theory (SIP), this study proposes an integrated model that explores the double-edged sword effect of servant leadership on cyberloafing. We hypothesize that servant leadership may increase meaningful work or citizenship pressure, thereby discouraging or facilitating cyberloafing. Meanwhile, we investigate the moderating effect of regulatory focus (promotion focus and prevention focus). Data were collected from 375 Chinese employees in three waves, with a two-week interval between each wave. The results showed that servant leadership enhanced meaningful work, resulting in a disincentive to cyberloafing. Conversely, servant leadership intensified citizenship pressure, leading to an increase in cyberloafing. The negative indirect effect of servant leadership on cyberloafing via meaningful work was moderated by promotion focus. Specifically, this indirect effect was more pronounced when the promotion focus was higher. Our research offers crucial insights for preventing employee cyberloafing in organizations. [ABSTRACT FROM AUTHOR]

Formal methods (FMs) have been cited as a viable methodology for developing high-quality software. However, the steep learning curve in efficiently using the underlying discrete mathematics and logic has hindered FMs' adoption, leading to a decline in their initial interest in the 1980s. Traditionally, technical approaches have been pursued to address the FMs challenge. Having taken cognisance of a similar pre-4IR decline in AI, the researcher views FMs as technology and considers solutions at intersections of 4IR-5IR technology adoption, leveraged by the support of governors, termed leadership-management in this work. Following a qualitative research choice, scholarly literature is reviewed, and sets of qualitative propositions are defined to develop a conceptual framework for a 4IR-5IR leadership-management adoption of FMs. Aspects that emerged and are incorporated into the framework are cross-functional and executive levels of leadership, transformative, adaptive, and servant leadership styles, using FM tools that embed a high level of user experience, and 4IR technologies, augmented with 5IR human aspects. The framework is hoped to motivate a company's leadership to contribute to technology and technical ICT-based decision-making increasingly. Future work in this area would involve securing input from practitioners and exercising the framework in an industrial setting. [ABSTRACT FROM AUTHOR]

Successful political outsiders from the largest democracies, such as Narendra Modi (India), Donald Trump (USA), Joko Widodo (Indonesia), and Jair Bolsonaro (Brazil), have strong leadership images as a reformist. The case of Widodo of Indonesia is unique considering that he rose to power within less than ten years with an image of a servant leader, compared to his counterparts, who tend to be perceived as far right-wing conservatives. Yet, the interplay between leadership brand image and important branding components such as personality and trust remained a gap in the literature. To fill these gaps, this study investigates the brand impact of servant leadership and reformist (perceived qualities, proposed programs, and voters' engagement style) on a leader's brand trust with the mediating effect of brand personality (responsible and active) based on Widodo's case. PLS-SEM is utilized to estimate the model with latent variables and conduct analysis. Results indicate high overall mean scores from all dimensions despite 53.4% of samples (n = 453) not having a political party preference. The study found that servant leadership and reformist image have moderate to substantial effects on brand personality and trust. Responsible persona has proven to mediate most proposed relationships. Implications are discussed. [ABSTRACT FROM AUTHOR]

Copyright of Service Industries Journal is the property of Routledge 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.)

The present study seeks to expand our understanding of leadership in the public sector by examining the link between servant leadership and work engagement of street-level bureaucrats through the mediating roles of leader motivating language and perceived organizational support. Drawing on theories of social exchange, social learning, motivating language, and job demands-resources, the research proposed that servant leaders can enhance employee work engagement by utilizing motivating language and boosting perceptions of organizational support. Using a survey of 553 police officers and first-line supervisors in Turkey, the results of structural equation modeling reveal that officers' perceptions of their supervisors' servant leadership are related to work engagement both directly and indirectly through motivating language and perceived organizational support. This study is the first to investigate the role of leader motivating language as a mediator between servant leadership and work engagement in public sector organizations. [ABSTRACT FROM AUTHOR]

Background: The recent trend of increased indoor activities has significantly influenced daily life, enhancing the popularity of exercises like Pilates. This study explores how Pilates instructors' leadership styles affect class satisfaction and psychological well-being, addressing the research gap concerning the specific impact of leadership within the context of Pilates classes. Methods: The study surveyed 388 participants from 39 Pilates studios across South Korea, utilizing a questionnaire to assess leadership styles (transformational, transactional, and servant leadership), class satisfaction, and psychological well-being. Using statistical analyses, leadership styles were assessed for their correlation with class satisfaction and psychological well-being. Results: Findings revealed that transformational and transactional leadership styles were positively correlated with class satisfaction and psychological well-being. Specifically, transformational leadership significantly enhanced educational satisfaction and personal growth, while transactional leadership most strongly influenced social satisfaction and the sense of purpose in life. Servant leadership was notably effective in improving physical class satisfaction. The study also highlighted the critical role of class satisfaction in promoting psychological well-being among participants. Conclusion: This research underscores the importance of leadership styles in enhancing the Pilates class experience, suggesting that instructors' leadership approaches can significantly impact participants' satisfaction and psychological well-being. The study advocates developing training programs that equip Pilates instructors with the skills to adopt effective leadership styles, fostering a more positive and fulfilling class environment. [ABSTRACT FROM AUTHOR]

This article discusses the concept of shalom-based Christian leadership, a holistic paradigm that integrates spiritual, social, and economic aspects to build sustainable and positively impactful leadership. In a complex and dynamic world, shalom-based leadership offers a unique approach to creating harmony, peace, and well-being for communities. This article outlines the definition of Christian leadership, the meaning of shalom, and how shalom-based Christian leadership can be developed through the servant, shepherd, and stewardship leadership model. This approach emphasizes the importance of the leader's character, a deep understanding of the harmonious relationship between individuals and groups, and prioritizes the common interest over personal or group interests. The writing method used is qualitative descriptive. The data collection technique used is literature research, which involves searching for and determining books, journals, or other literature relevant to the discussion topic. This approach allows the author to comprehensively understand and explain shalom-based leadership development, producing writing that benefits both the reader and the author. [ABSTRACT FROM AUTHOR]

This article from the Puritan Reformed Journal discusses the importance of a pastor and his wife working together in ministry. It emphasizes the need for mutual respect and trust between the couple, with the wife supporting her husband's endeavors. The article also highlights the historical examples of successful husband-wife ministry teams. It clarifies that while the wife plays a crucial role in supporting her husband, she is not called to the ministry in the same way he is. The article provides guidance on how pastors and their wives can minister together through teamwork, prayer, companionship, and other means. [Extracted from the article]

The article examines the use of month names and numbering in the Book of Esther, specifically focusing on the shift from numbered months to Babylonian-named months in Esther 9:1. It suggests that this change reflects the book's diasporic Jewish ideology, which prioritizes loyalty to the Persian Empire over a Jerusalem-centric worldview. The article also explores the ideological background of numbered months in Hebrew Scriptures and highlights the contrast between this ideology and the diaspora ideology expressed in Esther. Additionally, the author discusses different scholarly perspectives on the dating and interpretation of the Book of Esther, with the use of Babylonian month names seen as either an expression of Jewish particularism or a critique of Persian Jews' adaptation to diasporic life. [Extracted from the article]

Aim: This study aimed to analyse the effects of servant leadership on nurses' emotional failure and compliance with standard precautions and to explore the moderating effect of individual resilience. Design: A cross‐sectional survey. Methods: This descriptive cross‐sectional study was conducted from October 9 to November 1, 2022. The convenience sampling method was used to collect questionnaire data from 924 clinical nurses in a third‐class general hospital in Chongqing, China. Results: The emotional exhaustion and compliance with standard precautions were at the general level. Servant leadership mediated by emotional exhaustion had a significant positive predictive effect on compliance with standard precautions. Personal resilience played a negative moderating role in the relationship between servant leadership and emotional exhaustion. For nurses with low resilience, servant leadership had a greater impact on emotional exhaustion. Conclusion: The current compliance with standard precautions for clinical nurses is not high due to emotional exhaustion. The level of servant leadership can alleviate nurses' emotional exhaustion and improve compliance with standard precautions. Especially for nurses with low personal resilience, the care and support of department leaders are needed. Impact: We found that the compliance with standard precautions is not high, and the link between emotional exhaustion, servant leadership and compliance with standard precautions provides a basis for further patient care. No Patient or Public Contribution: There was no patient or public involvement. Impact Statement: Nurses are the key population for hospital infection prevention and control, and their level of compliance with standard precautions is of great significance for hospital infection prevention and control. However, in practice, nurses' compliance with standard precautions is generally low. Most of the previous studies on nurses' compliance with standard precautions were conducted from the perspective of individual nurses, based on the staff's 'knowledge, belief, and action' to study the current status of compliance with standard precautions and the factors affecting adherence, with less attention paid to the influence of psychological, environmental, and organizational factors. Therefore, the study focuses on the impact of servant leadership and emotional exhaustion on standard precautionary adherence, which is of great significance for good care management at the organizational level. It also explored how the impact of servant leadership on emotional exhaustion varies across levels of resilience, which is important for accurately identifying different types of nursing staff and targeting assistance. [ABSTRACT FROM AUTHOR]

The implementation of employee advocacy activities at the Directorate General of Taxes needs to be supported by several factors such as leadership and communication so that effective messages can be conveyed to the public through employees, so a study was conducted to analyze and test the effect of servant leadership and symmetrical communication on employee advocacy by considering the mediation factor by employee empowerment and organizational citizenship behavior in Civil Servants at the Directorate General of Taxes. Data collection was carried out through online questionnaires and a total of 418 respondents were collected from certain position levels. The excel application and the Structural Equation Modeling method with the LISREL application are used in the statistical analysis of research data. The results of the study show that there is a significant and positive effect of employee empowerment and organizational citizenship behavior in mediating the effect of servant leadership and symmetrical communication on employee advocacy. There is a significant and positive direct effect of servant leadership on employee advocacy, but a significant and negative direct effect is found from symmetrical communication on employee advocacy. Organizations are advised to increase the development of servant leadership and maintain effective communication in building positive employee advocacy activation and implemented by all employees. Then, the managerial implications in this study underscore the importance of increasing servant leadership and symmetrical communication in enhancing and facilitating employee advocacy through increasing the role of employee empowerment and organizational citizenship behavior. [ABSTRACT FROM AUTHOR]

The goal of this study is to investigate if a well-functioning business requires leaders who can effectively motivate and influence those around them. Many leadership models form the foundation for appointing leaders in many organizational domains. For a devoted Muslim, the Prophet Muhammad SAW serves as an ideal leader. The purpose of this qualitative research, conducted using qualitative methods, is to uncover the Prophet Muhammad SAW's leadership attributes in three leadership models: charismatic leadership, transformational leadership, and servant leadership. The results demonstrate how the Prophet Muhammad (PBUH) personified transformational leadership by presenting a visionary view of the future and encouraging his people to attain greatness. It also emphasizes his duty as a servant leader, emphasizing the needs of others, cultivating meaningful relationships, and instilling a sense of community inside the organization. By analyzing the principles implemented by the Prophet Muhammad (PBUH), this research provides valuable insight into the application of his leadership traits in contemporary leadership models, encouraging leaders to emulate the characteristics of his example for the betterment of their organizations and communities. [ABSTRACT FROM AUTHOR]

This study aims to evaluate public service quality policies in West Seram District. This research was conducted for one year using a qualitative approach and a descriptive research design. The unit of analysis in this study is the implementation of public service quality policies in West Seram District on the aspects of resources, communication, disposition, and bureaucratic structure. Data is obtained through informants representing all parties related to the policy implementation. The results of the study show that: (1) Aspects of Resources; (a) human resources are sufficient in terms of quantity, but it is still necessary to improve discipline in terms of timing and appropriateness, and consistency in completing service tasks to ensure employee performance accountability, (b) the resources for facilities and infrastructure are inadequate and unable to support the improvement of service quality. (2) the communication aspect is going well, as shown by the behavior of employees who are friendly, polite, and courteous to people who need services but are still constrained by low public awareness to follow and comply with the required provisions. (3) the disposition aspect has been well implemented, as indicated by the high awareness of all elements of the leadership and employees of the West Seram District Office regarding their duties, responsibilities, and authorities as community servants. However, limited services can still be provided by the Subdistrict head's office and the little delegation of authority form the Regent, resulting in minimal space for service. (4) the Bureaucratic Structure Aspect is running well following the main tasks and functions, which is shown by the enactment of rules related to the provision of service activities following work procedures in each field. [ABSTRACT FROM AUTHOR]

Purpose: This study investigates the relationship between leaders' collectivist orientation and employees' innovative behavior, as well as the mediating effects of employees' collectivist orientation and servant leadership. Design/methodology/approach: Based on a survey of 40 leaders and 219 employees in 12 technologically innovative enterprises in Jiangsu Province, China, a hierarchical linear modeling is used. Findings: The results show that leaders' collectivist orientation significantly positively affects employees' innovative behavior. Moreover, leaders' collectivist orientation significantly positively affects employees' collectivist orientation/servant leadership, employees' collectivist orientation/servant leadership significantly positively affects employees' innovative behavior, and employees' collectivist orientation/servant leadership partially mediates the relationship between leaders' collectivist orientation and employees' innovative behavior. Originality/value: In response to the lack of research on the relationship between leadership cultural orientation and employees' innovative behavior, this study sheds light on the effectiveness and mechanism of the influence of leaders' collectivist orientation on employees' innovative behavior, thus expanding and deepening the boundaries of theoretical research on leadership, culture and innovation management. [ABSTRACT FROM AUTHOR]

The main aim of this study was to assess the efficacy of different leadership styles on the performance of organisations in the banking sector of South Africa. The outcomes are expected to be utilised in order to construct leadership development initiatives, which will facilitate the cultivation of leadership competencies that contribute to the success of a company. The research conducted a synthesis of 50 empirical studies through the use of secondary source content analysis. A one-sample t-test was used to assess the presence of a statistically significant association between organisational success and a manager's lifestyle. A unidirectional analysis of variance (ANOVA) was conducted to determine the correlation between different leadership styles and organisational performance. The Pearson's Correlation Coefficient was employed to examine the correlation between leadership styles and organisational performance. Research has confirmed that Transformational leadership has a positive impact on financial success, customer satisfaction, and staff engagement. Transformational leaders foster innovation and exceptional performance through their inspiring vision and tailored assistance. Transactional leadership ensures operational stability and adherence to regulations, but it does not have a substantial impact on staff engagement and innovation. Servant leadership emphasises the establishment of a supportive work environment through the enhancement of staff morale and customer service. An optimal approach for enhancing organisational performance in the South African Banking sector is to adopt a well-rounded strategy that incorporates transformational, transactional, and servant leadership principles. The Transformational leadership style has been determined to be the most effective in the banking sector, as it has shown the highest improvement in organisational performance. Banks executives and managers should consider embracing transformational leadership, cultivating innovation, and allocating resources towards staff development. [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal 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 aims to investigate the healthcare sector of the United Arab Emirates (UAE) to explore the significance of servant leadership and collaborative culture in fostering social sustainability. The primary objective of this paper is to investigate how servant leadership and a collaborative culture contribute to social sustainability in health care in the UAE. With a focus on promoting well-being within healthcare organizations, the paper aims to uncover the synergies between servant leadership, collaborative culture, and social sustainability. Design/methodology/approach: This paper conducted a multilayer literature review of existing literature on servant leadership, collaborative culture and social sustainability in health care, both globally and specifically in the UAE context, and a conceptual model was proposed. Findings: Servant leadership proves to be a culturally pertinent and effective leadership model within the UAE due to its alignment with cultural values, emphasis on community support, and the robust health-care system that contributes to individual well-being. This combination establishes a solid foundation for fostering a healthy and sustainable society. Research limitations/implications: Limitations and implications are discussed. The current research has not identified the boundary conditions under which servant leadership and collaborative culture may be more or less effective. This could involve exploring industry-specific influences or contextual factors. Theoretical and practical implications are discussed. Originality/value: The research seeks to unravel the interconnections between servant leadership, collaborative culture and social sustainability. To the best of the author's knowledge, none of the studies have explored the interrelationships of these constructs, particularly in the UAE context. [ABSTRACT FROM AUTHOR]

Copyright of European Journal of Management & Business Economics is the property of Emerald Publishing Limited 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 European Journal of Management & Business Economics is the property of Emerald Publishing Limited 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 European Journal of Management & Business Economics is the property of Emerald Publishing Limited 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.)

Although recent years have seen a proliferation of research on organizational ambidexterity, important questions remain about the role that leaders play in leveraging learning ambidexterity for organizational benefits. Drawing on the conservation of resources theory, we investigate the indirect links between servant leadership and middle managers' learning ambidexterity, with structural empowerment and role breadth self‐efficacy (RBSE) as serial mediators. We also examine the importance of leader boundary‐spanning behaviour as a moderating factor for these relationships. Using time‐lagged and multi‐source data from 344 middle managers and their supervisors, we show that servant leadership has a positive indirect influence on two forms of learning ambidexterity: exploitative and explorative learning. In particular, servant leadership promotes structural empowerment (as a contextual resource), which in turn influences RBSE (as a personal resource) and encourages learning ambidexterity. In addition, we show that when leaders engage in boundary‐spanning behaviour, these indirect relationships become more prominent. This research offers new theoretical and practical insights to assist organizations in improving learning ambidexterity and achieving higher levels of performance. [ABSTRACT FROM AUTHOR]

The purpose of this study was to delve into the characteristics, professional competencies, leadership attitudes, and behaviors of successful school principals (SSPs) in socioeconomically disadvantaged schools. Utilizing a systematic grounded theory method (SGTM), we conducted research in the provinces of Amasya, Çorum, Samsun, and Tokat in Türkiye. Purposeful and theoretical sampling methods were employed to recruit successful school principals, deputy principals, teachers, students, and parents from secondary schools affiliated with the Ministry of National Education (MoNE). The data draws on unstructured individual and focus group interviews, as well as documents and observations. All the data obtained were inductively analyzed through open, axis, and selective coding stages. Based on the codes, subcategories, categories, themes, and dimensions from the analyses, we designed the Contextual Successful School Principalship Model (CSSPM), which falls into four dimensions as follows: individual, managerial, organizational, and instructional. SSPs in this study mostly tend to display paternalistic leadership attitudes and behaviors in terms of dedication and self-sacrifice, serving, intrinsic motivation, and influencing stakeholders. They exhibit almost all the attitudes and behaviors of servant leadership, act according to some national and moral values, and experience national attitudes such as patriotism and nationalism intensely. By giving importance to the academic socialization of students' mothers, successful school principals exhibit transformational and instructional leadership behaviors. They act strategically to directly involve mothers in enhancing student achievement, demonstrating their commitment to fostering an inclusive and supportive educational environment. [ABSTRACT FROM AUTHOR]

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.

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.

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]