How can servant leadership arouse to innovative work behavior?
Abstract
This study examined the role of servant leadership in encouraging innovative work behavior of civil servants through increased employee engagement. This study used a quantitative method  by distributing  a  list  of  questions  to 116 Aparatur Sipil Negara (ASN) from several institutions in Jambi City. The primary data were analyzed using SEM-SmartPLS. The results showed that servant leadership had no significant positive effect on innovative work behavior, but servant leadership positively affected employee engagement. Moreover, employee engagement also has a significant positive impact on innovative work behavior. Thus, employee engagement is a complete mediation in the relationship between servant leadership and innovative work behavior. The results indicated that innovative behavior could be increased by enhancing employee engagement stimulated by servant leadership.
Keywords
Full Text:
PDFReferences
Albrecht, S, L., Arnold, B., Jamie, A., William, H., & Alan, M. (2015). Employee engagement, human resource management practices and competitive advantage.
Amabile, T. M. (1997). Management. California Management Review, 40(1), 39– 58.
Amabile, T. M., Schatzel, E. A., Moneta, G. B., & Kramer, S. J. (2004). Leader behaviors and the work environment for creativity: Perceived leader support. Leadership Quarterly, 15(1), 5–32. https://doi.org/10.1016/j.leaqua.2003.12.003
Anderson, N., PotoÄnik, K., & Zhou, J. (2014). Innovation and Creativity in Organizations: A State-of-the-Science Review, Prospective Commentary, and Guiding Framework. Journal of Management, 40(5), 1297–1333. https://doi.org/10.1177/0149206314527128
Bustinza, O. F., Gomes, E., Vendrell-Herrero, F., & Baines, T. (2019). Product– service innovation and performance: the role of collaborative partnerships and R&D intensity. R and D Management, 49(1), 33–45. https://doi.org/10.1111/radm.12269
Danaei, A. and Iranbakhsh, F. (2016). Key drivers of innovative behavior in hotel industry: evidence from a developing country. 9(3), 599–625.
Eva, N., Robin, M., Sendjaya, S., van Dierendonck, D., & Liden, R. C. (2019). Servant Leadership: A systematic review and call for future research. Leadership Quarterly, 30(1), 111–132. https://doi.org/10.1016/j.leaqua.2018.07.004
Gallup. (2013). State of the Global Workplace. In Employee Engagement Insights for Business Leaders Worldwide. papers2://publication/uuid/4F576D34- 017E-4BC6-8B6E-E3760C5FCD5E
Hewitt, A. (2017). Trends in Global Employee Engagement: Global anxiety erodes employee engagement gains. Trends in Global Employee Engagement, 1–15. http://www.modernsurvey.com/wp- content/uploads/2017/04/2017-Trends-in-Global-Employee-Engagement.pdf
Hoch, J. E., Bommer, W. H., Dulebohn, J. H., & Wu, D. (2018). Do Ethical, Authentic, and Servant Leadership Explain Variance Above and Beyond Transformational Leadership? A Meta-Analysis. Journal of Management, 44(2), 501–529. https://doi.org/10.1177/0149206316665461
Latif, K. F., & Ahmad, M. S. (2020). Servant leadership and employee innovative behaviour : exploring psychological pathways. 41(6), 813–827. https://doi.org/10.1108/LODJ-11-2019-0474
Lemoine, G. J., Hartnell, C. A., & Leroy, H. (2019). Taking stock of moral approaches to leadership: An integrative review of ethical, authentic, and servant leadership. Academy of Management Annals, 13(1), 148–187. https://doi.org/10.5465/annals.2016.0121
Li, M., & Hsu, C. H. C. (2016). International Journal of Contemporary Hospitality Management: A review of employee innovative behavior in services. International Journal of Contemporary Hospitality Management, 28(12), 1– 39. http://dx.doi.org/10.1108/IJCHM-04-2015-0214
Liden, R. C., Wayne, S. J., Meuser, J. D., Hu, J., Wu, J., & Liao, C. (2015). Servant leadership: Validation of a short form of the SL-28. Leadership Quarterly, 26(2), 254–269. https://doi.org/10.1016/j.leaqua.2014.12.002
Muller, R. J., Smith, E. E., & Lillah, R. (2019). Perceptions regarding the impact of Ubuntu and servant leadership on employee engagement in the workplace. Journal of Contemporary Management, 16(1), 20–51. https://doi.org/10.35683/jcm17104.0004
Schuckert, M., Kim, T. T., Paek, S., & Lee, G. (2018). Motivate to innovate: How authentic and transformational leaders influence employees’ psychological capital and service innovation behavior. International Journal of Contemporary Hospitality Management, 30(2), 776–796. https://doi.org/10.1108/IJCHM-05-2016-0282
Su, W., Lyu, B., Chen, H., & Zhang, Y. (2020). How does servant leadership influence employees’ service innovative behavior? The roles of intrinsic motivation and identification with the leader. Baltic Journal of Management, 15(4), 571–586. https://doi.org/10.1108/BJM-09-2019-0335
Yang, J., Chang, M., Li, J., Zhou, L., Tian, F., & Zhang, J. J. (2020). Exploring the moderated mediation relationship between leader narcissism and employees’ innovative behavior. Chinese Management Studies. https://doi.org/10.1108/CMS-10-2019-0363
Yuan, F., & Woodman, R. W. (2010). Innovative behavior in the workplace: The role of performance and image outcome expectations. Academy of Management Journa 53(2),323–342. https://doi.org/10.5465/amj.2010.49388995
Zeeshan, S., Ng, S. I., Ho, J. A., & Jantan, A. H. (2021). Assessing the impact of servant leadership on employee engagement through the mediating role of self-efficacy in the Pakistani banking sector. Cogent Business and Management, 8(1). https://doi.org/10.1080/23311975.2021.1963029
DOI: https://doi.org/10.30872/jinv.v18i0.11253
Refbacks
- There are currently no refbacks.
Copyright (c) 2022 Shofia Amin, Zulfina Adriani, Fitri Widiastuti
Editorial Address
INOVASI: Jurnal ekonomi, keuangan dan manajemen
Faculty of Economics and Business, Mulawarman University
Jl. Tanah Grogot No.1 Samarinda Kalimantan Timur 75119
Email: jakt.feb.unmul@gmail.com
StatCounter: INOVASI: Jurnal ekonomi, keuangan dan manajemen