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Abstract

Academicians and practitioners have always been equally attracted to learning the effects of varied leadership styles on employee work outcomes. This study examines how servant leadership influences employee behaviors (organizational commitment, organizational citizenship behavior, and employee engagement) and evaluates the roles discharged by psychological contract and organizational justice perceptions on these relationships. Data were collected from 168 employees working in public hospitals. A standardized questionnaire was used to gather the data. Hypotheses were tested through hierarchical regression analyses. The study results revealed that servant leadership is positively associated with organizational commitment, organizational citizenship behavior, and employee engagement. Psychological contract partially mediates the effects of servant leadership on organizational commitment, organizational citizenship behavior, and employee engagement. Further, organizational justice perceptions moderate the associations between servant leadership and employee behaviors. The study results contribute to the extant research evidencing that servant leadership exerts direct as well as mediating effects on employee attitudes and behaviors. This study intensifies the comprehension of the impact of servant leadership on employee workplace outcomes. A superior understanding of the influence of leadership on a wide variety of employee attitudes and behaviors could inform solutions that better address demands for more people-centered management, caring leadership styles, and concern for the success of all organizational stakeholders.

Bahasa Abstract

Memahami efek dari berbagai gaya kepemimpinan pada hasil kerja karyawan selalu menarik bagi para akademisi dan praktisi. Dalam hal ini, studi ini mengkaji bagaimana kemimpinan yang melayani memengaruhi perilaku karyawan (komitmen organisasi, organizational citizenship behavior, dan keterlibatan karyawan) dan apa peran dari kontrak psikologis dan persepsi keadilan organisasional pada hubungan ini. Data dikumpulkan dari 168 karyawan yang bekerja di rumah sakit umum. Kuesioner terstandar digunakan untuk mengumpulkan data. Hipotesis diuji menggunakan analisis regresi hierarki. Hasil studi menunjukkan bahwa kepemimpinan yang melayani berhubungan positif dengan komitmen organisasi, organizational citizenship behavior, dan keterlibatan karyawan; kontrak psikologis memediasi secara parsial efek dari kepemimpinan yang melayani pada komitmen organisasi, organizational citizenship behavior, dan keterlibatan karyawan. Selanjutnya, persepsi keadilan organisasional memoderasi hubungan antara kepemimpinan yang melayani dan perilaku karyawan. Dengan hasil ini, studi ini berkontribusi pada penelitian yang menunjukkan bahwa kepemimpinan yang melayani memiliki efek langsung dan mediasi pada sikap dan perilaku karyawan. Studi ini menambah pemahaman tentang pengaruh kepemimpinan yang melayani pada hasil kerja karyawan. Pemahaman yang lebih baik tentang pengaruh kepemimpinan pada berbagai sikap dan perilaku karyawan dapat menginformasikan solusi yang lebih baik mengatasi tuntutan manajemen yang lebih berpusat pada orang, gaya kepemimpinan yang peduli, dan kepedulian terhadap keberhasilan dari semua pemangku kepentingan organisasi.

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