Abstract. The provision of pilot peer support in commercial aviation is a recent recommendation following the Germanwings pilot suicide–murder crash in 2015. Conducted in a South African aviation context, this study explored the phenomenon of peer support and its role and contribution as an effective response to addressing the emotional well-being of pilots. A qualitative phenomenological research design was followed using Rubin and Rubin’s in-depth, semi-structured interview technique to understand lived experiences of peer support. Nine interviews were held, six with airline pilots – a combination of peers and flight operations managers – and three with mental health professionals (MHPs). Braun and Clarke’s thematic analysis (TA) method elicited themes in relation to peer support and the mental health and well-being of pilots. Four themes emerged relating to (a) the conceptualization of peer support, the role of the peer, and the principles on which the process is founded; (b) pilots’ experience of their workplace as emotionally “unsafe” and deficient in acknowledging the nature of different emotional stressors; (c) the well-being of pilots and medical certification of fitness for duty; and (d) the multidimensional contribution of peer support and factors critical to integrating successful and sustainable peer support. This study underscores the importance of developing a more integrated definition of safety in aviation that incorporates supporting the mental health and well-being of pilots. This paper addresses the role and contribution of peer support and considers some of the challenges to its integration as a safety initiative.

Orientation: The South African retirement fund industry ranks among the 15 largest retirement fund industries internationally, with some 8 million members and assets under management of close to R2 trillion. However, to be successful, retirement funds need good governance.Research purpose: To explore the most critical servant leadership qualities required that can serve as profile in the selection, appointment and training of retirement fund trustees (RFTs) to serve on boards of trustees of retirement funds in the South African context.Motivation for the study: The South African National Treasury’s retirement reform proposal clearly articulates government’s concern for the poor governance of retirement fund assets by appointed boards of trustees and the broader implications on social and economic security in retirement. It promotes the regulation of standards relating to the minimum qualifications and expertise needed to be appointed to serve on a board of trustees (BoTs). Although the measures proposed by government to improve fund governance and the role of the RFTs are sound in principle, it does not inform the character, leadership qualities or leadership competence desired for RFTs, thus leaving the management of funds in the hands of people who must make investment decisions when they themselves are not fully committed.Research design, approach and method: The research question was addressed through an extensive literature review and a qualitative methodology using a semi-structured interview; fieldwork that included personal observations; and notes with six active, high-profile, respected, purposefully selected RFTs. An interpretive approach was adopted to provide elaborative interpretations of phenomena without having to rely on numerical measurement.Main findings: A strong similitude exists between servant leader qualities, as found in the literature, and those qualities identified and required to be appointed as a RFT. Literature findings support that limitations impacting on good retirement fund governance are (1) lack of knowledge, (2) lack of experience, (3) independence and (4) lack of capacity of RFTs. Legislative and regulatory framework changed in recent years, resulting in an increased complexity in managing the affairs of retirement funds. A great need for qualified and skilled RFTs was expressed.Practical and managerial implications: Servant leadership qualities proved useful to profile and aid the selection, appointment and training of RFTs in a meaningful way, thereby benefiting the broader South African retirement fund industry and social welfare of all South Africans. The importance of the role human resources practitioners can play to aid their employees to correctly select and appoint a RFT cannot be emphasised enough.Contribution: The many practical contributions of the study were evident from the real and tangible outcomes of using a servant leader’s profile to select, appoint and train prospective RFTs to serve on the BoTs of pension funds, to ensure that social justice is upheld for those members of society who cannot protect themselves.

Research approach/design and methods: A quantitative research approach was adopted. Primary data was collected from 230 South African bank managers. Exploratory factor analysis, Pearson Product-Moment Correlation analysis and Multiple Regression analysis were employed to test the relationship between PL and SL and its associated dimensions. Main findings:The results indicated that PL has a significant positive effect on SL and four of its associated dimensions, namely emotional healing, wisdom, persuasive mapping and organisational stewardship. Thus, it is concluded that SL behaviours can be cultivated by investing in PL behaviours of organisational leaders. Practical/managerial implications: Leadership training and development interventionsfocusing on strengthening SL behaviour must take into consideration personal and professional behaviours and their influence on SL behaviours. Contribution/value-add:The study provides a local validation of PL and SL measures within the banking sector in South Africa.