Does Servant Leadership Moderate the Relationship between Job Stress and Physical Health?

Abstract

High school teachers experience high levels of job stress, which could lead to serious health problems. This study focused on Chinese high school teachers, as they have to manage negative stress and health issues. The research aimed to: (1) investigate the relationship between hindrance job stress, depersonalization, and physical health; (2) investigate if servant leadership, in fact moderates the relationship between hindrance job stress and depersonalization, as well as physical health. The study desisgn was cross-sectional and data analyses were conducted by using SPSS 21 and Mplus 7. The sample consisted of 857 high school teachers across Southern China. The results showed that hindrance stress is related to depersonalization among high school teachers (β = 0.63, p < 0.01). Both hindrance job stress (β = 0.32, p < 0.01) and depersonalization (β = 0.16, p < 0.01) are positively related to physical health. In addition, servant leadership moderates the relationship between hindrance job stress and physical health among the Chinese high school teachers (β = −0.09, p < 0.01). However, the results did not find that the effect of hindrance job stress on depersonalization is moderated by servant leadership (β = 0.02, p = 0.53). It is suggested that Chinese high schools recruit and train leaders in servant leadership, relieve teachers’ stress, and promote their health to ensure the sustainable development of schools.

“Lubricant” or “Stumbling Block”?: The Paradoxical Association Between Team Authoritarian Leadership and Creative Deviance

“…This result of the investigation is consistent with the theory on the dynamic essence of dual occupational stress. On the one hand, as Dooley et al (2020) noted, dual occupational stress is not a static, but an accumulative and a qualitative change process, wherein challenge stress and hindrance stress alternate as the degree of pressure changes. Specifically, R&D team members, whose focus is on the strategy generation to overcome difficulties with the challenge attribute of occupational stress, proactively participate in constructive innovation process.…”

“…As pointed out by LePine et al (2004) ; Edwards et al (2014) , and Dooley et al (2020) , dual occupational stress is considered in terms of two separate, theoretically deduced attributes: challenge occupational stress and hindrance occupational stress. This classification conforms to the classic research of LePine et al (2004) , who advocated that a comprehensive assessment of dual occupational stress should capture both conducive occupational stress (i.e., furthering one’s career) and inconducive occupational stress (i.e., hindering one’s current and future development).…”

“…We follow LePine et al (2004) ; Dooley et al (2020) , and Kronenwett and Rigotti (2020) , who considered the incremental occupational stress from dual and opposite aspects: challenge occupational stress and occupational hindrance stress. Challenge occupational stress refers to the constructive pressure supporting personal growth (or even achievement) ( Kronenwett and Rigotti, 2020 ) while hindrance occupational stress is a terrible pressure state to threaten individuals’ development and to constrain personal career progress ( Dooley et al, 2020 ). Specifically, team authoritarian leadership can influence dual occupational stress associated with working circumstance, after which team members would rationally re-examine whether their deviance is appropriate.…”

correlation of human capital sustainability leadership style and resilience of the managers in airline operations group of an AIRLINE Company

“…The highly significant correlation between servant leadership and resilience was in line with Rai and Prakash's (2016) study as servant leadership was positively correlated with absorptive capacity through perceived organizational support. Tang, Kwan, Zhang, and Zhu (2016) found that servant leadership facilitated work-family balance through emotional healing by reducing emotional exhaustion and enhancing personal learning while Dooley, Alizadeh, Qiu, and Wu (2020) highlighted that this acted as a buffer between hindrance stress and well-being. A Manager in Airport Operations passionately shared how he help achieve work-life balance: "Looking after work na meron syang pupuntahan, at hindi ko guguluhin ang off nya, at bibigyan ko sya ng sufficient rest, magiging happy yung tao.…”

Moral Sensitive Human Resource Development: A Conceptual Model and Its Implementation

“…Expectations on business leaders and organizations have changed dramatically in the last few years. Servant leadership with the focus on humility, and employee empowerment has become one of the most needed leadership styles for corporations (Dooley et al, 2020). While non-profit organizations struggling to solve societal crisis (Barhate et al, 2021), there is a growing belief that for-profit corporations need to contribute for the betterment of environment and society in addition to their own profits (Ashrafi, Adams, Walker, & Magnan, 2018;Chia, Kern, & Neville, 2020;Cheema, Afsar, & Javed, 2020).…”