User:Binky1110/theory

Research done on Servant Leadership has mainly been done in relation to employee organization commitment, effects on employees and employee's lives, job performance, and community citizenship behavior.

Employee Organization Commitment

http://dx.doi.org.york.ezproxy.cuny.edu/10.2753/PSS0885-3134290404 servant leadership and person organization fit are positively related. Hence, greater organization commitment.

http://dx.doi.org.york.ezproxy.cuny.edu/10.1007/s11846-014-0152-6 servant leadership style in combination with employer brand perception and employee trust level reduces employee job turnover.

http://dx.doi.org.york.ezproxy.cuny.edu/10.5465/amj.2013.0034 employers practicing servant leadership causes the employees to mimic their behaviors. This makes the employers a desirable role model, and the employees want to stay to learn more.

While organizations thrive based on the work produced by the employees, the commitment of the employees to the organization is a major contributor to how well an organization functions. research shows that management style is a main factor in sales person turnover. In fact, Servant Leadership being practiced has a positive affect on sales person's turnover intentions because turnover is mainly associated with "the quality of the salesperson–supervisor relationship." Due to Servant Leaders making their employees their main priority and placing their well-being above everything else, including the organization, the employees feel a sense of trust and a need to return the commitment and obligation that their employer has for them to the organization. Likewise, Servant Leadership has a direct effect on employer brand perception, which in turn reduces employee job turnover. According to Kashyap and Rangnekar, Servant Leadership molds organizations and builds a positive image for the organization. This leads to turnover intention reduction in that the employees "... take pride in what they do and enjoy the company of people they work with" . Servant Leaders are also seen as good role models in the eyes of their employees. Because of this, employees begin to act as Servant Leaders themselves, and portray great commitment to the organizations where they see these behaviors and how they affect others around them. The employees also stay at the organization so that they can see and learn more from their employer.

Employee Life

http://dx.doi.org.york.ezproxy.cuny.edu/10.1007/s10551-015-2943-3 organization based self esteem (OBSE) and employee spouse ratings on family satisfaction and family life quality are positively related.

http://dx.doi.org.york.ezproxy.cuny.edu/10.1002/hrm.21498 servant leadership is positively related to the positive transfer of experiences from the work role to the family role.

http://dx.doi.org.york.ezproxy.cuny.edu/10.1007/s10551-015-2559-7 servant leadership and work-family positive spillover are positively related due to enhanced personal learning

Servant Leadership practices also seem to have an effect on the life of the employee outside of the organizations that they are affiliated with. In fact, it has been concluded that employee perceptions of servant leadership practices as well as the support of their employers and co-workers has a positive effect on employee's family life by supervisors and job social support from both supervisors and co-workers helps to enrich the employee’s family life. This is because having their employer cater to their needs as well as supportive co-workers and staff aids in lowering stress levels, thus they go home to their families with the intent to cater to their needs. In addition, Servant Leadership being the foundation of organizations is said to lead to employees having positive experiences and satisfaction in the work place, which in turn leads to " a transfer of positive experiences from the work role to the family role". Servant Leadership being practiced is said to decrease emotional exhaustion, which is the leading cause of employee burnout . Servant Leadership lessens the feeling of being "drained of inner resources", so employees experience an increase in Work-to-family positive spillover (WFPS). This decreased emotional exhaustion also leads to stronger martial relationships Moreover, employees feeling that their needs are made a priority in the work place, as well as the feeling of being satisfied with their interactions at work on a daily bases, has an impact on their family's experience with them as they shift from the work role to the family role.

Job Performance

http://dx.doi.org.york.ezproxy.cuny.edu/10.1177/239700221402800104 servant leadership has a positive affect on employee's psychological health

http://dx.doi.org.york.ezproxy.cuny.edu/10.1007/s10902-017-9954-y servant leadership has a positive affect on employees goal completion

http://dx.doi.org.york.ezproxy.cuny.edu/10.1007/s11482-017-9564-1 servant leadership has a positive effect on life satisfaction, work engagement, and OBSE

In addition, Servant Leadership also contributes to employee's goal achievement and success. As defined before, a Servant Leader's goal is to build upon the skills of their employees and make them better people. With this trait, studies have shown that Servant Leaders have the ability to influence their employees to achieve their own goals as well as their work goals due to their leaders empowerment, and this plays a major role in their continued success and growth. This outcome is expected because of the Servant Leaders main concern being the well being of their employees. Likewise, Servant Leaders managing the work environment an things such as "rewards, deadlines, work allocation and performance evaluations" have a positive affect on the well being and satisfaction of employees because the practices of a Servant Leader deals with these aspects in a way that benefits the employees in every way possible. Studies have also shown that leadership as a whole has an affect on employee's psychological health . Thus, studies have shown that Servant Leadership has a positive affect on employee's psychological health in that the less strain on the employee and the more they assimilate at the organization, the better their psychological health .Research has shown that although many organizations are used to the belief that the "top-down" way, or the leader prioritizing themselves and the organizations and then the employees, is the best way to engage employees in their work. However, studies have shown that Servant Leadership's "bottom-up" style, or prioritizing the needs of the employees first, causes employees to be more engaged in their work in that they feel like they have social support from their leader as well as their colleagues. Overall, employees feeling a sense of support, as well as having a leader who are doing everything in their power to do things that are beneficial for the employees contributes to heightened job performance from the employees.

Community Citizenship Behavior

http://dx.doi.org.york.ezproxy.cuny.edu/10.1007/s10551-018-3816-3 servant leadership has a positive effect on the emotional environment of the employees

Similar to Servant Leadership having an affect on employee's stress levels, it also affects them emotionally as well. According to previous research, Servant Leadership seems to have an affect on the emotional health of the employees because the Servant Leaders reliance on "one-on-one communication to understand the abilities, needs, desires, goals, and potential of those individuals" aids in the employee's ability to express themselves in the work place. In turn, this nurturing from their employer leads to them returning this same nurturing towards their co-workers and making the work place a suitable environment for the growth of the employees, as well as the production of good quality work to grow the organization . Organizations that don't practice Servant Leadership may discourage employees expressing their feelings in the work place, but Servant Leaders encourage this expression to prevent any conflict within the workplace . Servant Leaders also make a safe emotional work environment for employees by making acceptance a major goal. Acceptance in this case is the leader being okay with having different personalities, personal views, and values as their employees, and understanding that their employees aren't "perfect". By doing this, Servant Leaders create a safe space where employees are able to be themselves and express how they are feeling, knowing that they can trust their leader to be non judgmental. Lastly, Servant Leaders are able to manage the behaviors of their employees by being forgiving. Some employees may have personalities and/or characteristics that may lead to them doing or saying things to their leader that is unacceptable. However, Servant Leaders being forgiving, and more importantly understanding, their employees are able to learn from their mistakes, hence their personal growth and changed behavior within the organization.