Do servant-leaders help satisfy follower needs? An organizational justice perspective

By David M. Mayer, Mary Bardes, Ronald F. Piccolo. 2008

334 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/aa6409064bdb39f14e3ba548fb36cc21d21d6cad

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In Demography

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

How Servant Leadership Influences Organizational Citizenship Behavior: The Roles of LMX, Empowerment, and Proactive Personality (2017, methodology): “Empirical evidence suggests that servant leaders foster more satisfied, committed, engaged and better-performing followers (Carter and Baghurst 2013; Liden et al. 2008; Mayer et al. 2008; Neubert et al. 2008).”
A Systematic Literature Review of Servant Leadership Theory in Organizational Contexts (2012, methodology): “Greater commitment to the organization increases employee job satisfaction (Cerit 2009; Jenkins and Stewart 2010; Mayer et al. 2008; Chung et al. 2010) and consequently decreases employee turnover (Jaramillo et al. 2009b; Babakus et al. 2011).”
Reviewing Leadership Styles: Overlaps and the Need for a New ‘Full‐Range’ Theory (2017, neutral): “It creates a perception of organizational justice and enhances followers’ need satisfaction, which improves their job satisfaction and work engagement (Mayer et al. 2008; van Dierendonck et al. 2014).”
Impact of Servant Leadership on Performance: The Mediating Role of Affective and Cognitive Trust (2020, methodology): “This scale was selected because, first, it has been widely used and validated in different organizational settings (e.g., Hunter et al., 2013; Mayer et al., 2008; Miao et al., 2014; Neubert et al., 2008; Walumbwa et al., 2010) and, second, the original study had empirically validated the scale on…”
HR practices and HRM outcomes: the role of basic need satisfaction (2012, background): “Accordingly, basic need satisfaction has been found to predict job satisfaction (Mayer et al., 2008), vigor (Van den Broeck et al., 2008) and affective organizational commitment (Greguras and Diefendorff, 2009).”
Accounting for the influence of overall justice on job performance: : integrating self-determination and social exchange theories (2014, methodology): “In support of our arguments, overall justice has been reported to relate to need satisfaction (Mayer et al., 2008) and as a form of unfair treatment at work, abusive supervision has been reported to negatively relate to need satisfaction (Lian et al.”
Servant Leadership: A systematic review and call for future research (2019, positive): “, 2014), job satisfaction (Mayer et al., 2008), thriving at work (Walumbwa, Muchiri, Misati, Wu, & Meiliani, 2018), perceptions of meaningful work (Khan, Khan, & Chaudhry, 2015), and psychological well-being (Gotsis & Grimani, 2016).”