Outline
- Abstract
- Keywords
- 1. Introduction
- 2. Literature Review
- 3. Methodology
- 3.1 Conceptual Framework
- 3.2 the Hypothesis
- 4. Result
- 4.1 Structural Model
- 4.2 Goodness of Fit Model
- 5. Discussion
- 6. Conclusion
- References
رئوس مطالب
- چکیده
- مقدمه
- مبانی نظری
- روششناسی
- مدل/چارچوب مفهومی
- فرضیههای پژوهش
- نتایج
- مدل ساختاری
- برازش مدل کلی
- بحث و استدلال
- نتیجهگیری
Abstract
This paper aimed to analyze the impact of servant leadership on organizational culture, organizational commitment, OCB; and employee performance; organization culture on OCB and employee performance; organization commitment on OCB and employee performance; and OCB on employee performance. Research involved managers and employees of Women Cooperatives in East Java (40 respondents). The analysis is descriptive and used Partial Least Square. The results showed: servant leadership impacted significantly on organizational culture, organizational commitment, OCB and employee performance; organization culture impacted significantly on OCB, but non significantly on employee performance; organizational commitment impacted non significantly on OCB nor on employee performance; and OCB impacted significantly on employee commitment
Keywords: Employee performance - organization culture - organizational citizenship behaviour (OCB) - organizational commitment - servant leadershipConclusions
Servant leadership has impacted on organization culture, organization commitment, OCB and employee performance. Employees should be strengthened by protecting them from outsider interference, better rewards, and keep the honesty value. Organization culture impacted on OCB but not on employee performance, thus manager should recognized all employees equality to emphasize positive aspects of workplace and supporting employees on accepting environment change. Organization commitment impacted on OCB and employee performance non significantly, therefore manager should not urged employees to work hard with limited facilities and seeking information outside. Nevertheless when employees do the best to develop and improve the organization and willingness to contribute beyond formal job descriptions should impacted on honesty value, creativity and their readiness to accept change.