The Servant Leader Model is a theory that advances administration, supports trust, coordinates effort, future-arranges and utilizes moral capacity to engage others, focusing on good ethical practices. This study inspects the faculty of public and private universities in Peshawar for elements of servant leader behavior (wisdom, emotional healing and persuasive mapping) and effect on performance. Drawing on information from 95 teaching faculty members from different universities, we discovered help for the immediate impact of the all elements of servant leader behavior administration on universities performance. The findings add to servant leadership practices, in like manner to values-based administration, which conceivably may include novel literature regarding the relationship between servant leadership and performance of universities teachers. Implications form the last part of the paper.

The style of leadership followed by the organizations tends to be its key to success and failure. Good and effective leaders tend to have a positive impact on the overall environment of the workplace and teamwork. However, bad leadership not only affect the workplace environment but also results in poor performances of employees, their well-being and increases absenteeism and reduces employee voice and freedom to speak. Leadership is a contested term with multiple meanings and diverse practical applications. A leader is specifically that person of the organization who directs, motivates and influences others to enhance the performances (Ojokuku, Odetayo, and Sajuyigbe, 2012; Western, 2019). A leader is responsible for inspiring its subordinates towards effective performances in order to attain goals and corporate objectives (Mo, Ling, & Xie, 2017). Leadership is said to be that process of the organization, which aims to influence others for strong commitment towards the organization by realizing their potential in order to add value within organizational productivity, share their vision, integrity, and passion (Jeremy, Melinde & Ciller, 2012). Leaders are known for their moral responsibilities, authorities, and activities. Their status is associated with such attributes that represent goodness and virtue, and their specific ability to encourage followers to perform good deeds (Fehr, Yam and Dang 2015). The ethical Ethical leadership continues to receive considerable attention due to its influence on various job outcomes, therefore this study was conducted to examine the effect of ethical leadership on job outcomes (employee wellbeing and worker's voice) and to demonstrate that how good faith direct the relationship between ethical leadership and job outcomes. This study was conducted in the Non-Government organizations in Peshawar. Information was gathered from 180 workers working in 6 diverse NGO's in Peshawar. Information was gathered through an organized questionnaire and convenience sampling technique was used. The results of this study showed that ethical leadership was positively related to employee well-being and employee voice. The findings of the study show that there is a strong relationship between ethical leadership, employee voice, employee well-being. The main contribution of this study was to find the significant moderating effect of conscientiousness on both dependent variables. The future implication shows that organizations can identify those aspects through which employee work outcome can be improved. The use of ethical leadership strategies can allow managers to build a positive attitude in employees which results in employee well-being.