Servant Leadership as Impetus for Teachers' Organisational Citizenship and In-role Behaviours: The Mediation of Felt Obligation

Kumar, Aneel; Pathan, Tayabba Gul; Shaikh, Hira Rani

doi:10.33844/ijol.2022.60618

Cited by 7 publications

(5 citation statements)

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“…The findings revealed a significant and positive relationship between servant leadership and teacher OCB. The finding of this study is expected to be in line with those of previous studies such as (Ghalavi & Nastiezaie, 2020;Kumar et al, 2022;Rosnani, 2018;Van der Hoven et al, 2021;Wulandari et al, 2021). At the school level, teachers are more likely to collaborate with principals who care about their personal development and treat them with a positive and humble attitude.…”

Section: Discussionsupporting

confidence: 88%

“…Another study in the Western Cape Province of South Africa found a positive relationship between servant leadership, psychological empowerment, and teacher OCB ( Van der Hoven et al, 2021). Other researchers discovered a relationship between servant leadership and OCB and in-role behaviour through the mediation of felt obligation among teachers working in private franchise schools in Pakistan (Kumar et al, 2022). The result of this study revealed that servant leadership is associated with OCB and teacher in-role behavior.…”

Section: Literature Review Servant Leadershipmentioning

confidence: 55%

“…In the field of education, leadership behaviour is one of the factors that have a significant relationship with teacher OCB (Febriantina et al, 2021;Kumar et al, 2022;Shie & Chang, 2022;Shofiyuddin, 2021). However, research on the relationship between servant leadership and teacher OCB was found to be lacking (Shamsuddin et al, 2020), despite the fact that this leadership style was found to be preferred by teachers and more effective than authoritative leadership due to the better use of the leader's power (Zhang et al, 2012).…”

Section: Introductionmentioning

confidence: 99%

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Servant Leadership and Proactive Personality as Impetus for Teachers’ Organizational Citizenship Behaviour

Bahari¹

2023

IJARBSS

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Transformation in the national education, a dynamic education environment, and limited resource capability do not allow schools to function effectively if teachers are solely working on their own tasks. Hence, the educational sector greatly depends on teachers who are willing to exhibit organizational citizenship behaviour which is discretionary behaviour beyond their own tasks. Particularly, this study aims to investigate the influence of servant leadership and proactive personality on organizational citizenship behaviour. In this research, a total of 610 questionnaires were distributed to the public secondary school teachers in Perlis, Kedah, Penang, and Perak. From the total, only 466 samples were used for analysis purposes. The partial Least Squares-Structural Equation Modeling (PLS-SEM) technique was employed to analyse the relationships between the variables. The result revealed that servant leadership and proactive personality have a positive and significant direct influence on organizational citizenship behaviour. Therefore, the findings suggested that school leaders and policymakers to emphasise the servant leadership practice among the principals and encourage teachers to be more proactive in improving the organizational citizenship behaviour.

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Section: Discussionsupporting

confidence: 88%

Section: Literature Review Servant Leadershipmentioning

confidence: 55%

Section: Introductionmentioning

confidence: 99%

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Servant Leadership and Proactive Personality as Impetus for Teachers’ Organizational Citizenship Behaviour

Bahari¹

2023

IJARBSS

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“…Additionally, SDF focuses on the future development of employees and can be viewed as a positive resource by employees. When superiors treat employees benevolently and caringly, the employees tend to show positive attitudes toward their organization [ 31 , 32 ]. It has been shown that employee JS emphasizes the individual’s cognitive evaluation of the quality of job wellbeing and is affected by factors such as superiors, colleagues, and salaries [ 33 , 34 ].…”

Section: Theoretical Background and Hypothesis Developmentmentioning

confidence: 99%

Linking Superior Developmental Feedback with Employee Job Satisfaction? A Conservation of Resources Perspective

Qin

Zhang

et al. 2023

IJERPH

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Previous studies have shown that superior developmental feedback (SDF) has a mixed impact on employees’ long-term development, but its effect on job satisfaction (JS) has been generally ignored. Therefore, this study proposes and tests a model based on the conservation of resources theory to shed light on how feedback from a leader or superior may increase employees’ JS. In this study, researchers analyzed responses from a two-stage questionnaire distributed to 296 employees to test the proposed hypotheses using MPlus 7.4 software. The results show that employee resilience (ER) partially mediates the link between SDF and JS. The results also indicate that the relationship between SDF and ER is strengthened by job complexity (JC). The results provide novel avenues for further study and practice in the areas of SDF and JS.

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“…Servant leaders fulfill the psychological needs of followers through autonomy, relatedness, and competence (Kaltiainen and Hakanen 2022). They provide psychological resources to employees to deal with their job (Ruiz-Palomino et al 2022), place the welfare of their followers above their own (Lv et al 2022), contribute to overall employee development (Kumar et al 2022), and engage employees in emotion and spirit (Uymaz and Arslan 2022). Indeed, servant leaders service their employees individually, increasing credibility, competency, and communication (Russell and Stone 2002).…”

Section: Lss and Iepmentioning

confidence: 99%

Leadership Styles, High-Involvement Human Resource Management Practices, and Individual Employee Performance in Small and Medium Enterprises in the Digital Era

et al. 2022

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This research investigates the positive relationship between leadership styles, high-involvement human resource management practices, and individual employee performance. In this study, we adopt servant, shared, and empowering leadership to explain leadership styles in the digital era. We propose four hypotheses and design a research framework to be analyzed. We develop a self-report questionnaire and distribute it online to three hundred targeted respondents, and collect two hundred and seventy-six complete responses from November 2021 to January 2022. This research applies a quantitative method, using structural equation modeling run by SPSS and AMOS. The results reveal well-distributed data, and all the indicators of the three variables are valid and reliable. The use of CFA confirms the indicators’ validity and reliability. The GoF analysis ensures that the research model is feasible for SMEs. The hypothesis analysis shows the acceptance of H1 and H3, but the rejection of H2 and H4. Leadership styles positively affect individual employee performance and high-involvement human resource management practices in SMEs operating in Lubuklinggau. High-involvement human resource management is not a mediator of the relationship between leadership styles and individual employee performance.

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Servant Leadership as Impetus for Teachers' Organisational Citizenship and In-role Behaviours: The Mediation of Felt Obligation

Cited by 7 publications

References 0 publications

Servant Leadership and Proactive Personality as Impetus for Teachers’ Organizational Citizenship Behaviour

Servant Leadership and Proactive Personality as Impetus for Teachers’ Organizational Citizenship Behaviour

Linking Superior Developmental Feedback with Employee Job Satisfaction? A Conservation of Resources Perspective

Leadership Styles, High-Involvement Human Resource Management Practices, and Individual Employee Performance in Small and Medium Enterprises in the Digital Era

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