Mediating Role of Job Work Environment between the Relationship of Servant Leadership and Faculty Retention in Higher Education

Abstract

Abstract
 Current study aims to explore the mediating role of job work environmentbetween the relationship ofservant leadership and faculty retention.Thepopulation of this study consists of all fulltime faculty members of four privatehigher educationinstitutes of Lahore, Pakistan.The total number of population consists of 2,230 full time facultymembers. A sample of 330 faculty memberswere drawn through clusterrandom sampling technique.The data collected was analyzed using SPSS version 23.Theoretically, this study has been conducted under the domain of socialexchange theory(SET).Themediation of job work environment was checked through Baron and Kenny path analysis procedure, the results reveled that servant leadership has a positive significant impact on faculty retention and job work environment, and job work environment partially mediates the relationship betweenservant leadershipandfaculty retention. Such type of study should also be conducted for public universities and other higher education institutes.

Leadership styles and sustainable performance

“…However, servant leaders emphasize a commitment to serving others and prioritizing the well-being and development of their employees. The servant leadership style is evident in its focus on creating a positive work environment (Sheikh et al, 2020;Xu & Wang, 2020), promoting employee growth, and contributing to the broader community. Meanwhile, transactional leadership emphasizes the importance of clear expectations, rewards, and consequences to drive organizational success.…”

Impact of autocratic and democratic leadership styles on employees’ performance and motivation

“…Moreover, 45.2 % of whole participants belonged to private organizations as compared to 38.6 % from public organizations (16.2% of participants did not disclose about the type of their organizations). Some researchers state that the 􀅫ive-times thumb rule may be used to calculate sample size, as per which "minimum sample size for any research is suf􀅫icient if the number of all questionnaires items are multiplied by 5" (Sheikh, Ali, & Soomro, 2020). In the current research total number of items in questionnaires is 31; hence, as per the Five-times thumb rule (31 x 5 = 155), the minimum required sample size is 155, and the sample size of the current research N=188) is suf􀅫icient to carry out statistical analysis.…”

“…Thirdly, 2 reverse items were included in the questionnaire about employees' performance to intensify the investigation's validity; even then, exaggeration of own performance by employees cannot be ruled out. Fourth, though, the Five-times thumb rule (Sheikh et al, 2020) has been used to ensure the suf􀅫icient sample size necessary for statistical analysis. However, sample size 192 does not fully represent the entire population of Pakistan, whereas this research generalizes its 􀅫indings to the entire population of Pakistan.…”