Servant Leadership Research Papers - Academia.edu (original) (raw)

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- Educational Leadership, Leadership, Change Leadership, Spiritual Leadership

Steward leadership is a form of leadership that focuses on others, the community, and society at large rather than the self, and this book creates a framework for stewardship and the requisite behavior to develop steward leaders at a younger age. Many senior leaders and executives across the globe appear to move into a stewardship mindset at a ripe age or when their careers have matured, whereas executives of around 30 years old, on average, are typically focused on self-interest. The book's extensive research and interviews provide the theoretical as well as consulting tools with which organizations can develop stewards, whether through training programs, mentoring programs, coaching initiatives, and personal development practices.

- by Kurt April
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- Leadership, Servant Leadership, Stewardship (Organizational Leadership), Common Good

Purpose The purpose of this paper is to describe the development and validation of a multi-dimensional instrument to measure servant leadership. Design/Methodology/Approach Based on an extensive literature review and expert judgment, 99 items were formulated. In three steps, using eight samples totaling 1571 persons from The Netherlands and the UK with a diverse occupational background, a combined exploratory and confirmatory factor analysis approach was used. This was followed by an analysis of the criterion-related validity. Findings The final result is an eight-dimensional measure of 30 items: the eight dimensions being: standing back, forgiveness, courage, empowerment, accountability, authenticity, humility, and stewardship. The internal consistency of the subscales is good. The results show that the Servant Leadership Survey (SLS) has convergent validity with other leadership measures, and also adds unique elements to the leadership field. Evidence for criterion-related validity came from studies relating the eight dimensions to well-being and performance. Implications With this survey, a valid and reliable instrument to measure the essential elements of servant leadership has been introduced. Originality/Value The SLS is the first measure where the underlying factor structure was developed and confirmed across several field studies in two countries. It can be used in future studies to test the underlying premises of servant leadership theory. The SLS provides a clear picture of the key servant leadership qualities and shows where improvements can be made on the individual and organizational level; as such, it may also offer a valuable starting point for training and leadership development.

- by Ömer Öter
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- Business, Organizational Behavior, Marketing, Psychology
- by Escal Global
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- Computer Networks, Servant Leadership, Applied Research, OPERATING SYSTEM

The aim of this study is to sort the options that can guide the selection of C segment automobiles under the criteria determined by a consumer by ELECTRE method which is one of the Multi Criteria Decision Making Methods. Within the scope of the study, quantitative data were collected about the options and criteria determined by a consumer who wanted to buy a brandnew and C segment car. The collected data were analyzed by weighting. As a result of the findings, the automobiles that the consumer can choose are proposed in order.

- by Lokman DAL
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- Computer Science, Statistics, Linear Programming, Servant Leadership
- by Kai Peters
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- Sociology, Leadership, Servant Leadership, Stewardship (Organizational Leadership)

This study examines the relation between servant leadership and organizational identity and job involvement in Tax office of Guilan in Iran. One hundred and twenty two employees are participated in the study. For this purpose, a questionnaire with three parts was used. The questionnaire included three main sections, namely servant leadership, job involvement, and organizational identity. The analysis of the data obtained through the questionnaire indicated that servant leadership has significant effect on organizational identity and job involvement. Also, job involvement has positive effect on organizational identity. The findings, implications of the study, and suggestions for further research in this field are discussed in detail.

Many student affairs administrators operate according to mission statements or in pursuit of goals that emphasize " serving students; " however, servant leadership may or may not be a guiding principle. The aim of the research presented here was to discover if servant leadership is currently being practice by student affairs administrators. To evaluate current leadership practices among student affairs professionals, a survey was distributed to college students involved in student activities who are advised by student affairs professionals. For this study, the student's perception is more important than the administrator's selfperception. It is the student's experience of a leadership style practiced by the student affairs administrator that should give guidance to best practices among professionals. Effectively leading staff and supporting the student to graduate and succeed as a contributing member of society are different goals.

- by Christina Reddick
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- Servant Leadership, Triathlon, Multisports

The emergence of servant leadership has considered to have a positive impact on employee behavior and organizational performance. While the theory and approach has not been adopted to scale, organizations that have implemented these principles have been able to astound the competition with greater financial performance. To affirm this viewpoint, a review of literature and case analysis was conducted on a leader global company to determine, which principles of servant leadership were apparent throughout the process of human capital hiring and engagement.

- by Aeron Zentner
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- Business, Management, Human Resource Management, Servant Leadership

This article presents an integrated construct of servant leadership derived from a review of the literature. Subscale items were developed to measure 11 potential dimensions of servant leadership: calling, listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, growth, and community building. Data from 80 leaders and 388 raters were used to test the internal consistency, confirm factor structure, and assess convergent, divergent, and predictive validity. Results produced five servant leadership factors—altruistic calling, emotional healing, persuasive mapping, wisdom, and organizational stewardship—with significant relations to transformational leadership, leader-member exchange, extra effort, satisfaction, and organizational effectiveness. Strong factor structures and good performance in all validity criteria indicate that the instrument offers value for future research.

- by Faith Wambura Ngunjiri
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- African Studies, Women's Studies, Leadership, Qualitative methodology
- by Debra Jackson
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- Nursing, Creativity, Organizational Culture, Leadership

The purpose of this study was to explore how recursive processing of meaningful language, expressed through resonant relationships, generates the neural architecture that is integral to the process of becoming an authentic servant-leader. Meaningful language does not sit in an isolated silo or echo silently in a vacuum; rather, it is intricately intertwined with the relational occurrences of everyday life. It plays a significant role in the formation and transformation of a person’s mind, brain, thoughts, behaviors, and identity. The principles underlying the power of meaningful language, resonant relationships, and interpersonal neurobiology provide neuroscientific substantiation that changes in physical, mental, and emotional behavior can become indelible actualities in the identity formation of an authentic servant-leader.
Keywords: interpersonal neurobiology, resonant relationships, languaging, servant-leadership, mind-brain connection, Interpretative Phenomenological Analysis, mindful awareness, leadership

- by Brian H . Wagner
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- New Testament, Leadership, Servant Leadership, Transformational Leadership

This study examines the effects of customer orientation and servant leadership on frontline employees' burnout and, subsequently, on their turnover intentions. Also investigated in the study is the intervening role of person-job fit in the process. Data collected from 530 frontline bank employees in New Zealand serve as the study setting. Results show that both customer orientation and servant leadership significantly reduce burnout and ultimately turnover intentions. Results also show that person-job fit mediates the influences of customer orientation and servant leadership on burnout and turnover intentions. Implications of the results are discussed and future research avenues are offered.

- by Ömer Öter
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- Marketing, Servant Leadership, Customer Orientation, Retail Banking

The idea of leader as host came to me very suddenly on 16th February 2003, during a seminar by Matthias Varga von Kibéd and Insa Sparrer. It seems to me that the metaphor of leader as host offers a view on leadership that is at once rooted in millennia of practice and at the same time is something new and timely. Such metaphors are very important in my view – they offer a rich and broad set of ideas about leadership in a way which allows interpretation into many different reallife situations. Rather than a prescription, such metaphors offer us a way to engage with often difficult situations and quickly alter our thinking to come from another place. Building on the existing ideas of heroic and servant leadership, I hope you will find inspiration of a very practical kind in the metaphor and practice of the host.

- by Mark McKergow
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- Solution Focused Therapy, Leadership, Servant Leadership, Solution Focused Practice

The world experienced many innovations that, in retrospect, seem somehow so obvious or inevitable that they are soon no longer recognised as new. Like Shakespearean contributions to language, some even become the unrecognised preconditions of our further thoughts and experience. Perhaps it is a taste of this same hindsight bias that makes the emergence of ‘design leadership’ seem as obvious to some as it is surprising to others.

- by Gjoko Muratovski
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- Design, Research Methodology, Leadership, Change Leadership

We live times of change, due to technological development, when information and knowledge are main elements of power. Organizations must not underestimate the importance of employees, owners of information and knowledge. How to motivate and keep them is a real challenge in the actual business world. The main objective of this study is to present a new approach in motivating employees and increasing their performance. Our approach is based on the assumption that the leader is the key factor, the generator and sustainer of a healthy working environment. Our research is focused on identifying how two leadership styles: transformational and servant leadership are used by existing leaders to achieve desired team performance. Based on a vast literature research, the conceptual model was built, considering the impact of the two leadership styles on motivational factors, their influence on job satisfaction and ultimately on team performance. One contribution of this research is introducing ...

- by Adriana Elena
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- Management, Engineering, Political Science, Job Satisfaction

This study aims to examine the influence of servant leadership dimensions (Empowerment, Trust, Healing, Integrity, Service, and Communication) and employee performance among the support staff in one of the Malaysian private universities. The study utilised Leader-Member Exchange (LMX) and Social Exchange Theories to guide the study. Purposive sampling was employed in this study, where a quantitative (survey) method was used, in which questionnaires were distributed with only 51 valid responses received. The data were then analysed using Partial Least Squares Structural Equation Modelling through Smart-PLS 3.0. The results revealed that two (2) dimensions of servant leadership attributes (Communication and Empowerment) have a positive and significant relationship with employee performance; however, Healing found to have a negative but significant relationship with employee performance. In addition, Integrity, Service and Trust were found not significant to employee performance. Conclusion, implications, and suggestions for future study were also discussed.

- by Chan Tak Jie and +1
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- Servant Leadership, Higher Education Management, Employee Performance
- by Linzay Rinquest
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- Political Science, Culture, Servant Leadership
- by Lissa Pohl, MA
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- Transformative Learning, Emotional intelligence, Leadership, Integral Theory

The aim of this study is to understand servant leadership’s relationship with organizational commitment and to evaluate the moderating role of work exhaustion throughout a research in Turkish cultural context. The study assumed that work exhaustion would deteriorate the positive effect of servant leadership on organizational commitment and would moderate the relationship between perceived servant leadership and organizational commitment. A questionnaire involving the servant leadership scale by Vidaver-Cohen, Reed and Colwell (2010), organizational commitment scale by
Meyer, Allen and Smith (1993) and work exhaustion scale by Moore (2000) were applied to a sample of respondents working in institutions from banking, insurance, and education sectors and those who report to one supervisor/manager in their institution. Results indicated that a positive relationship
exists between perceived servant leadership and organizational commitment and perception of work
exhaustion moderates that relationship. The higher the perception of work exhaustion weakens the relationship between perceived servant leadership and organizational commitment. Small sample size and drawbacks of self-report technique are the limitations of this study

- by Ali Choudhary
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- Marketing, Business Ethics, Psychology, Applied Ethics

Abstract
The effect of moral failures of leaders in our society carries a lot of weight and magnitude than those who are not considered as leaders. This is because of the public status they have acquired through their work, and the fact that society sees leaders as role models and god fathers whom they will want to emulate their actions and inactions to have a better life. In view of this, our aim is to determine the importance of ethics and reputation in corporate organization. Using the movie of the wolf of Wall Street movie as a case study, we observe that many upper managers do not care much about their moral actions in the exercise and performance of their duty. But rather, concentrate on achieving success and building a reputation for themselves in the contemporary corporate organization irrespective of the moral implication it will have on the society.
Keywords: ethics, leadership, fellowship, learning.

- by Aziz Mensah
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- International Business, Leadership, Servant Leadership, Transformational Leadership

This study examined the factor structure of the School Counselor Leadership Survey (SCLS). Survey development was a threefold process that resulted in a 39-item survey of 801 school counselors and school counselor supervisors. The exploratory factor analysis indicated a five-factor structure that revealed five key dimensions of school counselor leadership: (a) interpersonal influence, (b) systemic collaboration, (c) resourceful problem solving, (d) professional efficacy, and (e) social justice advocacy. This article discusses implications for practice, research, and training.

- by Julia A Bryan
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- Education, Educational Leadership, Teacher Education, Counseling Psychology

An ideological texture analysis of Colossians 2 to address the question; how can modern Christians confront competing philosophical factions without oppressing or dominating other cultural groups? A refinement of polemics that relies on the skills of cultural agility and a respect for cultural diversity while standing fast in the Christian faith and confronting competing factions in a prayerful and loving manner. Paul's approach stands as a vital lesson to prevent modern Christians from retreating into moral relativism.

- by Awang Anwaruddin
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- Leadership, Servant Leadership

Leader behaviors are dynamic and vary over time, and leaders’ actions at a given time can have ramifications for their subsequent behavior (McClean, Barnes, Courtright, & Johnson, 2019). Taking such a dynamic perspective on leader behaviors, we examined daily servant leadership behavior and its downstream effects on the leaders themselves from a within-person self-regulation perspective. Results from two experience sampling studies consistently revealed that engaging in daily servant leadership behavior can come at a cost for the leaders. Specifically, for leaders who are low in perspective taking, engaging in servant leadership behavior was associated with increases in same-day depletion and next-day withdrawal from their leadership role (i.e., greater laissez-faire behavior). However, for leaders who frequently exercise perspective taking, engaging in daily servant leadership behavior was instead associated with decreases in depletion and subsequent laissez-faire behavior, suggesting that servant leadership behaviors are replenishing for these individuals. Experience in perspective taking is therefore a key individual difference that determines whether enacting servant leadership behavior is beneficial or detrimental for leaders. We discuss theoretical and practical implications of our findings and provide avenues for future leadership research.

- by Chenwei Liao
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- Servant Leadership, Experience Sampling Methods, Self-regulation

In recognition of the fact that the world is dynamic and changing, the research re-tests the well-established relationship between internality and success, and its recognition as a trait of leaders. Contrary to some published Western academic literature, the research results conclude that higher levels of successes are achieved by individuals with an external locus of control expectancy. The research presents evidence of a shift away from a world that appreciates leaders with an ultimate self-belief of control, independence and autonomy, to leaders that appreciate external forces, and recognise the importance of connection and community. This move is triggered by feelings of loneliness, guilt and tiredness of competition when only autonomy and independence are sought. These triggers are allowing individuals not to merely seek physiological or safety needs, but to seek belongingness and deep-care needs. The implication of this change in leadership style is a move away from narcissistic leadership styles, towards servant leadership styles.

- by Kurt April and +1
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- Leadership, Servant Leadership, Leadership Development, Servant Leadership (Business)

This book is for anyone concerned about effective team performance. Three previous editions of Team Building have been well received by managers, team leaders, and team consultants. In fact, roughly 100,000 copies have been sold in several languages over the almost three decades since our father, William G. “Bill” Dyer, wrote the first edition, making it one of the most widely read books on the subject. Bill was the consummate social scientist, trained in sociology at the University of Wisconsin after World War II. He had grown up in a rather large family of seven children (one was his half-brother Jack Gibb, another prominent social scientist) in a rather poor section of Portland, Oregon. Bill’s father ran a small grocery store attached to their home, and it was there that Bill learned the importance of hard work, and teamwork, as he worked in the family store. From these experiences he also recognized that education was the key to his future.

- by Hadi Pranoto
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- Educational Leadership, Leadership, Change Leadership, Servant Leadership

In the last decades, topics such as values, ethical and moral behavior, quality of life, spirituality and even positive emotions are reaching special relevance in the organizational management field. Based on these trends, new leadership traits have appeared, all of them from Emergent Theories of Leadership, which includes servant and spiritual leadership. These traits have features in common; all are centered on values and focusing more on people than productivity. Additionally, this has led to a genuine concern for the needs of employees. In spite of similarities, the emergent proposed traits are situated differently within the organizational management construct. The aim of this study is to analyze to what extent leadership traits—
servant and spiritual leadership—are conceptually similar and different from each other.

The term ‘spirituality’ is most debating concept across religions over the ages, on the lines of spirituality, a new synthesis so called as workplace spirituality aroused to debate on the differing views of religion, contemporary business and leadership styles across industries. These views of religion and leadership styles on spirituality paved a way for further acknowledgement of servant leadership propounded by Robert K. Greenleaf (1977) which primarily focuses on love, trust, honesty, interpersonal acceptance leading to followers’ job attitudes, performance, and organizational outcomes: the fundamental outcomes of ‘spirituality at workplace’. This paper throws light on the influential factors and effectiveness of servant leadership in visualizing ‘spirituality at workplace’ in a holistic perspective keeping in view of followers’ attitudes, organizational performance through self-encouraged and committed servant leaders of the organization and concluding with the benefits and path to ‘spirituality at workplace’ across the organization by encouraging spirituality through so called ‘servant leaders.’

Organizational scholars have vigorously and long studied being prosocial in defining 'prosociality' as motivation, behavior, and impact to help or benefit others. This study attempts to provide an overview of previous studies that have approached the elements of being prosocial in educational leadership contexts. However, most of the prosocial elements in education are not explicitly defined as prosociality and have not yet been systematically studied. Thus, this study explored the research questions: (i) What elements could be involved in prosociality within educational leadership? (ii) Who could be involved in the process of prosociality in educational leadership? The final corpus of this study was 83 articles published between 1993 and 2016. The reviewed concepts were categorized into three themes proposed in organizational studies: prosocial motivation, prosocial behavior, and prosocial impact. Moreover, the multiple educational actors related to prosocial elements were identified. The findings provide an outline of possible directions for future research according to the three themes.

- by Takumi Yada and +1
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- Educational Leadership, Mentoring, Organizational Citizenship Behavior, Servant Leadership

A servant leader has a growth mindset, and makes a conscious effort to develop self effectiveness in areas of listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment to the growth of people, and community building. These are the characteristics of a servant leader as identified by Spears (2010). Empirical studies from Hays (2008) and Chan (2015) provided examples of these ten attributes in action, in the context of tertiary and secondary classrooms respectively. Servant leadership takes a developmental approach in meeting diverse learners’ needs. It does not put its emphasis on the talents of individuals but focuses on learning as a journey. Learners’ potential is actualized through effort and stamina, which is also known as grit, “perseverance and passion for long-term goals” (Duckworth, Peterson, Matthews, and Kelly, 2007, p.1087). It is argued that a servant leader is a learner and models a growth mindset. The practice of servant ...

- by Kong Wah Cora Chan
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- Psychology, Servant Leadership, Young Learners, GRIT

Purpose – The major purpose of this research is to test the application of two leadership models to a voluntary service club. Servant leadership was predicted to better explain the attitudes and commitment of service organization members than transformational leadership. Both leadership styles were hypothesized to be mediated by empowerment. Design/methodology/approach – At eight clubs of a national voluntary service organization, it was investigated whether transformational and " servant " leadership were positively related to club member satisfaction, commitment and intentions to stay in the club. A sample of 110 participants completed either a printed or an online survey on the leadership style of their current club president and their attitudes toward the club in general. The club presidents completed the leadership surveys. Findings – While perceptions of transformational leadership and servant leadership styles were highly correlated, servant leadership was identified as a better predictor of the voluntary club members' commitment, satisfaction, and intentions to stay. Club members' perceptions of empowerment mediated the relationship between servant leadership and satisfaction, commitment, and intentions to stay in the volunteer service organizations. Practical implications – Leaders of service clubs may wish to adopt a servant leader style. These servant leaders may find it practical to provide empowering experiences to encourage volunteers to perform service club activities effectively. More generally, leaders who provide volunteers with positive, meaningful experiences may be able to maintain their interest in their volunteer positions. Originality/value – It is believed that this is the first paper to compare directly servant versus transformational leadership in a voluntary organization.

Servant leadership is a leadership philosophy which addresses the concerns of ethics, customer experience , and employee engagement while creating a unique organizational culture where both leaders and followers unite to reach organizational goals without positional or authoritative power. With employees viewed as one of the greatest assets for organizations, maintaining loyal, productive employees while balancing profits becomes a challenge for leaders, and drives the need to understand employee engagement drivers. Thus, the purpose of this study was to qualitatively explore servant leadership from the perspective of employees. Participants were 11 employees from a servant leadership led restaurant who took part in two focus groups. The modified van Kaam method (Moustakas 1994) contributed to data analysis, which examined employee responses for comparison and assessment. Several themes emerged including servant leader experience, servant leader traits, the impact of servant leadership, the application of servant leadership, and limited employee attrition. The themes revealed servant leadership positively influences employee engagement while contributing to employee loyalty to the workplace. Based on the servant leader experience, participants were more committed, built healthy work relationships, and actively participated in achieving organizational goals. Findings are discussed in light of current research and practical applications are provided.

Servant leadership is widely used leadership model which is closely related to teachings of various religions. It introduces the model where leader is the servant first which is also found in teachings of various religious Prophets and religious mentors. This research paper compares the facets of servant leadership developed already in the light of teachings of Islam. Dimensions which are explored in the light of Islam are altruism, wisdom, emotional healing, organizational stewardship and persuasive mapping. Literature review is used as methodology and secondary sources of data are used along with Islamic Holy Scriptures. All the dimensions/facets of servant leadership are found to be visible as cannon or practiced by the Prophet of Islam in his life. However future research direction is to understand the focus of difference between the servant leadership and Islamic leadership model.

- by Dr. Shaheer Ellahi and +1
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- Leadership, Servant Leadership, Islamic Studies, Qualitative Research

The purpose of this study is to determine the effect of each variable of Servant Leadership on Employee Performance, Quality Work Life on Servant leadership, Servant Leadership on Work Engagement, and Work Engagement on Employee Performance.The method of this research utilizes a sample of 150 employees from 5 large companies in Indonesia. The sampling technique is asking respondents to fill out an online survey. Meanwhile, to strengthen the results of the study, the researchers use a descriptive analysis through direct interviews or Forum Group Discussions. The method used is a quantitative method with SEM Smart PLS software as the analysis tool. The main findings of this study indicate that the mediating variable QWL, Work Engagement in Servant Leadership, affects the performance of company employees in Indonesia. This finding is not in line with the Leadership Theory (Haar et al., 2017) which explains that servant leadership influences employee work engagement. Work-life balance seems to playsa mediating role in the influence of servant leadership and has a strong and consistent effect on the dimensions of work engagement.

- by Avinash Pawar
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- Leadership, Human Resource Management, Servant Leadership, Employee engagement

The wisdom of organisational leadership is adding new vistas on a continuum with enriched and applied research explorations for enhancing organisation effectiveness. It seems the golden saying ‘nothing is permanent’ seems to be very true as far as the arena of the organisational leadership is concerned in the global competitive scenario. This quote, without saying, highlights the corporate relationship of yesterday and today. There was a time when employees were treated like slaves. Today the time has changed and this changed time has also changed the leadership pattern which has evolved the concept of ‘servant leadership’. In short, this concept by Robert Greenleaf (1977) emphasized on nurturing, defending and empowering followers as the prime responsibility of a leader/ manager to pertain organisational effectiveness.
Aligning to the above, the present research paper is an honest attempt to focus the utility of the concept of ‘servant leadership’ and ‘change in employee - employer relationship’ with change in time. The extensive literature reviews followed by the interview analysis of six of the leaders-cum-managers in the corporate as well as private business organisations in the states of West Bengal and Gujarat are incorporated in the research papers. Real life interview analysis on application of servant leadership gives a glimpse of change in leadership style with change in time and importance of servant leadership in today’s competitive time.

- by Publishing India Group
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- Servant Leadership, Interview Analysis

The purpose of this paper is to provide an integrative framework of servant leadership and employees’ perception of inclusion. The paper is intended to explore precisely how servant leadership can help inclusive ideals to thrive in diverse environments. Servant leadership is intrinsically inclusive by both empowering diverse employees, and fostering equitable and more humane workplaces. We argue that servant leadership embodies an inclusive philosophy that is in a position to facilitate feelings of belongingness and uniqueness among diverse employees.
In this respect, a theoretical model capturing the effect of servant leadership in shaping inclusive climates, is developed. We elaborate on research streams focusing on climates for inclusion, and examine servant leadership as a potential antecedent of inclusion. We posit that inclusiveness practices mediate the servant leadership and climate for inclusion relationship, while leaders’ inclusiveness beliefs moderate the servant leadership and inclusive practices relationship. The model introduces mediating mechanisms that intervene in the indirect relationship between servant leadership and climates for inclusion.
Furthermore, we posit that a servant leader’s inclusiveness beliefs will moderate the mediated relationship between servant leadership and a climate for inclusion: the salience of inclusiveness beliefs is expected to strengthen the relationship between servant leadership and inclusive practices, the latter mediating the relationship between servant leadership and inclusive climate. In so doing, we seek to identify how inclusive practices enriched through core servant leadership attributes address the primary needs of employee belongingness and uniqueness. The model predicts multi-level beneficial outcomes for minorities as well as for social identity groups.

- by George Gotsis and +1
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- Inclusion, Human Resource Management, Servant Leadership, Leadership Development

The aim of this study is to examine the effects of servant leadership on organizational citizenship behaviors. For this aim, firstly, the servant leadership, then organizational citizenship behaviors are explained. In the application part, a
questionnaire including the measures of the servant leadership and organizational citizenship behaviors is distributed to employees of one of the leading private universities in Turkey and the data were assessed by statistical analysis methods.
Finally, it is found that there is a positive relationship between servant leadership and organizational citizenship behaviors.
Key Words: Leadership1,Servant leadership 2, organizational citizenship
behaviors 3.
Jel Code : M20

- by Suat Begeç
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- Organizational Behavior, Management, Leadership, Organizational Citizenship Behavior